Orano - Annual Activity Report 2024 98 3 RISKS, CONTROL AND DUTY OF VIGILANCE PLAN Duty of vigilance plan Commission. The group’s commitment to minorities, women, seniors, veterans and people with disabilities is reflected in a number of measures, including partnerships with subcontractors who respect diversity values, membership of Direct Employers (a recruitment organization dedicated to helping minorities, women, veterans and persons with disabilities), and participation in employment and training initiatives. As part of its diversity policy and the promotion of women, Orano Mining held a training course in Mongolia bringing together women employees from Central Asia. This module aimed to develop the skills and career paths of the talented women of Orano Mining working in this geographical area. Orano also promotes diversity by integrating people with disabilities into its core activities. For over 16 years, six successive agreements in France have made it possible to structure a stable, solid and fair disability policy and to increase the overall employment rate of people with disabilities. A new group agreement promoting the employment of people with disabilities for 2024-2027 was unanimously signed by the labor unions with the goal of achieving the legal threshold of 6% as soon as possible. At the end of 2023, the group’s employment rate was 5.67%, which represents nearly 700 employees with disabilities. In 2024, the group continued its efforts in recruitment, support and job retention. The Group’s employment rate for 2024 will be the subject of a dedicated communication in the course of 2025. Actions against harassment and sexist behavior Orano strives to promote a respectful work environment, free from all forms of harassment and sexist behavior. On January 25, 2022, the group signed up to the “Stop sexism in the workplace” C harter. Initiatives in this area have also been taken at Business Unit level. For example, in 2024, Orano Mining defined a global multi-year action plan for all its sites, based on the results of the Respect@ Orano internal survey. This survey, carried out in 2023 among all employees and subcontractors, aimed to assess the culture of respect within the Company and to identify any weak signals in connection with cases of bullying, discrimination or harassment, including sexual harassment. Among the measures planned, training to raise awareness of sexism will be offered to all employees worldwide. From 2021 to 2023, the la Hague site organised awareness sessions, called “Daring to speak about respect at work” for 1,300 employees, including all managers, to address sexist or discriminatory remarks or attitudes. Sessions were also held in 2024 on demand. Prevention and management system for harassment situations In addition to the Orano whistleblowing system, which enables group employees and those of its business partners to report any sexist behavior or discriminatory incident in complete confidentiality, the group has set up a prevention and management system for handling moral and sexual harassment situations. This system is based on the implementation of mediations aimed at restoring relationships when they are degraded, and on surveys to objectify the reported facts. Investigations are carried out by resources specializing in moral harassment and by employer contacts as soon as sexist acts, violence or sexual harassment are brought to their attention. Employees who believe they are victim of harassment, regardless of the type (moral, sexual or discriminatory), can reach out to their usual contacts (manager, Human Resources department, occupational health professionals, employee representatives). Alternatively, they may use the whistleblowing system, either by identifying themselves or anonymously (OranoEthic.signalement. net). Alleged victims must benefit from protective measures upon request during the investigation, as well as support through a listening and assistance system. The diagnosis of a case of moral or sexual harassment, or sexist or discriminatory behavior, is established based on objective elements, taking into account the legal definition, regardless of any external action that may be initiated outside the company. Alleged cases of harassment, as well as sexist or discriminatory behavior, must be examined in accordance with the following principles: ● gathering detailed and substantiated information; ● initiating an investigation as soon as possible following a complaint or alert, ensuring impartial listening and fair treatment of the various parties involved; ● avoiding any confrontation between the victim and the alleged perpetrator; ● ensuring discretion in managing the situation; and ● maintaining the anonymity of information disclosed to third parties. Following the investigation, management reserves the right to take any necessary disciplinary action. Measures taken to support freedom of association and employees’ right to collective bargaining The group operates in certain countries where the legal, economic and cultural context could potentially expose employees to violations of their social rights. Such violations may result in retaliation against employees involved in labor union activities or the denial of their right to collective bargaining. The group respects the right of its employees to form a union and promotes ongoing dialogue and collaboration with their various representatives.
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