The Company has initiated a four-pillar action plan aimed at transforming the Company's diversity landscape by 2026.
It includes comprehensive anti-discrimination and unconscious bias training, establishing a community of role models, enhancing recruitment from diverse origins, and promoting employees from diverse backgrounds, especially women.
On 5 February 2024, Sanofi unveiled "Cancer and Work: Acting Together," a comprehensive global programme to support employees diagnosed with cancer or other serious illnesses.
This initiative ensures job security, salary continuation, and social benefits for at least twelve months, regardless of the employee's role or location, marking a significant step forward in corporate responsibility and employee welfare.
In 2023, L'Oreal's social programme program Share & Care, created to provide social and health protection and wellbeing at work for all employees, often exceeding local requirements, celebrated its 10th anniversary.
Last November, the Company confirmed its commitment, adding to the program new measures related to cancer prevention and financial, psychological, and practical support during treatment and upon returning to work, as well as support for victims of domestic violence.
On 4 December 2023, Safran announced the renewal of the global framework agreement (GFA) on corporate social responsibility (CSR) with the global union federation IndustriALL Global Union.
On 10 October 2023, Barilla, Italian excellence in the production of food products, announced the adoption of a new maternity and paternity leave policy, which will be implemented from 1 January 2024 worldwide.
The policy will guarantee 12 weeks of fully paid leave for each parent, regardless of gender, marital status, and sexual orientation.
On 3 October 2023, Axa announced its new 'We Care' programme, a long-term project to create an inclusive and supportive corporate culture that is attentive to the health and well-being of employees.
It will apply to all of Axa's more than 110,000 employees worldwide across 51 countries.
On 9 October 2023, Crédit Agricole Group S.A. and UNI Global Union signed a new four-year agreementthat confirms the Group's focus on the protection of workers' rights in the workplace, their trade union and human rights, as well as its ongoing commitment to developing a fruitful social dialogue.
It applies to all 75.000 employees in 46 countries.
Veolia launched the new 'Veolia Cares' programme to ensure a standard basic level of social protection for the Group's 213,000 employees worldwide.
The initiative will guarantee all employees the same level of protection, even where there is no legal standard of reference to overcome geographical disparities in social protection.
South Korean construction management firm HanmiGlobal announced a new welfare policy which entails additional incentives for all workers expecting a child.
The company’s policy is aimed to boost Korean fertility rate, which is the world lowest since 2013.
Amazon recently launched a new term-time contract to boost employees' flexibility, offering parents, grandparents, and guardians of school-age children the choice to work term-time only. The contract guarantees employees’ time off during the summer, Easter and Christmas holidays to spend more time with their children.
Amazon also announced a new flexible part-time contract introduced following employee feedback.
On 15 May 2023, the United States District Court for the Southern District of New York granted preliminary proposal approval for one of the largest discrimination settlements in US history.
The lawsuit accuses Goldman of hindering women's career advancement, as the company's performance appraisal process allegedly favored men with promotions and higher salaries.
Goldman Sachs will pay $215 million to settle the class action lawsuit, covering approximately 2,800 females.
On 20 April 2023, the global insurance Generali Group, together with the unions First-Cisl, Fisac-Cgil, Uilca, FNA, and SNFIA, signed an agreement on hybrid working to "unlock our people potential, boost the business strategy ambition and deliver benefits to all the stakeholder involved."
It is the renewal of the so-called 'Next Normal' agreement of 27 July 2021 - which expired on 31 March last and was extended until 30 April next year - combining the needs of a different way of working with those of a concrete reconciliation of life and work time.
The new agreement version pays special attention to inclusiveness, remodeling smart working for caregivers, and the right of disconnection.
Sodexo is launching a new employee benefits programme, Vita by Sodexo, to retain talent and avoid resignations.
It provides all its eligible employees across the globe with a minimum benefits package of Parental and Care Leave, Life Insurance Benefits, and an Assistance phone line.
The programme will apply to Sodexo employees in the 53 countries where the company operates, although the platform providing the benefits will be introduced gradually.
On 1 December 2022, Teleperformance and UNI Global Union signed a global agreement with commitments on freedom of association, health and safety, content moderation, and positive relations.
The agreement covers the company’s 440,000 employees in 88 countries worldwide.
Since December 2022, employees in Viseo can define their place of work, either face-to-face or remotely (at VISEO or clients' premises), according to their operational and personal constraints, without any imposed limit of days.
Ford Motor Company has launched the JobShare Connect app in Europe to help employees find potential partners for job shares.
Employees now have the opportunity to find someone to share their job with – either internally or externally – by using a web-based matchmaking tool, creating a profile, searching for suitable colleagues, and then contacting potential partners.
On 7 October 2022, Prism'emploi adopted an agreement for its permanent employees on the management of jobs and skills (gestion prévisionnelle des emplois et des compétences,GPEC).
On 16 November 2022, Wipro Limited announced the agreement with employee representatives on setting up a European Works Council (EWC), becoming the first Indian company to set up European works councils for its workers in Europe.
The agreement was successfully negotiated with employee representatives from 13 different countries and was formally signed on 15 September 2022.
In 2020, Microsoft launched in Switzerland the Skills for Switzerland learning platform, aiming to help job seekers, students, and the wider Swiss workforce gain the foundational, role-based, and technical skills needed nowadays.
On 30 November 2022, Microsoft and LinkedIn announced the next step in the Skills for Jobs programme, providing people free access to 350 courses and six new Career Essentials Certificates for six of the most in-demand jobs in the digital economy (Administrative Professional, Project Manager, Business Analyst, Systems Administrator, Software Developer or Data Analyst).
On 25 November 2022, Lavazza Group signed the new company agreement with the united union representation of the management centre and the Fai-Cisl and Uila-Uil organisations.
It widely expands the corporate welfare package for the three-year period 2023-2025., seeking a work-life balance for all employees.
On 5 October 2022, the French multinational retail corporation Carrefour announced the second renewal of the global framework agreement on promoting social dialogue and diversity, extended until October 2025.
It confirms its commitment to promoting social dialogue, diversity, and fundamental labour rights in the workplace.
On 22 September 2022, HORNBACH Baumarkt announced that, from 2023, employees will be able to change their working hours to suit their needs.
The new working hour system aims to facilitate employees’ work lives and work-life balance and to address recruitment problems due to Germany’s growing shortage of qualified, skilled workers.
E-commerce giant Shopify changed its compensation system, introducing a new approach to reward employees with more financial flexibility as part of a long-term strategy to attract and retain talent.
Using proprietary software Flex Comp, employees can choose how they want to allocate their total reward between base salary, Restricted Stock Units (RSUs), and Stock Options, with new features like Shop Cash in the future.
On 29 September 2022, Paychex released its 2022 Environmental, Social, and Governance (ESG) Report, detailing the progress the company made as well as new initiatives related to the nine pillars of the ESG programme: Ethics, Governance, Privacy and security, Diversity Equity and Inclusion, Employees, Environment, Community, Empowering businesses and Occupational Safety.
In 2022, La Poste created a data and artificial intelligence (AI) division that combines the knowledge of 400 experts in data and AI and constitutes one of the five main players in the sector in France.
Considering the growing shortage of candidates trained in these professions, La Poste recently launched its Data and AI School, based on two values: ethics and inclusion.
On 1 May 2022, Goldman Sachs introduced a new global “flexible vacation” scheme that allows partners and managing directors to take time off when needed, without a fixed vacation day entitlement.
Since 2022, achieving company’s ESG (Environmental, Social and Corporate-Governance) goals will now factor into bonus calculations for all employees at Mastercard.
Incentive pay will be in part tied to progress towards the company’s ESG priority areas of carbon neutrality, financial inclusion, and gender pay parity.
UK’s NatWest Group will provide climate training to more than 16,000 employees by the end of 2024, in partnership with the University of Edinburgh Centre for Business, Climate Change and Sustainability.
It is the first Indian company that moved to a weekly salary regime, aiming to build a flexible and supportive working environment for its employees and to ensure them financial wellness.
On 20 January 2022, the French energy company Engie, present in 70 countries, signed a framework agreement with three international trade union federations (IndustriAll Union, IBB and PSI) as well as with representative French trade unions at ENGIE level (CFDT, CFE-CGC, CGT and FO).
This global framework agreement reflects the challenges currently facing the company and its employees, providing a standard set of guarantees for all ENGIE employees around the world.
On 20 January 2022, the French energy company Engie, present in 70 countries, signed a framework agreement with three international trade union federations (IndustriAll Union, IBB and PSI) as well as with representative French trade unions at ENGIE level (CFDT, CFE-CGC, CGT and FO).
This global framework agreement reflects the challenges currently facing the company and its employees, providing a standard set of guarantees for all ENGIE employees around the world.
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