The resources in place. 5.3.1 Reduce pay gaps between men and women to achieve like-for-like pay equality by 2025 The Group has set up a common statistical framework to measure pay gaps in a consistent way across all countries. This method must be used on an annual basis in all subsidiaries with more than 400 employees to identify the pay gaps between men and women in comparable positions, analyse them and put together a local action plan to reduce them. This action plan must consider the option of defining a budget dedicated to addressing any known pay gaps, without affecting other payroll budgets. In subsidiaries with fewer than 400 employees, but nevertheless a significant number, gender pay gaps must also be reviewed annually, with an action plan implemented if needed.
The resources in place. 6.3.1 Teleworking, special work time arrangements As part of the global health and safety agreement signed in 2014, Xxxxxx committed to "adopting preventive measures to improve the quality of life in the workplace", including "measures to reconcile working and personal life: teleworking, reorganisation of working hours in certain cases…". Furthermore, the Group has committed, in its Digital and Human Employer Promise, to offering its employees "solutions for working that are respectful of work-life balance".
The resources in place. Orange is committed to preventing, detecting and addressing any situations involving harassment and violence, in accordance with its health and safety policy: no forms of harassment or violence and no sexist behaviour in any form whatsoever will therefore be tolerated within the Group. These practices and behaviours are forbidden and are subject to disciplinary proceedings, as stipulated by local internal regulations and legislation. The Group undertakes to develop and implement, at each subsidiary, a prevention and action programme to prevent these practices and behaviours, and to rapidly deal with any situations reported. Each subsidiary will take the necessary steps to prevent these situations and correct them, with particular attention paid to practices and harassment associated with gender. The entity will build awareness and train employees and managers both on the risks and the actions they can take to prevent and combat these practices and behaviours. Any harassment or violence in the workplace may be reported by the presumed victim or by one or more witnesses to HR, line management, the occupational doctor or an employee representative, either in person at a meeting or in writing (letter or e-mail). HR and management are responsible for not leaving any such report unanswered and for ensuring that concrete action is taken, within a maximum of two months, to find an appropriate solution to the situation and put an end to it. It is also their responsibility to put an end to any form of sexist behaviour, which can in no way be tolerated. The victim must also be offered support. If, when looking for solutions, the HR Director decides to open mediation or launch a comprehensive investigation, Xxxxxx encourages this to be done by individuals who have nothing to do with the situation, whether they are internal to Orange or external, in order to guarantee objectivity and neutrality and to avoid any conflict of interest. Regarding domestic violence, Xxxxxx agrees to offer both male and female employees who are victims of domestic violence, and who request it, support adapted to their situation, such as for example (depending on the local context): special work time arrangements, relocation, emergency accommodation assistance, emergency economic support, etc. These employees may also be referred to external organisations such as specialised partner associations. The Group wishes to further develop training and awareness-raising activities for employees and m...
The resources in place. The Group will provide entities with several awareness tools in French and English: a Diversity serious game to raise awareness of stereotypes and combat discrimination; a “gender equality visa”, a digital tool to raise awareness of workplace gender equality, already available in French on the Orange Learning training platform, and composed of three sections: challenges, stereotypes and sexism; e-learning on workplace harassment aimed at managers and HR officers, already available in French on Orange Learning, which will help prevent and manage situations of workplace harassment. Subsidiaries will make the necessary provisions so that everyone understands the Group’s commitments and actions implemented in the fields covered by this agreement: workplace gender equality: gender balance in all job areas, equal career opportunities, equal pay; work-life balance; combatting discrimination and violence. For greater efficiency, they will aim to implement local awareness actions and tools in the country’s own language. Regular communication will be organised on these themes within subsidiaries, for example: event- based communication during International Women's Day or events specifically proposed as part of internal diversity networks, editorial communication on intranet sites, and publications on the Plazza corporate social network communities.
The resources in place. The Group will provide entities with several awareness tools in French and English: ▪ a Diversity serious game to raise awareness of stereotypes and combat discrimination; ▪ a “gender equality visa”, a digital tool to raise awareness of workplace gender equality, already available in French on the Orange Learning training platform, and composed of three sections: challenges, stereotypes and sexism; ▪ e-learning on workplace harassment aimed at managers and HR officers, already available in French on Orange Learning, which will help prevent and manage situations of workplace harassment. Subsidiaries will make the necessary provisions so that everyone understands the Group’s commitments and actions implemented in the fields covered by this agreement: ▪ workplace gender equality: gender balance in all job areas, equal career opportunities, equal pay; ▪ work-life balance; ▪ combatting discrimination and violence. For greater efficiency, they will aim to implement local awareness actions and tools in the country’s own language. Regular communication will be organised on these themes within subsidiaries, for example: event- based communication during International Women's Day or events specifically proposed as part of internal diversity networks, editorial communication on intranet sites, and publications on the Plazza corporate social network communities.
