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Social, societal and environmental responsibility
5.2 Information concerning Danone's social, societal and environmental performance in compliance with the Grenelle II law
DANONE
REGISTRATION DOCUMENT 2015
181
Gender equality
Danone closely monitors changes in the percentage of women in
the overall workforce and by hierarchical level.
The proportion of Danone managers, directors and senior execu-
tives who are women continued to grow in 2015. It went from 26%
in 2009 to 34% in 2015.
Danone achieved these resultsmainly as a result of its “Women Plan”
program launched in 2009 and implemented in all the subsidiaries
(through the Danone Way initiative, see section 5.1
Danone social,
societal and environmental approach
), which is based on organizational
and individual factors, as described hereafter.
Organizational
At the organizational level, Danone has implemented the following
measures:
•
measures supporting flexible working hours for men and women;
•
wage equality.
Individual
At the individual level, Danone has implemented the following
measures:
•
support for women through ad hoc training programs (
Women
in Leadership
), networking (EVE seminar,
DSN Women Network@
Danone
community, EVE the blog) and mentoring (Eve2Eve);
•
inclusion of men in the diversity approach (participation in EVE
seminars, opening of women's networks to men).
In late 2010, Danone created the EVE seminar along with several
partner companies around the theme of “Dare to be yourself in
order to act.” This seminar, which includes both women and men,
is now a benchmark in the area of awareness-raising and personal
development on the topic of female leadership.
Generational diversity
In 2015, Danone pursued two major intergenerational initiatives:
Octave seminar
The inter-company Octave seminar was introduced by Danone
in 2012 as a follow-up to the EVE seminar. Octave is a training
course that addresses corporate transformation in the digital age
by involving all generations. The aim of this program is to make
each employee an agent of change in an ever-changing world. This
seminar is held each year.
Gen D program
This program launched by Danone in 2012 aims to share the Danone
culture with Danone's youngest workers (employees under age 30)
and increase their contact with Danone's senior executives. It is
held twice a year.
Disabilities
In France, the percentage of persons with disabilities employed by
Danone was 3.8% in 2015 (data consolidated each year in February
of the following year).
This figure covers a variety of situations in terms of degree of
advancement and integration policy for workers with disabilities,
based in particular on the stringency of applicable local laws. Some
subsidiaries have signed specific three-year agreements with
trade unions, thereby demonstrating their long-term commitment
in this area.
Promotion of and compliance with the fundamental conventions of the ILO
Danone's commitment to comply with and promote the fundamen-
tal conventions of the International Labour Organization (ILO) has
been formalized, implemented and promoted among employees
and suppliers through a variety of means and in several phases.
In 2003, Danone became a member of the United Nations Global
Compact, which integrates the fundamental conventions of the ILO,
and reconfirmed its commitment in 2009.
Additionally, in 2005, the seven Fundamental Social Principles (ab-
olition of child labor, abolition of forced labor, principles of non-dis-
crimination, freedom of association, workplace health and safety,
working hours and compensation) defined in the ILO's conventions
were the subject of an agreement between Danone and the IUF
(see section 5.1
Danone social, societal and environmental approach
).
Proper application of these principles by Danone's subsidiaries is
verified through audits carried out jointly by Danone and the IUF
(see section
Review of collective agreements
above).
These principles are also implemented through the Danone Way
initiative, which includes a Human Resources Fundamentals
component and for which the prerequisite is the abolition of forced
labor and child labor (see section 5.1
Danone social, societal and
environmental approach
).
These seven Fundamental Social Principles also form the basis
of the RESPECT initiative launched in 2005, one goal of which is
to extend these principles to Danone's suppliers (see section 5.1
Danone social, societal and environmental approach
). The RESPECT
initiative is applied by evaluating and, if necessary, auditing supplier
practices in all these areas.
Lastly, these commitments are rolled out to all Danone employees
through a code of ethics known as the Business Conduct Policy,
which is based on a certain number of principles that refer to the
following international instruments:
•
the Universal Declaration of Human Rights;
•
the fundamental conventions of the International Labour
Organization;
•
the guiding principles of theOrganization for Economic Cooperation
and Development for multinational companies;
•
the Global Compact on Human rights, labor rights, environmental
protection and anti-corruption.