About Lagardere

Labour relations commitments

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The diversity and motivation of the group's employees are a source of creativity that is essential in the media business.

The group has therefore identified and formalized a number of priority action areas in consultation with the divisional Human Resources Directors.

Within the framework of its labour relations policy, Lagardère has set itself a number of objectives, namely to:

• develop employment in a balanced manner in relation to the group's activities (notably in terms of the size of the workforce, geographical location, socio-economic category, the split between men and women and age), in an equitable environment based on the principle of equal treatment, which precludes, notably, any form of discrimination. Temporary employment is analyzed on a regular basis and efforts have been made in recent years to reduce our reliance on it.
  
• support skills and career development for group employees
  The development of professional skills and individual responsibilities by its employees is an essential condition for the success of Lagardère and therefore represents a key area of its Human Resources policy, both in terms of training and as far as internal career progression is concerned.
  
• pursue an attractive remuneration policy that is fair and equitable, and based on the recognition of merit and performance
  Group subsidiaries take care to implement fair and equitable remuneration practices that are competitive and consistent with those in the market and based on the recognition of merit and performance.
  In order to take account of employees' skills profiles, training and level of responsibility as well as the specific characteristics of the sectors in which they work, salary rises are increasingly determined on an individual basis. Individual performance is assessed against quantitative and qualitative criteria defined by group subsidiaries.
  Awarding additional elements linked to collective and individual performance, such as bonuses and variable portions on top of the basic salary, is increasingly common within Lagardère. These practices allow us to reward employees for fulfilling their personal objectives and achieving collective results at the level of the subsidiary or even the group as a whole.
  
• promote social dialogue
  Social dialogue is an essential component of the group's policy, since three-quarters of Lagardère's employees enjoy the benefits of employee representation within their company. Existing collective agreements cover a wide range of issues, the most frequent of which include working hours, remuneration and welfare benefits. In addition, given the group's international dimension, a Group Committee and a European Committee have been set up within Lagardère in order to establish a dialogue between the group's Executives and employee representatives, and, in particular, to present the group's strategy, recent developments and so on, to stakeholders.
  
  
• promote health and safety at work
  Within the context of preventing health and occupational risks, Lagardère seeks to establish technical and organizational conditions that diminish such risks, and supports training for its employees. The ongoing risk prevention campaigns run by the company and employee participation in training courses appropriate to the demands of their work aim to reduce the number of accidents at work.
  

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