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CORPORATE SOCIAL RESPONSIBILITY

GL EVENTS | COMPANY REPORT 2014 | CORPORATE SOCIAL RESPONSIBILITY

GL events also benefits from AGEFIPH support and assistance, in addition to Group actions focusing on six priorities: awareness-raising and training, information and communication, recruitment and integration; career development guidance; job stability and continued employment; collaboration with the sheltered work sector.

This has created strong forward momentum: the inte- gration of persons with disabilities today represents a full scale corporate project mobilising all staff.

Promoting age diversity and intergenerational initiatives Achieving the right balance between the expertise provided from experience and giving opportuni- ties to young workers: this is a central priority for GL events, a Group that includes employees who have been present since its creation, with 24% of the workforce older than 50, an average age of 41 and seniority averaging more than 10 years. Beyond this, intergenerational exchanges and population ageing are issues of universal resonance. Promoting coop- eration between generations is essential, a factor contributing to performance and efficiency, making it possible to achieve synergies between individuals with different ways of thinking and often with com- plementary knowledge sets. Reflecting a commitment to responsible human resources management, GL events has adopted an active and dynamic approach to managing the age pyramid. In particular this has involved the imple- mentation of a Group action plan relating to the intergenerational hiring agreement in 2013.

Guaranteeing gender equality in the workplace In compliance with applicable regulatory and legal provisions*, each French company of the Group thus concerned has drawn up in action plan to ensure gender equality in the workplace. These plans, that are submitted to the Works Counsel, share two areas of focus, recruitment and training while the specific objectives, resources and timelines vary according to the establishment. Agreements have also been signed with recruitment firms. These concern the inclusion of and compliance with a neutrality clause in all service agreements with such firms and a requirement to submit propos- als to the company.

* The French Retirement Reform Act of 2010 and Decree No. 2011-822 of 7 July 2011 on the application of workplace gen- der equality obligations, French companies and article R.2242-2 of the French Labour Code.

Professional integration of vulnerable population groups Innovative diversity initiatives have been launched as performance drivers. Their goal is to encourage managers to address subjects such as creating ties between people or implementing training and inte- gration programs.

SALON HEAVENT, STAND GL EVENTS PARIS, FRANCE 4 6 NOVEMBER