Management of expertise
The jobs and skills planning policy developed over more than ten years is aimed at ensuring that employees’ skills match those required to deliver our strategy. FDJ devotes a significant part of its budget to employee training: over 4% of the wage bill is spent on training. In that way, the company gives itself the means to enable as many people as possible to develop their skills and guarantee their employability, particularly in the digital sector, so as to support employees through its digital transformation.
Constructive social dialogue
Developing and maintaining a high standard of social dialogue is a crucial aspect of the company’s sustainable performance policy.
All projects affecting the overall running of the company are regularly presented and discussed in meetings with employee representative bodies.
As such, at FDJ SA level, senior management meets with its three unions (CGT-FO, CFE-CGC, UNSA) on a fortnightly basis to negotiate agreements that help guarantee a high standard of social dialogue. This approach has enabled agreements to be concluded on the right to disconnect, gender equality, pay and working time.
Strengthening diversity and equality in the workplace
Since 2010, FDJ has had an ambitious policy on diversity and equal opportunities in order to combat all forms of discrimination. Every year, the anti-discrimination policy and associated action plans are presented to the Executive Committee and the Board of Directors.
In 2017 FDJ once again obtained the Diversity label and was for the first time awarded a gender equality in the workplace certification. These labels are issued every four years by Afnor (the French standards body).
To promote diverse social backgrounds, a pillar of the Group's Diversity policy, FDJ has for the third year running renewed its partnership with Mozaik RH to assist in the recruitment of employees from all backgrounds.
To take this further, in 2019 FDJ committed to the new PAQTE initiative (Pacte Avec les Quartiers pour Toutes les Entreprises – the cross-company pact for disadvantaged areas) launched by the French President in July 2018. This programme is based on four areas: awareness, training, recruiting and purchasing.
Intergenerational actions: for a number of years, FDJ has been supporting employment and training for young people in the business. In 2018, work-study students represented more than 6% of the Group’s workforce.
The company has also chosen to differentiate between seniors (actively preparing for retirement) and “jeniors” (employees aged 45 and over) who wish to actively focus on their career plans. A training catalogue aimed at “jeniors” and seniors has been rolled out, covering personal development aspects in order to help them to improve their career development plans.
Integrating people with disabilities
As an employer, FDJ is fully committed to the professional inclusion of people with disabilities. This means rising to a dual challenge: integrating new employees with disabilities and ensuring that those whose health is deteriorating remain in employment. In 2017, 6.58% of FDJ’s employees had disabilities (direct and indirect jobs).
Gender equality in the workplace
FDJ actively supports measures to promote the better representation of women on the management team. The aim is to achieve the same percentage of women in the management team as women employed in the company as a whole. In 2018, 40% of managers were women, compared with 43% of women working in FDJ SA as a whole.
The pay gap has been reduced with the help of a dedicated pay gap budget.
FDJ was awarded a score of 84/100 in the new gender equality index ushered in by the Avenir Professionnel (Professional Future) law in 2018, and is continuing to build on its actions to improve its score in 2019.
For a number of years FDJ has also been working on specific initiatives to increase the number of women in the technology roles that make up an important part of our business. In 2018, it took part in the Journée de la Femme Digitale (digital women's day), (#TakeAChance) to promote a gender mix in technology roles, the company’s core business, and played a role in the launch of the femmes@numérique (women@digital) foundation.
FDJ is taking part in the national programme Mix’it with FACE (a foundation working against exclusion), which is aimed at raising awareness and supporting businesses in implementing their gender diversity policies.
In addition, the company has an internal network “À Elles de Jouer” which supports women in developing their potential.
Supporting quality of life at work
Since 2010, FDJ has been strongly committed to the quality of life at work of its employees.
Since 2014, it has a dedicated Diversity & Quality of Life at Work unit to steer its initiatives in this area.
An internal counselling service may be contacted by FDJ group employees in the event of discrimination or other problems at work. If necessary, employees are referred free of charge to a counsellor who can work with them outside the work environment.
Upholding confidence in internal governance
FDJ conducts a survey of all group employees every six months so as to measure their levels of commitment. The survey is based on six themes: immediate environment (working atmosphere, satisfaction with management), recommendation of the company to a family member, alignment with the corporate strategy, quality of life and well-being (well-being, work-life balance), engagement (motivation to go above and beyond), career development opportunities.
Scores of over 75% reflect strong employee engagement and confidence in their ability to deliver its strategic objectives.