Social indicators
Social reporting provides the indicators that measure Veolia Water's social performance. This is a detailed breakdown which all of Veolia Environnement's divisions have produced since 2001.
This breakdown is carried out by the human resources department of each operating company and consolidated by the Human Resources Department of Veolia Water.
They can then be used as a tool to monitor and pilot human resources management policies. These policies are adapted in accordance with the realities facing each operating company.
At the same time, this reporting provides an inventory of good social and societal practice.
2009 Data - Improvement Indicators
| Improvement Indicators | 2004 | 2005 | 2006 | 2007 | 2008 |
|---|---|---|---|---|---|
Turnover rate |
9,09% |
8,71% |
9,18% |
9,56% |
9,58% |
Resignations rate |
3,51% |
3,49% |
3,43% |
3,71% |
3,93% |
Individual dismissals rate |
1,95% |
1,74% |
1,55% |
1,27% |
1,27% |
Absenteeism rate |
5,46% |
5,34% |
5,08% |
4,94% |
4,66% |
Occupational accident frequency rate |
20,75 |
18,08 |
17,62 |
15,56% |
13,00% |
Occupational accident severity rate |
0,62 |
0,52 |
0,46 |
0,46% |
0,39% |
Rate of fixed-term contracts |
5,23% |
5,67% |
5,23% |
6,55% |
4,48% |
Rate of temporary workers |
4,27% |
4,54% |
5,40% |
4,95% |
4,57% |
Total average of overtime hours per employee |
59,79 |
53,65 |
51,04 |
45,56 |
50 |
Rate of employees in sandwich courses |
1,69% |
2,16% |
2,16% |
2,08% |
1,68% |
* The acceleration in the turnover is largely explained by a growing labour market and an increased number of people leaving for retirement.
2009 Data - Social performance data
| Social performance data | 2004 | 2005 | 2006 | 2007 | 2008 | GRI | ||
|---|---|---|---|---|---|---|---|---|
| Headcount | ||||||||
Total headcount |
67 848 |
70 765 |
77 841 |
82 867 |
93 433 |
LA1 | ||
Number of employees on permanent contracts |
64 053 |
66 764 |
72 525 |
78 950* |
89 247 |
LA1 | ||
Number of employees on fixed-term contracts |
3 795 |
4 001 |
5 316 |
3 917 |
4 186 |
LA1 | ||
Number of men |
53 178 |
55 308 |
60 206 |
63 861 |
71 296 |
LA2 | ||
Number of women |
14 670 |
15 457 |
17 634 |
19 005** |
22 137 |
LA2 | ||
Headcount of employees on work-study program contracts |
1 146 |
1 529 |
1 682 |
1 725 |
1 577 |
| ||
Headcount of disabled employees |
1 024 |
1 026 |
1 292 |
1 425 |
1 516 |
| ||
| Recruitment | ||||||||
Total number of new recruits |
7 994 |
8 891 |
10 184 |
12 056 |
13 954 |
LA2 | ||
| Departures | ||||||||
Total number of staff departures |
8 824 |
8 024 |
8 945 |
9 846 |
11 034 |
LA2 | ||
- including individual dismissals |
1 325 |
1 228 |
1 207 |
1 051 |
1 193 |
LA2 | ||
| Job mobilty transfers | ||||||||
Total number of job mobility transfers |
2 397 |
2 480 |
2 687 |
3 638*** |
4 637 |
|||
| Overtime | ||||||||
Mean amount of overtime per employee p.a. |
60 |
54 |
51,04 |
46 |
50 |
|||
Temporary staff |
2 817 |
3 098 |
4 024 |
3 968 |
4 270 |
LA1 | ||
| Organization, working time, absenteism | ||||||||
Weekly Hours of Work |
38 |
38 |
37,74 |
38,1 |
38 |
|||
Total number of working days of staff absence |
767 821 |
772 789 |
948 878 |
831 932 |
895 442 |
|||
| Remuneration & compensation, social contributions, bonuses and employee gainsharing | ||||||||
Mean gross annual remuneration (in euros) |
25 392 |
26 752 |
26 082 |
26 767 |
26 299 |
|||
Mean gross annual remuneration paid to men (in euros) |
26 141 |
27 520 |
27 019 |
27 773 |
27 544 |
|||
Mean gross annual remuneration paid to women (in euros) |
22 557 |
23 841 |
22 738 |
23 221 |
22 122 |
|||
Difference between mean remuneration paid to men and women (%) |
-13,7 |
-15,4 |
-15,8 |
16,4**** |
19,7 |
|||
| Professional relations and collective agreements | ||||||||
Total number of collective agreements signed |
523 |
328 |
387 |
434 |
379 |
|||
Total number of employee representatives |
3 361 |
3 759 |
3 836 |
4 366 |
4 745 |
LA4 | ||
| Hygien health and safety conditions | ||||||||
Total number of occupational accidents leading to sick leave |
2 326 |
2 096 |
2 231 |
2 120 |
1 974 |
LA7 | ||
Frequency rate |
20,7 |
18,1 |
17,63 |
15,6 |
13,0 |
LA7 | ||
Severity rate |
0,62 |
0,52 |
0,46 |
0,46 |
0,39 |
LA7 | ||
| Training | ||||||||
Total number of employees attending training programs |
77 585 |
87 230 |
42 328 |
48 004 |
166 270 |
LA8 | ||
Expenditure per trained employee (in euros) |
519 |
508,8 |
666 |
409,6 |
357,0 |
|||
Mean length of training programs (in hours) |
13 |
15 |
13 |
11,4 |
11,2 |
|||
| Social initiatives | ||||||||
Subsidizing social programs (in euros) |
25 849 300 |
25 860 600 |
25 480 413 |
28 020 706 |
31 981000 |
|||
* Veolia Water increased the number of employees with unlimited-term contracts between 2006 and 2007. Only a small minority of its employees are recruited under a fixed-term contract, which is in accordance with the Group's social policies.
** The ratio of men to women employed varies by business and reflects the sometimes difficult conditions of the work available .However, more than half of the Group's employees working in general functions and administrative services are women.
*** The number of participants in our training increased significantly between 2005 and 2007, and an increasing number of women benefited from it. Training encouraged internal mobility within the Company.
**** Our social policy is aimed at reducing differences and promoting equality of opportunities. Salary differences within the Group are generally less than or very much less than, differences determined by Eurostat across Europe (the average difference in France is 18.9%, while the difference among Veolia's employees is only of 12.6%).
Methodology
Corresponding with key GRI indicators which are based on version 3 of the Guidelines, referred to as G3.
Data required under the French New Economic Regulations Act (Nouvelles Régulations Économiques) can be found in the Reference Document 2006: section 17.2 for corporate information; section 6.3.3 for environmental information.
For further information regarding the methodology :