Supporting the development and commitment of employees

These priority objectives contribute to 5 of the Sustainable Development Goals of the UN: Good health and well-being (SDG 3), Quality education (SDG 4), Gender equality (SDG 5), Decent work and economic growth (SDG 8), Reduced inequalities (SDG 10).

Occupational risk prevention, occupational health and safety are fundamental values within Veolia.

In order to protect the health and safety of each employee in a sustainable manner, Veolia has based its policy on the guiding principles of the International Labour Organization, with the involvement of the trade union and employee representatives. As such, the Group signed the Seoul Declaration at the International Labour Organization headquarters in Geneva on 1 July 2013.

Aware of its responsibility to its employees and partners, the Group is committed to health and safety in all its actions, developing a culture of prevention at all levels.

WHAT ARE THE GROUP’S ACTION PRIORITIES?

1. Maintain constant vigilance with regard to risk management and Veolia's compliance with rules and standards in all its activities.;
2. Maintain and strengthen Veolia's health and safety prevention culture, as part of a continuous improvement process.
3. Identify, analyze and share best practices and proactively develop the Group's standards, in coordination with the members of the Executive Committee.
4. Develop research and innovation in prevention, health and safety.
5. Maintain and develop the skills of health and safety managers and employees.
6. Apply the requirements of the management standards for high-risk activities, which complement local regulations and also apply to Veolia's subcontractors.
7. Conduct regular safety visits and audits to help each business unit identify its strengths and areas for improvement.

Gender equality in the workplace, support for the United Nations LGBTI standards of conduct for business, and the employment and integration of people with disabilities are key issues for a company's attractiveness, performance and fairness.

A new Diversity & Inclusion action plan was finalized in 2022, with the aim of driving a culture of inclusion that ensures every employee will be treated without discrimination, be recognized in his or her uniqueness and be a full member of the company's community. It is structured around four priority targets: gender diversity; gender identity; disability; and social and ethnic origins.

WHAT ARE THE GROUP’S ACTION PRIORITIES?

Develop gender balance in operations, increase the number of women sitting on the Group’s management bodies and working in management, promote gender diversity in the Group’s representative bodies.
Develop gender diversity in management through:

1. recruitment: inclusive recruitment process and young talent policy, creation of a pool of women leaders;
2. identification : executive succession plan including at least one woman for each executive, 50% women in staff reviews of high potential by 2023; additional staff reviews for women below the rank of Executive Resourcers;
3. development: include 40% of women in the Veolia Excellence program and 30% in the director seminar, develop mentoring by senior managers for high-potential women managers.

Support the United Nations LGBTI standards of conduct for business.

Committing to the following 10 points, following the signature in 2022 of the Business and Disability Charter of the International Labour Organization (ILO): respecting and promoting rights; non-discrimination; equal treatment and equal opportunities; accessibility by gradually making the Group’s premises accessible; maintaining employment so that any person with a disability can keep his or her job; confidentiality of personal information of persons with disabilities; consideration of all types of disability; collaboration through the promotion of employment of people with disabilities; evaluation of integration policies and practices; sharing information about progress on deployed initiatives.

In a changing world, the long-term performance of companies depends on their ability to transform and challenge the status quo. The commitment of their teams is at the heart of this dynamic.

Veolia is both a technology- and labor-intensive company, representing a working community of over 218,000 employees, many of whom are operators and technicians who provide essential services for its customers, the regions in which it operates and society.

It is through sharing a collective project at the heart of its purpose, that of contributing to human progress to achieve a better and more sustainable future for all, that the Group will be able to ensure its ability to transform itself and provide solutions to the environmental and social challenges of today's world.

WHAT ARE THE GROUP’S ACTION PRIORITIES?

1. Strengthen and enhance innovation in HR processes and in the dialogue with the Group's employees, enabling the quality and continuity of interactions. 
2. Support managers in the implementation of new leadership and involvement tools within their teams, as part of a continuous improvement process.
3. Ensure that the experience of Veolia employees is always consistent with the Group's purpose and its brand signature "Resourcing the World".
4. Correlate the expectations and perceptions of Veolia employees (collected via the Voice of Resourcers commitment survey) with the Group's priority actions to encourage team commitment.

Veolia has made the development of skills and career paths a priority, as well as the recognition of its employees and their performance while respecting their diversity.

In concrete terms, this means anticipating and supporting all employees in the development of their skills in the context of the strategic transformation of the Group, its businesses and its expertise. 

The Group has thus adopted an ambitious training and human resources development policy. This policy is based on three objectives: ;

• develop and adapt skills in all professions; ;
• support the performance and commercial development of the Group;
• contribute to the development of the corporate culture.

WHAT ARE THE GROUP’S ACTION PRIORITIES?

1. Support the dissemination of the Group's culture, in particular its purpose and multifaceted performance for all.
2. Strengthen the Group's culture on the fundamentals of the "non-negotiable" and the challenges of ecological transformation.
3. Support and prepare the talents and skills of tomorrow.
4. Make the skills of Veolia employees, at all levels of the organization, a lever of competitive advantage and added value for the Group's customers.
5. Digitalizing and developing the most innovative methods of skills acquisition.