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Social commitment

Implementing innovative and needs-adapted social practices

Throughout its history, Groupe PSA has relied on its men and women, who have enabled it to innovate and grow. The Group’s economic performance is inseparable from its corporate social  initiatives, the cornerstone of which is based on the trust and commitment of all its employees.

Building the future together

The Group has always fostered high-quality dialogue with its social partners to meet the challenges involved in the evolution of business activities and employment while strengthening social cohesion.

  • Respecting human rights

    To lead the transformation vital to its long-term future and support employees in these changes,  Groupe PSA has set up a framework of reference in 2006. In 2017, it concluded a new Global Framework Agreement on Groupe PSA Social Responsibility. The agreement sets out the Group’s commitment to respecting fundamental human rights and introducing the best practices in human resources management and development. The agreement applies to all of its sites and its requirements are extended to its partners, suppliers and distributors.

    LINKS : the new Global Framework Agreement for Group’s Social Responsibility :

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  • New Momentum for Growth

    On 8 July 2016, five unions, representing 80% of employees, signed the “New Momentum for Growth” performance agreement

     This Plan had three ambitions:

    Supporting performance and flexibility to protect the company and its jobs
    The Group has made France an engineering powerhouse, aiming for an expected production of a million vehicles1  in France, with a modern, flexible, and performant industrial footprint.
    The objective is achieved in 2016, with 1,008,000 vehicles produced in France. The Group has also implemented a responsible hiring policy supporting the professional development of each employee, achieved over 1,000 internal professional reconversions in one year and welcomed 2,000 young employees in its sites.

    Improving the employee experience, in particular, integrating a focus on well-being at work
    The Group is committed to implementing a balanced salary policy, by redistributing the fruits of its growth: as the Group’s results grow, so will the rewards distributed.
    The working methods are made more flexible with the Remote Work offer for 25 days per year, which completes the already existing e-working offer, with dynamic workspaces in Flex-offices, on tertiary and technical sites.

    Groupe PSA is also part of the European Healthy Workplaces approach for safer and healthier workplaces.
    In 2017, the Group also makes its internal news available to all employees with the Live’in PSA application and deploys a corporate social network with Yammer. All employees are commited in the digital experience of the company through the digital passport.

    Strengthen company leadership, bringing together employee representatives, unions and management to build the future of Groupe PSA.
    The challenge of this agreement is to evolve from a culture of negotiation to a culture of co-construction, with all employees’ representatives, in a relationship based on proximity, trust and transparency, involving in particular an upstream dialog on the Group’s strategy.
    The process becomes international with the signing in 2017 of a global agreement on corporate social responsibility with IndustriALL  trade union federations

  • New Social Contract

    The New Social Contract, signed in 2013, demonstrated the Group’s ability to strike a balance between economic and social challenges. It contributed to the recovery of the company and the protection of the Group’s manufacturing and technological bases in France. A new performance agreement entitled “New Momentum for Growth” was signed in 2016 with 5 trade unions representing 80% of the employees. It will enable the Group to address new challenges amid an unstable automotive and societal environment. Groupe PSA needs to protect itself and ensure its long-term future and that of the employment of its staff, and will do so by harnessing operational excellence, performance and agility

     

  • Social barometer

    Staff commitment and motivation – key to social progress – are founded on participative approaches. The Group regularly carries out satisfaction surveys and coordinates a true social barometer with all of its employees to assess their motivation and their perception of the work environment.

The responsible management of jobs and skills

  • Securing careers

    With the pace of technological, economic and social change continuing to increase, the Group’s ability to anticipate changes in the market, professions and employment is crucial. Improving the performance of the company remains the best form of protection for employees. In the event of workforce reductions, it comes hand in hand with support measures on a voluntary basis. The aim of these measures is to secure staff careers through internal retraining and external mobility programmes.

  • Regional Platforms for Professional Mobility and Transitions

    To contribute to an employment-friendly ecosystem and accelerate retraining at local level, in 2015 the Group created the Regional Platforms for Professional Mobility and Transitions with the support of local authorities. Implemented in six French regions, the platforms aim to secure professional careers through partnerships with companies of all sizes.

Developing talents

The Group aims to provide its employees with the best development opportunities so as to attract, unify and cultivate talents. This policy is underpinned by a set of tools, from annual performance reviews and professional mobility to training and career paths.

  • PSA University

    PSA University plays a key role in this system. It was created in 2010 to raise the professional standards of employees, train managers, convey Group values and facilitate the integration of new recruits.

     

  • Recognising skills

    Spotting and recognising talents is key to cultivating Groupe PSA’s automotive intelligence. An “annual review” of talents is carried out to identify individuals, while the “Talent Management” policy implements career paths with a view to developing their skills.

  • Rewarding performance

    The remuneration policy is based on the ideas of fairness and performance consistent with national practices.

Health and safety in the workplace

Workplace safety is the number-one concern in the Group’s human resources policy. All Group sites have since 2010 been committed to the ambitious roll-out of a Workplace Health and Safety Management System. The objective is to transform the safety culture through values of exemplariness, vigilance and responsiveness.

  • From 3.43 to 1.16.

    The trend in the Group-wide accident frequency rate in five years.

The Group also endeavours to develop a pleasant and safe work environment at all the sites, along with an enhanced work-life balance.

The strengths of diversity

  • Professional equality and harmonious coexistence

    Diversity fosters social balance and economic efficiency. The Group places a premium on the representation of different socio-demographic categories, whether based on gender, age, ethnicity or disability. It favours the harmonious coexistence of staff and fights against any and all forms of discrimination. Promoting diversity, employment access for young people and the integration of people with disabilities are the main focuses of this policy. Since 2016, Groupe PSA supports the Women’s Empowerment Principles, an initiative from the UN and UN Women to adopt the best standards and to promote its policy of diversity and equal opportunities between women and men globally.

  • Global Compact membership

    By joining the UN Global Compact in 2003, Groupe PSA committed to respecting and promoting fundamental human rights in all its operating countries. It also respects the freedom of association and collective bargaining of employees around the world.