The successful integration of our employees into our human-sized teams is absolutely essential. For us, safety, strong communication skills and team spirit are the watchwords for a successful integration.
Training, whether in-house or outsourced, is another key lever of our HR policy. We continuously strive to ensure that all our employees keep their workstation skills up to date, and also that they are able to adapt them to meet any new company and/or market needs. We also make a point of ensuring the versatility of our entire workforce.
Furthermore, each year our group hosts young people on work-study contracts, which we believe to be essential if we are to pass on our passion for our business to younger generations. We are also convinced that these inter-generational exchanges help to inject energy and enthusiasm into our teams.
Lastly, ORIGIN STEEL is fiercely committed to the notion of gender equality in the workplace. Currently, women represent only 16% of our workforce and we want to make sure that our professions are promoted to a more diverse audience.
In 2019, the French government created the gender equality index for companies with more than 50 employees, with the aim of advancing equal pay and equal opportunities for women and men.
Below, we detail the results from 1st March 2023 (based on data for the calendar year 2022) concerning our companies affected by the publication of this index.
|
Data studied
|
Maximum number of possible points
|
OXYCENTRE
|
OXYSHOP
|
|
Gender pay gap
|
40
|
INCALCULABLE
|
INCALCULABLE
|
|
Difference in the distribution of individual increases
|
35
|
35
|
INCALCULABLE
|
|
Number of employees increased on returning from maternity leave
|
15
|
INCALCULABLE
|
INCALCULABLE
|
|
Number of employees in the under-represented gender among the 10 highest earners
|
10
|
5
|
5
|
|
Total indicators*
|
100
|
INCALCULABLE
|
INCALCULABLE
|
* If the maximum number of points that can be obtained is below 75, the global index is deemed incalculable
