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CORPORATE SOCIAL RESPONSIBILITY
6
LISI 2017 FINANCIAL REPORT
Furthermore, an increasing number of sites are offering services such
as:
■■
relaxation (La Ferté plant);
■■
massages (Dasle, Melisey, Neyron, Villefranche de Rouergue and
Saint-Ouen-l’Aumône plants);
■■
sports (German and US plants);
■■
and warm-up sessions at the workstation (plants of City Of
Industry, Villefranche de Rouergue, Marmande).
Support programs were also launched to overcome tobacco addiction
(plants of Bar-sur-Aube, City Of Industry, Grandvillars, Fuenlabrada,
Saint-Ouen-l’Aumône), and to fight against diabetes (USA).
Regular information is provided to employees on good practices for a
healthy lifestyle (German and US plants).
A thorough ergonomic work is carried out during the reorganization
of workstations, relocation of machines in order to reduce the risks of
MSD
(1)
and to take on board or maintain in employment, employees with
major impaired skills or with disabilities.
The quality and design of buildings is also an important factor that
LISI considers as and when its sites are built or renovated. Sites
based in the Czech Republic, China and Morocco worked hard on the
improvement of work spaces in 2017.
In France, employees of the LISI Group benefit from the services of
Réhalto, in order to prevent any psychosocial risks, regardless of their
origin, work-related or personal.
This listening and support platform, composed of psychologists
available 24/7, allows any employee of the Group to obtain the
assistance of a qualified professional to overcome their problems and
find a solution to their difficulties, be they of a personal, professional,
family or addiction-related nature.
A simple phone call, on a totally confidential basis, puts the employee
in touch with a psychosocial health worker in his/ her region, who is
therefore able to provide a diagnosis. The employee can benefit from
up to 12 hours of paid consultations.
Lastly, a wonderful initiative was launched by LISI MEDICAL in
Herouville. In June 2017, it signed a specific agreement to support
employees who have a relative requiring an enhanced presence.
These different measures have contributed to improving the
absenteeism rate which declined by 0.3 point from 3.8% in 2016 to
3.5% in 2017.
(1) Musculoskeletal disorders.
2.4
|
MAINTAINING ETHICAL STANDARDS AND
PREVENTING ANY DISCRIMINATION
ForLISI,diversityisaperformanceandinnovationdriver.Itisinthiscontext
that sustainable actions are carried out to promote equal opportunities
and combat all forms of discrimination.
2.4.1
|
Encouraging professional gender equality
Since a number of years, LISI has undertaken to promote the
employment of both men and women and equal employment
opportunities among its employees.
We strive to fill jobs by seeking to recruit the necessary skills
regardless of the person’s age, nationality, religion or gender.
Internally, agreements on gender equality have been signed by most
Group companies. In practice, these take the form of concrete actions
in favor of equal pay and career progression.
In 2017, women accounted for over 21% of the total group headcount,
unchanged from 2016.
2.4.2
|
Maintaining in employment and promoting the
employment and inclusion of people with disabilities
Support to the inclusion and employment of people with disabilities
underpins the corporate social responsibility initiative.
LISI works with entities supporting young people with disabilities
through training and entities promoting social and professional
inclusion.
Situations relating to maintenance in employment are generally
handled on a case-by-case basis. The sites strive to offer solutions to
protect the job of disabled employees, either by adapting their work-
place or by supporting them to get a change of duty.
LISI AEROSPACE has developed partnerships with:
■■
HANVOL Insertion since 2016 for support in the recruitment
of disabled workers. HANVOL is an association that looks for
motivated candidates for varied businesses under work-study
contracts. During the year 2017, LISI presented its activities and
businesses to students of this association;
■■
France Intégration Handicap: a communication campaign was
launched in the second half of 2017.
The results of this campaign are positive: 13 RQTH
(2)
cases were filed.
In 2017, the rate of employment of persons with disabilities in the
Group was 3%.
(2) Official recognition of a person’s status as a worker with a disability.