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Key figures

  • 330 employees 
  • 52% women
  • 42 yrs old average age

 

Developing skills

Training

Societe Generale Factoring believes that training is essential to the development of its employees and to its competitiveness and allocates almost 3% of its wage bill to this activity.

  •  6249 hours of training in 2018

Promoting diversity

Employing young people and seniors

An agreement on the “generation contract” provides for several measures designed to encourage the recruitment of “seniors” and help them to anticipate their career advancement: facilitating access to vocational training, supporting mobility, as well as end-of-service packages to aid the transition to retirement.

This agreement also aims to improve young people’s access to employment by initiating integration and training actions and passing on knowledge and skills to the younger generation.

As part of the recruitment of young people, Societe Generale Factoring has adopted an active policy in recent years to develop work-study placements and support young graduates in mapping out their career path and raising their awareness of the company’s challenges and responsibilities.

Promoting professional insertion and job retention for people with disabilities

We pay particular attention to the recruitment, work station adaptation and career management of people with disabilities so that they can fully play their role within the company.

Within this framework, Societe Generale Factoring has signed a company-wide agreement designed to promote insertion and support for people with disabilities through measures to encourage their recruitment and integration. The agreement sets out the specific rights of employees with a declared disability with regard to vacation, training, workstation adaptation, working hours and work organisation arrangements.

Lastly, Societe Generale Factoring draws on the protected work sector by assigning services and subcontracting activities to specialised companies employing people with disabilities.

Promoting gender equality

Societe Generale Factoring has a proactive policy when it comes to diversity. Within this framework, an agreement on gender equality at work was signed and provides for measures to promote gender equality with regard to access to employment and vocational training, career advancement (mobility, promotion, remuneration, etc.) and reconciling professional activity and family responsibilities.

Gender Equality Index of Societe Generale Factoring

In accordance with the provisions of the Avenir Law of 5 September 2018 to eliminate the pay gap between women and men, companies with more than 250 employees must publish their gender equality index as from 1 September 2019 on their website.

Societe Generale Factoring publishes the level of its Gender Equality Index which reaches 83 points out of a maximum of 100 points.

This good level is a reflection of Societe Generale Factoring’s active efforts for several years in terms of professional equality, notably through the signing of successive company agreements.

In accordance with the legal provisions, the gender equality index corresponds to the sum of the result obtained by the company for each of the following 5 indicators:

  • the pay gap between women and men,
  • the rate differential of individual increases,
  • the discount rate of promotions,
  • the percentage of employees who received an increase in the year of return from maternity leave,
  • the number of employees of the underrepresented sex among the ten employees who received the highest salaries.

Actions to improve the quality of life at work

In order to improve the balance between professional and private life, teleworking has been introduced at Societe Generale Factoring for 48 eligible functions as part of a company-wide agreement.

Societe Generale Factoring actively participated in the opening of one of the first inter-company day nurseries in Seine-Saint-Denis in order to facilitate the day-to-day lives of employees with children.

We believe that the work environment has a positive impact on our collective performance. The PEPS program (commitment program for our employees) was born from this conviction and was built with employees and for employees. Among the main actions of the PEPS programme are Yoga sessions at work, inter-teams breakfasts, no meeting  monday afternoon, Children without cancer race, etc ..