OCCUPATIONAL HEALTH AND SAFETY - 2020 REPORT
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
OCCUPATIONAL HEALTH AND SAFETY 2020 REPORT
OCCUPATIONAL
HEALTH AND SAFETY
Beyond corporate responsibility, Societe Generale is committed to protecting
people so that every employee can work under the best possible conditions
of health, safety and well‑being.
The Group is committed to creating a respectful and safe working
environment and actively seeks to offer its employees tools to help balance
and reconcile their work with their private lives.
Faced with the current health crisis and its human, economic and social impacts
in France and around the world, Societe Generale has contributed to containing
the pandemic by applying the strictest security measures at all its sites and in all
its activities, ensuring business continuity as a vital operator, and supporting all
its employees during this difficult period.
Specific measures have been implemented in all countries where
the Group operates.
SOCIETE GENERALE OCCUPATIONAL HEALTH AND SAFETY
2020 REPORT 2
TABLE OF CONTENTS
PROVIDING THE BEST POSSIBLE OCCUPATIONAL RESPONSIBLE COMMITMENTS IN RESPONSE
HEALTH AND SAFETY CONDITIONS ����������������������������������������������������������������������������������������������������������������������������4 TO COVID-19 ����������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������10
A group policy to put our commitments into practice ����������������������������������������������������������������������������������������5 Ensuring that all employees can continue to work in the best
An agreement with UNI Global Union to strengthen possible conditions �������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������11
the group’s commitment���������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������5 Improving the medical system�����������������������������������������������������������������������������������������������������������������������������������������������������������������������������12
The life at work programme: efforts to improve the quality Combating psychosocial risks that have been accentuated
of life at work������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������6 by the crisis��������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������13
Consideration for work life balance ���������������������������������������������������������������������������������������������������������������������������������������������������������������7 Considering employees’ experience when defining
Initiatives to provide a respectful working environment adapted working arrangements �����������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������14
to the needs of its employees���������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������8
Training in occupational safety – One of the group’s priorities������������������������������������������������������9
2020 KEY FIGURES
86% OF THE WORKFORCE BENEFITS
FROM INITIATIVES
98%
OF THE WORKFORCE,
promoting work-life balance is covered by prevention and safety
information campaigns
54730
TELEWORKERS
*
98%
OF THE GROUP'S WORKFORCE,
worldwide at the end of 2020 has access to on-site medical professionals
(+71% compared to 2019) or agreements with healthcare providers
*Excluding remote access for business continuity purposes.
SOCIETE GENERALE OCCUPATIONAL HEALTH AND SAFETY
2020 REPORT 3
PROVIDING THE BEST
POSSIBLE OCCUPATIONAL
HEALTH AND SAFETY
CONDITIONS
SOCIETE GENERALE OCCUPATIONAL HEALTH AND SAFETY
2020 REPORT 4
A GROUP POLICY TO PUT of the cost of distance learning sports
courses for employees who wanted them.
Prevention programmes
OUR COMMITMENTS INTO PRACTICE ALD Belgium offered remote sports courses
In addition to these actions, the Group's
health and safety policy relies on programmes
during the second lockdown. to prevent:
Societe Generale has established an or personal protection plan, and one of • awareness-raising efforts focused • psychosocial risks;
occupational health and safety policy the objectives set by the Group is that on nutrition. At the SG Global Solution • harassment, supplemented by listening,
applied operationally by the local entities that each employee should have a two-year Center in India, several radio and video mediation, investigative and disciplinary
takes due account of legislation within each salary guarantee in the event of death. events were conducted, including procedures;
country and the local environment, without Each Group entity defines the degree of the publication of a newsletter on eating
distorting its purpose. additional coverage needed, depending • aggression, through mandatory training
habits and nutrition, and the organisation
on the mandatory benefit plan in their throughout the network of branches
A network of departments hosted within the of wellness events to raise awareness
country. This level of protection must provide and a psychological support programme
entities of the Group is also responsible for or provide guidance to employees on
minimum coverage comparable with local for employees who have been victims
the safety culture, disseminating policies and health issues.
market practices. of armed assault or aggression.
programmes that further secure the activities
and coordinating relations with national, The Societe Generale Group health plan
European and international public security covered 121,474 people on average in 2020
authorities. (participating members and beneficiaries).
AN AGREEMENT WITH
UNI GLOBAL UNION TO STRENGTHEN
The Group implements this policy so that each
employee has a safe company environment Measures to promote individual
in which to work. and collective heath THE GROUP’S COMMITMENT
This environment includes both the workplace Moreover, the Group continually monitors for
and working practices, which must guarantee risks liable to affect health and personal safety, In February 2019, the Group renewed its Moreover, Societe Generale SA in France
safety, physical and psychological health, and and any social risks throughout its entities. agreement on fundamental rights signed renewed the agreement on working conditions
the quality of working conditions. 129 Societe Generale entities, covering 98% with UNI Global Union (See Corporate Culture in December 2018. This agreement extends the
of the Group's workforce, have access to on- and Ethics report). In line with the 2015 measures taken until 2021 and introduces new
site medical professionals or agreements agreement on fundamental freedoms and the commitments: the right to make mistakes,
Through this policy, the Group is committed
with healthcare providers. 139 entities, right to organise, this new agreement includes the right to disconnect, the assessment
to ensuring the health and safety of people
representing 99% of the workforce, carry out additional commitments on: of the human impact of transformation
in the workplace.
prevention and information campaigns on • combating discrimination and considering projects, the expansion of work discussion
These long-standing commitments forums, the roll-out of an international
health at work. diversity in all Human Resources
are reflected in the following: network of correspondents on well-being
Despite the ongoing health crisis, we can management processes (a subject already
Protection that will ultimately cover every introduced in the initial agreement); at work, and progress in the roll‑out of
highlight the following among the concrete
employee • maintaining a working environment telecommuting.
actions implemented in 2020:
Since 2019, the Group has initiated a process • measures to encourage exercise. conducive to health, safety and satisfying In 2020, 13 agreements signed locally
aimed at ensuring a minimum level of social In particular, ALD Hungary has launched working conditions for all employees; by the Group’s subsidiaries specifically relate
protection, in terms of health and personal a training programme to encourage to occupational health and safety.
protection, for all its employees worldwide. employees to take part in sporting activities
To date, nine out of ten employees benefit and La Marocaine VIE contributed 50%
from a supplementary company health
SOCIETE GENERALE OCCUPATIONAL HEALTH AND SAFETY
2020 REPORT 5
THE LIFE AT WORK PROGRAMME:
EFFORTS TO IMPROVE THE QUALITY
OF LIFE AT WORK
Commitments Among the initiatives implemented by • The French retail banking division Results
Since 2015, the Group has been the entities, the following were noteworthy: provided employees with information Several of the Group’s entities were recognised
implementing a Life at Work programme • SGGSC India set up a remote listening sheets on collaboration and remote in 2020 for their quality of life at work,
based on six themes: and coaching line open to all employees. management, listing all the training courses including:
In addition, a series of conferences were available on this topic for managers • KOMERCNI BANKA, which was awarded 4th
1. individual and collective efficiency;
held on art therapy, meditation and and employees. place in the overall Employer of the Year
2. health and prevention; anxiety management, some of which were ranking in the Czech Republic;
3. telecommuting and new organisational dedicated to women in order to help them • SG Hong Kong, which won the “Employer
models; reconcile family and professional life; of Choice” at the Excellence Awards Asia;
4. working environment; • SG Kleinwort Hambros Bank UK organised • the Scandinavian entity SG FINANS, which
5. support during key life events; a Health and Wellbeing Week for the first obtained a Great Place to Work award;
time. This week will now become an annual
6. change in managerial culture, in particular • ALD Spain, which was awarded a Top
event;
through training and awareness initiatives Employer certification in 2020;
• BOURSORAMA France launched a series
in connection with the Leadership Model • ALD Netherlands, which obtained the Great
of training courses on telecommuting for
and the Culture & Conduct programme. Place to Work label.
managers, providing practical information
sheets, in particular on remote management
Actions related to the Covid-19 crisis in a period of health crisis;
2020 was profoundly affected by • BANQUES DE POLYNESIE (BDP) created a
the health crisis. The actions of the Life Quality of Life at Work Committee in 2020
at Work programme were mainly focused to better meet employees' expectations;
on supporting managers and employees, • SGEF Czech Republic is supporting the
by adapting the actions implemented rollout of telecommuting by providing a set
to the needs identified in the different of IT tools to all its employees;
countries where the Group is established, ALD Automotive Spain launched health
depending on the different stages: lockdown, and safety initiatives such as the "Keep it
easing of restrictions or recovery from simple" competition, home physiotherapy
the pandemic. courses and fun activities such as
Masterchef junior;
SOCIETE GENERALE OCCUPATIONAL HEALTH AND SAFETY
2020 REPORT 6
CONSIDERATION
FOR WORK LIFE BALANCE
A variety of new ways of working have been The Group has made a commitment A childcare allowance is also offered have a spouse, live-in or common-law
developed by the Group to meet the needs to support new parents by implementing to employees; partner) as well as first degree relatives
of employees and make the company more measures such as: — Societe Generale Hong Kong's in the direct ascending line (the parents
agile. Accordingly, 148 entities covering 86% Family‑Friendly policy, which includes of the employee);
• family leave extending beyond
of the workforce have implemented initiatives the requirements of local regulations providing company daycare for its • special leave: a business creation leave
to promote work-life balance in 2020. in 95% of the entities covering 87% employees. designed for the creation or the takeover
of the Group’s workforce. of a company, sabbatical leave, leave
For example, in the United States, France without pay in Societe Generale SA
Special attention is paid to employees’ A willingness to offer working time
and Brazil, Societe Generale entities offer in France.
working hours through: arrangements to employees, including:
employees two or more weeks of paternity/ • specific support for seniors.
• a flexible working hours policy in nearly
second parent leave. Measures concerning The agreement on changing professions,
1/3 of the Group's entities, employing 69%
the adoption of a child, in particular skills and employment of 13 March 2019
of the workforce;
by LGBT+ couples, are detailed in makes provision for two end‑of-career
• since 2014, Societe Generale France’s the Diversity and Inclusion report;
top management has been committed arrangements at Societe Generale SA
• special programmes, including: in France: senior part time and end-of‑career
to the “15 Commitments for Work-Life
Balance” Charter. This charter encourages — the Maternity Programme at Komercni leave. Another example: SG FINANS AS AGREEMENTS
managers to: Banka in the Czech Republic, which (Norway, Sweden, Denmark) offers an extra ON WORK-LIFE BALANCE
facilitates the return of employees week of paid vacation to employees over
— promote balance and well-being at work Societe Generale SA in France
following maternity leave: keeping up the age of 60;
— through discourse and facilitate it dialogue while on leave, facilitating the strengthens the link between work
• the opportunity for employees to support
through action; return to work with opportunities to work and family life through the following
the Group’s partner organisations
— set reasonable business hours for part-time and access to training; on company time in France and worldwide actions:
employees; — the Open Studio program at BRD in through skills sponsorship programmes • the agreement on gender equality,
— restrict the sending of e-mail outside Romania (open debate sessions) covering (see Corporate Culture and Ethics report); renewed in 2018 by Societe Generale
normal business hours; subjects related to diversity, maternity • arrangements put in place to support SA in France, complements the Social
— organise meetings efficiently, sticking leave and support for mothers returning colleagues who are caregivers. Security allocations to fathers during
to the planned time and duration; to work following maternity leave; For instance, Societe Generale SA in France their 11 days of paternity leave
• the inclusion of a formal discussion • employee benefits for daycare, in 71 allows its employees to donate days of leave in order to ensure salary continuance
between employees, their managers or of the entities covering 86% of employees. to colleagues with a seriously ill family for the period;
with their HR manager about their workload • Among the measures implemented by member. This arrangement is enshrined • future mothers or adopting parents
during the annual performance review the Group, some good examples include: in a social convention that was renewed at Societe Generale have benefited
in France. — permanent employees of Societe in 2020 for another three years and has from paid leave with no seniority
Generale SA in France get a regular spot broadened its system to include seriously requirement since 1 January 2020.
in inter-company daycare services. ill children over the age of 25 (who do not
SOCIETE GENERALE OCCUPATIONAL HEALTH AND SAFETY
2020 REPORT 7
New Telecommuting Agreement
INITIATIVES TO PROVIDE A RESPECTFUL
54,730* TELEWORKERS
WORKING ENVIRONMENT ADAPTED
The Group adopted telecommuting in 2013.
Nearly 148 Group entities have implemented IN THE GROUP
some form of telecommuting adapted to their
local environments; at the end of 2020, there
16,846 in France TO THE NEEDS OF ITS EMPLOYEES
9,142 in India
were over 54,730* teleworkers worldwide The Group deploys a range of initiatives Reflecting its commitment to high-standard
(up 71% compared to 2019). 7,926 the Czech Rep
2,098 in Russia
to provide a respectful and appropriate real estate in terms of environmental and
In January 2021, a telecommuting agreement working environment for all employees. social quality, Sogeprom, Societe Generale's
4,518 in Roumania
was signed between management and These initiatives include: property development subsidiary, was
14 200 others
the representative trade unions in France. • improving the ergonomics and awarded dual WELL certification (Gold &
This agreement makes telecommuting environmental quality of our facilities, Platinum) for the Ampère E+ building in 2018.
an ordinary working method accessible to all • teleworkers will benefit from a €150 budget and creating workspaces to encourage This award recognises both the building’s
employees (fixed-term contracts, permanent to set up their home office as well as interaction and innovation in modular structure and its interior fittings. It devotes
contracts, trainees, work-study students, the option of meal tickets for those days premises using digital tools. This is the case, unique expertise in Europe to designing
new hires). telecommuting. for instance, at the Societe Generale sites and developing spaces promoting
The agreement will be implemented In addition, prevention actions, in Algiers, Luxembourg and Hamburg, where the health and wellness of its employees
respecting equal treatment, the rules on in particular on the risks linked a new campus of modern offices will be in the workplace;
working hours, the right and duty to privacy, to isolation, communication, training completed in 2022. The Hamburg campus • developing FlexWork, widely practised
and the right to work, the right and duty to and awareness‑raising for managers will be built in complete compliance with in the Paris region and at the Societe
disconnect, and provisions relating to the and employees will be implemented, taking the highest standards of sustainability Generale Global Solutions Center in India;
health and safety of and safety of teleworkers. into account the level of maturity of the entity (certified by DGNB, the German Council • creating a space for leisure and
The terms of the agreement: with regard to telecommuting. for Sustainable Buildings) and will meet relaxation, such as within the BRD Finance
the requirement of a modern and flexible entity in Romania.
• the agreement will come into force on
office building.
1 June 2021 and will be accessible to all
Societe Generale employees in France, i.e.
approximately 40,000 people;
• for retail banking, an experiment will be
conducted to study the specific aspects
of its progressive rollout;
• the average number of telecommuting days
will increase from 1 to 2 days per week with
a minimum of 40% presence on site over
a fortnight;
• one additional day per month to
telecommute (flexible) will be possible;
• each entity will be able to define its own
model;
*Excluding remote access for business continuity purposes.
SOCIETE GENERALE OCCUPATIONAL HEALTH AND SAFETY
2020 REPORT 8
TRAINING IN OCCUPATIONAL SAFETY –
ONE OF THE GROUP’S PRIORITIES
Occupational health and safety are brought These teams aim to: Overall, safety information and prevention
to the organisation's highest level of • identify the security threats and risks facing campaigns are conducted in 148 Group OUR ACTIONS
responsibility by the Group Human Resources the Group; subsidiaries and branches in France The occupational health and safety
Director, who is the sponsor of the Group’s • disseminate policies and programmes that and abroad, covering 98% of the Group’s risk assessment in 2020 produced the
Health and Safety policy. In addition, safety further secure the Group’s activities in order workforce. following results:
of persons and property on Societe Generale to deal with security crises; In compliance with French law (the Sapin
premises is handled by the Group Security 24% of employees are in countries where
• coordinate relations with national, II Act), the Group has strengthened its the financial sector has a medium or high
Division, which reports to the Corporate European and international public safety whistleblowing mechanism. In particular,
Secretary. A network of departments hosted health and safety risk;
authorities in the field of safety; whistleblowers can use the system to report
within the entities of the Group is also any potential or actual violations in respect 1.65% of employees are in entities that
• reinforce the safety culture within
responsible for protecting persons, property of human rights, fundamental freedoms, feel they need to strengthen their health
the Group.
and intangible assets and for contributing to health and personal or environmental safety and safety measures (policy and controls
crisis management when necessary. (see the Corporate Culture and Ethics report). in place).
2019 2020
ACCIDENTS AT WORK
747
524
TOTAL RATE OF ABSENTEEISM
3.5%
4.6%
o/w parental leave o/w illness
1% 2%
1% 1.9%
SOCIETE GENERALE OCCUPATIONAL HEALTH AND SAFETY
2020 REPORT 9
RESPONSIBLE
COMMITMENTS
IN RESPONSE
TO COVID-19
SOCIETE GENERALE OCCUPATIONAL HEALTH AND SAFETY
2020 REPORT 10ENSURING THAT ALL EMPLOYEES
CAN CONTINUE TO WORK IN THE BEST
POSSIBLE CONDITIONS
In response to the Covid-19 health crisis and The Group takes the necessary measures Societe Generale adapts its teams’ Specific measures to protect employees
its human, economic and social impacts in to ensure that every employee can work organisation In general, the Group constantly reminds
France and around the world, the Group set in the best possible health conditions, During periods when the local authorities people of the importance of respecting all
up a Crisis Committee at the beginning of 2020 whether they telecommute or work allowed employees to work back on site, each protective and social distancing measures.
to ensure the supply of protective equipment in critical activities requiring their presence BU/SU gradually implemented the “Team Split” It also takes appropriate measures
for employees and to oversee self-isolation in the workplace. principle, which consists in rotating sub-teams by distributing hand sanitisers, gloves
and the standards and protocols for the end as defined in the business continuity plan. and masks, as well as instructions on how
of the lockdown when the local situation to use them.
Societe Generale has also significantly
allows. It is supervised by General Management.
increased the number of remote connections Preserving the health of its employees is one
Societe Generale Group follows the business possible on its different platforms and of Societe Generale’s main priorities. The Group
continuity plan in every country it operates increased the number of licences granted. has therefore taken the following measures:
as well as the advice of the local authorities. The aim is to allow as many employees as • face-to-face training has been suspended
possible to connect, without breaching security since the beginning of 2020; all events
constraints. Telecommuting capabilities have and conferences in auditoriums
been increased in all its international locations. and amphitheatres have been cancelled;
• all international business travel has been
suspended and all meetings must now
be conducted remotely. External visits are
suspended and all cafeterias and company
restaurants are closed;
• cleaning measures were enhanced from
the start of the crisis;
• specific security measures were
implemented in Retail Banking, in addition
to social distancing rules, plexiglass
barriers were installed to protect staff and
customers. The teams have worked hard to
streamline many processes and to enable
the branches to help their customers
remotely. Finally, the teams were gradually
equipped with tablets so that they could
telecommute.
SOCIETE GENERALE OCCUPATIONAL HEALTH AND SAFETY
2020 REPORT 11IMPROVING THE MEDICAL SYSTEM
The Group improved its medical system to ensure that it provides appropriate quality
medical care to protect its employees’ health.
A remote medical service Adapted social protection within Societe Adapted support services
Generale in France in the entities
A Societe Generale remote medical service Societe Generale in France has adapted Overall, support services have been • SG Burkina Faso rolled out awareness
is available to all Group employees in France, the health and personal protection coverage strengthened in each country where the Group campaigns on stress at work and
from Monday to Friday, to ask questions about for its employees. The support offered by operates. These are some of the concrete on Covid-19 in 2020;
the Covid-19 pandemic and its repercussions the Societe Generale health benefits package actions implemented: • ALD Automotive Spain implemented
on their work and working environment. has been enhanced and includes remote • Banque TARNEAUD implemented actions to prevent deteriorating
medical appointments (accessible 24/7), thus a Covid-19 prevention campaign; physical and mental health as part
avoiding travel. • LA MAROCAINE VIE in Morocco is providing of its telecommuting initiative;
Covid-19 screening tests for employees; • SG EBS in Romania is testing for employees
for Covid-19;
• ROSBANK in Russia is providing
temperature-taking equipment
for employees, and regular screening tests
are arranged regularly for staff working
on the premises, as part of its programme
to fight Covid-19.
SOCIETE GENERALE OCCUPATIONAL HEALTH AND SAFETY
2020 REPORT 12COMBATING PSYCHOSOCIAL RISKS
THAT HAVE BEEN ACCENTUATED
BY THE CRISIS
Societe Generale is conducting a major communication, information and awareness-raising
campaign for employees and continually implements listening and support measures
to prevent and combat psychosocial risks.
Psychological support services Monitoring employee morale and
Societe Generale SA in France has introduced commitment
a remote psychological support system, The unprecedented health crisis has
accessible to all employees in France from had a major impact on the organisation
Monday to Friday. and working conditions of the Group's
All entities worldwide have been made employees.
aware of the importance of setting up similar In order to be able to assess the morale
At the end of 2020, faced with the second Supporting younger generations
systems in their country. of its employees and regularly monitor
wave of the pandemic and in the middle of As the health crisis is having
Stress prevention initiatives are conducted their well‑being, Societe Generale set up
the Group's transformation, a Corporate Pulse a particular impact on young people,
in 109 Group subsidiaries and branches a weekly and anonymous internal survey
(Pulse Corporate) deployed in all entities was conducted in all entities to assess the Group launched an internal survey
in France and abroad, representing 94%
during the first lockdown. the trend in employee morale and in February 2021 to assess their morale
of Societe Generale’s workforce. They aim
commitment within the Group. and working conditions. This Pulse will be
to inform, train and support employees likely Every week, 15,000 randomly selected
56,000 employees (46% of the workforce) sent to interns and work‑study students
to face psychosocial risk situations through employees were asked to answer a few
completed the survey. Societe Generale was working in Central Services and the retail
free assistance programmes in partnership questions to gauge their morale and to help
able to draw the following key conclusions: banking network in France, as well as
with healthcare or insurance sector identify their needs and expectations
• The Group's overall engagement rate to all VIEs worldwide.
specialists, training and/or awareness‑raising regarding exceptional working conditions.
focused on psychosocial risks, stress The results, which were regularly reported, reached 63% this year (versus 64% in 2019);
surveys and assessments, and leisure and made it possible to assess employees' • Employee morale is comparable to April
relaxation activities. confidence in light of the changing situation (6.4/10 versus 6.5 last April);
and in the initiatives taken by the Group • Employees around the world say they can
to improve their daily lives. count on the guidance and support of their
managers (74%) and the help and support
of their colleagues (90%).
SOCIETE GENERALE OCCUPATIONAL HEALTH AND SAFETY
2020 REPORT 13CONSIDERING EMPLOYEES’
EXPERIENCE WHEN
DEFINING WORKING
ARRANGEMENTS
In recent months, Societe Generale, like all In order to define the scope of this new out best practices, good ideas, as well as The consultation results were summarised
companies in France and internationally, has relationship at work, Caroline Guillaumin, the aspects to bear in mind in the future. in a white paper, published in July 2020.
been experimenting with telecommuting as Group Head of HR at Societe Generale, A total of 5,832 employees around the world This document reflects the employees’
a protective measure against the Covid-19 decided at the end of May 2020 to launch collectively expressed their vision of the Future aspirations, ideas and proposals. It will
pandemic. This sudden and widespread switch an internal consultation on the Future of Work. This collective internal consultation contribute to reflections on telecommuting,
to telecommuting, in such a unique context1, of Work. The approach was guided by highlighted the desire of most employees the organisation of the future of work and,
has affected the organisation, practices and a strong principle: to get employees involved to retain the benefits of telecommuting in more generally, on changing relations with
professional habits of employees. As a result, in the process, by asking them about their daily lives. This accelerated the Group's the business world.
many questions have arisen about the pace their experiences during the lockdown, thinking and led to a new agreement
and organisation of telecommuting and their aspirations and their fears, in order signed in January 2021 on the extension
the Societe Generale employees’ relationship to better understand the challenges of of telecommuting for all (see Consideration
with work. the current transformation and to bring for work/life balance).
See White paper
1 Telecommuting that is not chosen, full-time instead of limited
to certain days of the week, and with no specific end date,
required by all teams and carried out at home with other members
of the employee’s family or close circle.
SOCIETE GENERALE OCCUPATIONAL HEALTH AND SAFETY
2020 REPORT 14OTHER PUBLICATIONS
Diversity and Inclusion Professions and Skills
Corporate Culture and Ethics
Performance and Compensation
AVAILABLE AT
www.societegenerale.com
Societe Generale – Tour Granite – 75886 Paris CEDEX 18 – Public limited company with capital of EUR 1,066,714,367.50 – Paris Trade and Companies Register (RCS) No. 552 120 222 – Registered office: 29, bd Haussmann, 75009 Paris - Photo credits: Getty Images,
AdobeStock, Shutterstock - Ref. (B) 721569 - Studio Societe Generale - 03/2021.You can also read
