commitments

1. Enhance employability through skills management and training

Joining Redcats Group is a gateway into a new creation, design and web dimension represented by over 18,000 professionals in 30 countries. One of the major lines of our policy is a determination to build a modern social relationship. The Redcats Group human resources policy also actively encourages international mobility.

• Developing individual performance is the key to social responsibility

  To welcome new arrivals, the Redcats Group has set up a number of integration procedures. The "Newcomers’ day" seminar enables new managers to meet the members of the Management Committee and discuss the group’s strategic direction with each of them. In parallel, each brand has a specific integration process, in close collaboration with HR departments and operational managers.
  
  Stimulating your talent is a key factor for the success of our brands. Every day brings new situations and new problems to be solved within highly communicative teams… Continually providing opportunities for personal growth on human and professional levels. Another stimulating factor is the diversity of our jobs, brands and challenges.
  Redcats Group invests in your training, whatever your job, brand or site. To this effect, in 2004, we set up our own university, called SPEED (SPEcific EDucation). SPEED delivers training on key aspects of our business: brand, marketing of the product offering, specificity of the web channel, customer culture, etc. In 2008 over 1 500 employees from all divisions and all countries have attended at least one of the seminars at our university.
  Redcats Group launched in 2008 a new seminar called "4 in 1 - The Best of Speed". The "4 in 1" aims to issue in one session, the best of the contents of the first four seminars.
  For the top management a "SPEED Leadership" seminar was also launched in 2008 into the Redcats Group University.

• Interchange and dialogue

  The opinion poll " What's the weather like where you are? "

  This survey, conducted every two years in each company of the PPR Group by an external firm for the sake of neutrality, consists in anonymous questionnaires, in the local language. Its objectives: to take a photo of the social climate within the PPR group, assess management quality and stimulate pertinent human resource policies.

  Agreements with trade unions

  Their purpose includes the fair treatment of personnel representatives. At the end of their term in office they can undergo a skill assessment, which illustrates our determination to build modern relations with our personnel.

• Managing risks, health and safety

  The spearhead of occupational risk management is the Prevention Management System (SMP). This system was initiated in 2003 in France then extended to all of our brands.

  It comprises two phases: firstly raising our employees' awareness of the risk of industrial accidents, occupational disease and absenteeism. It then encourages them to act in a preventive way.

  Other initiatives have been set up within the scope of the Prevention Management System, to prevent incapacity and occupational disease:

  - Mapping out work stations in terms of ergonomics,
  - Defining career paths that make it possible to limit risks through the management of appropriate job transfers.

  “En forme face à l’écran” or “Are you sitting comfortably” ?

  In 2006, the Redcats Group created a brochure and posters on the theme of 'Sitting comfortably in front of your monitor', offering advice on how to reduce visual fatigue and back problems linked to working in front of a computer for long periods.

  A new sorting system to improve working conditions at SOGEP:

  Since the beginning of 2008, staff at the French agency in Béziers, followed by the sites in Jarnac and Saint-Ouen-L’Aumône, have been testing the new sorting system at SOGEP and they all agree that it considerably reduces the physical strain of their work. Indeed the results are very encouraging and the new system will soon be extended to other SOGEP agencies.

2. Train each manager on diversity issues

Recruiting with diversity in mind

Just look at the variety of our brands, our market-countries, and our sectors of activity… As supporters of diversity, we recruit people from all horizons and we are convinced that this multiculturalism is a catalyst for creativity. The Redcats Group made a commitment to this approach alongside the PPR Group by signing the Charter for Diversity in the Workplace on the 1st of April 2005.

Different jobs mean different profiles. Our employees come from a great variety of cultural and professional backgrounds. Our recruiting policy (hyperlink to Talents/Our recruiting policy) is founded on three principles:

• Promoting the hiring of handicapped people through the Mission Handicap project, coordinated in France by the PPR group. This inter-brand, pluridisciplinary work group comes together around a dedicated project manager. Its role is to set common directions and commitments based on best practices. Its objectives include achieving a target of 6% handicapped employees in France by the end of 2008.
• Improving gender parity, particularly at senior management level. There is thus at least one woman on each of our executive committees.
• Increasing job offers for minorities by raising awareness in recruiting agencies as well as in the company's human resource departments. Example, Redcats USA call centers in El Paso and San Antonio, Texas, entered into a partnership with the foundation Worksearch of the American Association of Retired Persons (AARP) to improve the quality of job offered to active seniors (over 50 years old).