IN 2020
T A B L E O F I N D I C A T O R S
Commitment to the
“We Tomorrow” project In mid-2020, the Human Resources Division
embarked on a project to revisit hybrid
working methods, remote work and policies
affecting working conditions, such as
mobility or parenthood. To inform this
project, employees were sent a questionnaire
on work-life balance and the commitments
the company had to make to ensure its
employees have the best experience at work
and to support its employees by introducing
remote work arrangements. The analysis of
the responses to the questionnaire will pave
the way for this project to begin in 2021.
Special support plan during
the Covid-19 crisis A special support plan was developed
throughout the Covid-19 crisis to continue
to on-board new employees as smoothly as
possible and to maintain the company’s
sense of belonging and culture.
With the widespread shift to remote work,
a discussion and entertainment space was
created on the company’s internal social
network to maintain social ties and a sense
of community.
Other measures were put in place to support
employees, assess how they were adapting
to these new working methods to combat
isolation and psychosocial risks, such as:
– a weekly “Société du Grand Paris is
Listening” barometer;
– online events and regular opportunities
to share concerns with senior management
and managers, practical information sheets
(e.g. on managing remote working hours
and disconnection rules) and occupational
health prevention tools designed with the
company nurse.
Particular attention was also paid to
organising the gradual return to work of
employees.
F O C U S 3
RISKS AND CHALLENGES
2020 ACTIVITY
IDENTITY
CSR APPROACH
Actions
