SUSTAINABLE DEVELOPMENT Act for People 4 In addition to sports, regular events are organized to encourage > the raising of awareness and the training of teams in health and meetings and convivial exchanges between employees: Happy Hours safety issues and occupational risks, with 2,419 hours allocated in or breakfasts at the head office, twice monthly Let’s Chat meetings 2017 to internal communications. with the Chairman of the Executive Board, annual evenings for employees in all countries, the Group Convention and seminars in the countries. These initiatives combine to keep the level of absenteeism and the 3 RATE OF ABSENTEEISM BY REGION number of workplace accidents at a low level. 2017 2016 These good results are also linked to: France-Belgium 1.9% 2.4% > the regular monitoring of the indicators at both the local and Italy 1.3% 1.3% consolidated levels; Scandinavia 1.7% 1.3% > the rigorous monitoring of action plans (in France); The Netherlands 1.8% 2.7% > the Group’s best practices, shared by all subsidiaries and, in Iberia 1.4% 2.3% particular, the constant monitoring of employee health and safety, Germany 5.2% 4.1% with regular internal and external audits, with all employees also Central Europe and Turkey 1.7% 1.2% benefiting from regular medical check-ups; GROUP 1.9% 2.0% Note: The absenteeism rate is calculated as follows: total number of days off work due to illness, workplace accidents and unjustified absences, divided by the average monthly workforce, in turn multiplied by 365. Long-term illnesses similar to a suspension of the employment contract are excluded. 3 SHORT-TERM ABSENTEEISM (<7 DAYS) 2017 2016 Number of days Number of days Rate lost per employee Rate lost per employee France-Belgium 0.3% 1.2 0.4% 1.3 Italy 0.7% 2.5 0.8% 3.0 Scandinavia 0.3% 1.3 0.4% 1.4 The Netherlands 0.4% 1.4 0.8% 3.1 Iberia 0.2% 0.5 0.1% 0.2 Germany 4.7% 17.2 0.6% 2.0 Central Europe and Turkey 0.4% 1.5 0.6% 2.1 GROUP 0.6% 2.1 0.5% 1.7 3 WORKPLACE ACCIDENTS The Group has set itself a goal that by 2022 100% of employees will be involved in building the future of the 2017 2016 business, in particular through innovation programs, Total number of workplace accidents 9 5 multidisciplinary workshops, sourcing or learning expedition programs, Workplace accidents resulting in time off work 2 1 and so on. Workplace accidents resulting in death 0 0 Initial steps have already been taken in this direction, both at the head Days off work due to workplace accidents 54 13 office and country levels. Frequency rate of workplace accidents 0.87 0.44 In that sense, there were new developments in the Group’s approach in Severity rate of workplace accidents 0.02 0.01 2017. It is organized around a network of 28 internal ambassadors from Occupational illnesses reported 0 1 10 subsidiaries and from virtually all of the Group’s businesses, who Note: for workplace accidents, accidents while commuting to/from work are excluded. work in workshops on nine issues facing the Group. The innovation The frequency rate of workplace accidents is the number of workplace accidents and implementation projects proposed by the nine workshops are resulting in time off work per million hours worked. The following formula is used: regularly presented to the Steering Committee, on which members of (number of accidents resulting in time off work/(235 x 7.8 hours x annual average the Group’s Executive Committee sit. workforce + overtime) x 1,000,000). The severity rate of workplace accidents is the number of days lost through time off work due to workplace accidents per thousand hours worked. The following formula In addition, there are local initiatives, such as in Turkey where an is used: (number of days off work following a workplace accident/(235 x 7.8 hours x ideas competition involving employees is held annually on themes annual average workforce + overtime)) x 1,000. connected with the Group’s operational challenges. In 2017, it was Fostering employee innovation on investment, with the discussions between the teams providing participants with a better understanding of the business. Fostering employee innovation and promoting their initiatives and achievements internally are top priorities shared by Group management. In addition to the personal development opportunity for each employee, this initiative boosts the quality of talent recruited, helps improve employee experience and contributes to the Group’s operational performance. KLÉPIERRE 2017 REGISTRATION DOCUMENT 197