Employees play an essential role in the Group’s transformation, that’s why developing know-how and skills is a priority. Furthermore, SUEZ involves every single employee in the future success and performance of the Group.
SUEZ is rewarded for its talent development policy
In 2017, and for the fifth year in succession, SUEZ was certified as a “Top Employer” by the Top Employers Institute. This award recognises the Group’s human resources practices, and in particular its career management and talent development policies.
“For us, this Top Employers certification is an opportunity to think about our policies, and to go even further, so that our policies and practices become ever more efficient.”
Isabelle CalvezGroup Senior VP of Human Resources
For SUEZ, employee development is at the very heart of the Group’s transformation. To this end, the Group has defined a number of priorities:
- career management
- the development of talent and potential
- training and leadership
This policy is equal to the challenges facing the Group and is one step ahead of the future changes in its activities.
The Top Employers certification is awarded to companies that meet the very highest criteria applying to working conditions. In 2017, the Group received this distinction for the fifth consecutive year.
Developing know-how and skills
The Group’s employees play an essential role in its transformation, which is the reason why their skills are one of the keys to its development. This is why training is a priority for SUEZ.
“The Group’s HR policy again focuses on training, with a view to nurturing a common culture. The development of skills is necessary for the growth of the Group and the transformation of our activities. "
Stephanie HeuclinDirector of Learning and Diversity
A competitive and equitable compensation policy
SUEZ involves every single employee in the future success and performance of the Group by implementing a dynamic and fair pay policy that is in keeping with its values and societal commitments.
- globality: compensation includes all components, monetary or otherwise, direct or indirect, immediate or deferred
- competitiveness: in every country where the Group does business, the levels of compensation meet the highest market standards
- equity: compensation takes both individual and collective performance into consideration
As part of its diversity policy, SUEZ pays close attention to equal pay between men and women.
- 2008: the Group enters the financial markets in July.
- 2009: SUEZ launches its free shares plan, in which employees all over the world are entitled to 30 SUEZ shares.
- 2011: SUEZ launches SHARING, its first share offer for employees, in France and internationally. It covers almost 76,000 employees in 19 countries.
- 2014: SUEZ launches its second share offer for employees, in France and internationally. 16,519 Group employees joined the SHARING 2014 scheme in 22 countries: Belgium, Brazil, Chile, China, Czech Republic, Finland, France, Germany, Holland, Hong Kong, India, Italy, Luxembourg, Macao, Morocco, Poland, Slovakia, Spain, Sweden, Switzerland, the United Kingdom and the United States.
- In 2015, SUEZ received the Award for Employee Share Ownership from the French Federation of Associations of Employee and former Employee Shareholders. Since 2010, the proportion of employee shareholders has more than tripled, demonstrating the faith that our employees have in the future of the Group.