Positive purpose and strong values

We are committed to offering our employees equal opportunities for recognition and career development, irrespective of national origin, race, gender or beliefs, and we follow all applicable regulations and agreements. Employees are hired solely on the basis of their education, professional experience and potential to add value.

• Talent Management: We believe that motivation is the main driver of performance, and that our employees can achieve strong results if they are motivated, trained, rewarded, filled with a sense of long-term belonging and convinced that their work is important, meaningful and positive. The breadth of the positions we offer, our rapid growth in a global context and a very strong culture of innovation enables us to offer our employees a number of career paths as well as swift and fulfilling personal development.
• Training: We are committed to providing our employees with ongoing training. We aim to ensure that all of our employees have the necessary skill sets to grow within the Company and the industry, and to fully develop their abilities and expertise within our sector, where innovation is key. In 2022, number of training hour per employee amounted to 22.22 compared to 19.75 hours in 2021.
  We are encouraging a more flexible learning culture where our associates can access upskilling classes via our e-learning platform, anywhere and at anytime. We have also increased our investment to offer a wider selection of content. Our goal is to move from a mindset of obligation to one of personal choice in which employees can select e-learning training courses that are relevant for them.

Following are some examples of the types of training provided to our employees:

• Climate change training: a training session on carbon emissions and on reducing our environmental impact was provided to all employees in the second half of 2021 by the consulting firm Carbon 4 performing the independent group-wide carbon audit.
• Training in Ethical conduct of business: Our Code of Ethics is designed to ensure that each staff member understands and acts with the highest ethical standards in every aspect of our work. Everyone at SES-imagotag must apply the Code along with the procedures and related policies when interacting with all stakeholders.We trained employees and managers on our e-learning module regarding ethical conduct of business, including diverse issues such as Money Laundering, Fair Competition, Conflict-of-interest, Passive and Active corruption, Bribery & Facilitation payments, Gifts and Hospitality, Charity and Patronage as well as the whistle blowing process.
• Employee satisfaction survey: in may and october 2022, we launched an employee satisfaction survey, and we plan to organize two surveys a year going forward. The results of our Employee Net Promoter Score (E-NPS) survey were very encouraging, with a participation level of 77%. Uniformly positive feedback was provided by employees as regarding company leadership, intention to remain in the company, identification with the company’s values, workspace satisfaction, sense of belonging, and equal access to development opportunities. Based on responses to the question, “ Would recommend your company as a good place to work?”, 51% of employees are considered to be “ambassadors” in a rating scale that considers that 20% and more is a very good level.
• Remuneration policy and long-term incentives: The Company’s overall compensation policy is highly performance driven, entrepreneurial and based on individual accountability: variable remuneration is conditional on the achievement of specific and measurable objectives. Individual bonuses are implemented based on a scorecard – evaluated twice a year — dedicated to specific personal targets that are adapted to each job description.
  In 2022 30% of employees have a long term compensation plan compared to 20% in 2021.
• Global stock incentives: Following several performance share plans which allocated free shares to employees, the scheme in place since 2020, based on the VUSION strategic plan, covers a significant portion of our personnel (about 30%) likely to receive free shares of the Company’s stock if specific performance criteria are met. These plans make motivation the primary driver of the Company’s performance and have become key leverage tools for attracting and retaining the most talented employees, and for involving them in our entrepreneurial culture.
• Regular management appraisals: the Group conducts biannual individual appraisals. The appraisal interviews assess employee performance and set individual objectives, consistent with the Company’s strategy. In order to standardize practices across the Group and ensure a consistent and fair application of the appraisal policy, we use “Foederis”, a digital platform that creates a paperless biannual individual interview process. 100% of the Groups emplyees are subject to a performance review and managerial discussion.

For additional information, please visit our ESG Report