September 28th, 2017

To our stakeholders:

I am pleased to confirm that Business & Decision reaffirms its support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labour, Environment and Anti-Corruption.

In this annual Communication on Progress, we describe our actions to continually improve the integration of the Global Compact and its principles into our business strategy, culture and daily operations. We also commit to share this information with our stakeholders using our primary channels of communication.

Sincerely yours,
Jean-Louis Didier
Chairman & CEO

Business & Decision's annual CSR report underlines program and progress in chapters dedicated to Human Rights. All of the Group’s subsidiaries, in all countries, comply with applicable human rights laws and regulations, in particular for respect of the Universal Declaration of Human Rights. Business & Decision's activity does not require, in light of its practices, the implementation of other specific actions.

The activity of Business & Decision, Group specialised in Consulting and Systems Integration, mainly revolves around delivery of intellectual and human resources services. As such, the Group holds its human capital, made up of its employees, in the highest regard. The contractual relationship that binds the employees to the various Group companies is a mutual commitment rooted in respect and fairness. Since it is essentially an intellectual service provider for businesses, the Group’s development depends on the know-how of its employees.

Human resources management, from recruitment to career management, is thus of paramount importance to the Group.

All human rights are thus totally respected.

Hiring and integrating new employees is kee to the development of the Company. In this perspective, action plan is undertaken to ensure well being of employees in their professionnal environement.
The way in which social dialogue is organised and set up varies according to regulations in force in each country.

In France, namely, the Group has grouped several entities into a dedicated unit known as the economic and social union (ESU) to manage social dialogue through four bodies: union representatives, the works committee, staff representatives and the committee on hygiene, safety and working conditions. Scope for the works committees and committees on hygiene, safety and working conditions is divided into four geographic zones.

Meetings with union representatives are held according to an established calendar to negotiate company agreements and conduct mandatory annual negotiations. Within the ESU, the French democratic confederation of labour (CFDT) and the French confederation of management – general confederation of executives (CFE-CGC) are each represented by 2 union delegates and 1 mandated union representative.

The works committee meets on a monthly basis and must be informed of and consulted on matters relating to the company’s organisation, management and general operation, namely as regards the staff’s working time and conditions of work and employment. Monthly meetings with workforce delegates help discuss more individual subjects such as salaries and the enforcement of the labour code, the collective agreement and company agreements. Committees on hygiene, safety and working conditions meet on a quarterly basis at least to discuss subjects associated with employees’ working conditions, safety, healthcare and well-being.

The group has put in place a specific reporting system measuring evolution of gender proportions. Objectives have been set to increase the contribution of woman to management functions.

or Business & Decision, the fight against discrimination basically starts with behaviour, both at the individual and the collective level. We see wealth in diversity, an opening through which talent can express itself regardless of differences. In practice, corporate culture and values instil respect and equal opportunity at work, which includes employee remuneration, recruitment, training as well as promotion. Each employee is appraised on merit and qualification as well as his/her ability to meet set professional objectives. These are the only criteria for career advancement and promotions.

Within this context, a Diversity Charter was formalized and communicated to all those involved in the recruitment process, starting with the Human Resources Department.

As a Group specialised in IT Consulting and Systems Integration, Business & Decision’s activities have, when compared to that of the industrial sectors, little direct impact on the environment. On premises, energy consumption is limited to personal computer and electricity use.

The internal sustainable development Charter is the subject of a permanent poster campaign in the company's offices. Its aim is to raise employees' awareness of ecological concerns by promoting a series of eco-friendly behaviours. Each year, there is a strong focus on paper consumption through the renewed information and poster campaign on how to use printers properly.

Moreover, political incentives have been implemented to restrict travelling needs by favouring teleconference tools and to encourage commuting by train. All the sites are equipped with teleconferencing hardware. In France, a centralised travel service groups all travelling requests and comes up with the most adapted means of transport which is whenever possible the train.

Business & Decision has a specific focus on paper consumption. All sites have been equipped with paper collection trays (selective sorting).
Paper purchase has been centralized in order to control and measure consumption.

A Business ethics charter has been deployed by the Group in all of its subsidiaries. This Charter is based on four fundamental principles: ethical relationships with customers, suppliers and partners, compliance with resource protection, prevention of conflicts of interest and protection of the corporate image.