ENTRUST DANONE'S PEOPLE TO CREATE NEW FUTURES

ENTRUST DANONE'S PEOPLE TO CREATE NEW FUTURES

Building on our unique social innovation heritage, we will allow each of our employees to co-own our agenda and our Goals, both at global and local level. To this end, we provide our 100,000 employees with a safe, inclusive and diverse working environment, relying on constructive social dialogue and relevant talent management and development. This will lead us into a new, healthy future for our company, our employees and for our communities.

Building on our unique social innovation heritage, we will allow each of our employees to co-own our agenda and our Goals, both at global and local level. To this end, we provide our 100,000 employees with a safe, inclusive and diverse working environment, relying on constructive social dialogue and relevant talent management and development. This will lead us into a new, healthy future for our company, our employees and for our communities.

For more informationDownloads

As part of our dual commitment to business success and social progress, we create social value by promoting constructive dialogue to ensure the health and safety of our employees—over 100,000 talented employees around the globe — our partners and all our stakeholders. Our actions are structured around four pillars: Social dialogue, Health and Safety, Inclusive Diversity and Talent management.

 

In 2018, as a founding act to bring our 2030 Goals to life, we created an innovative governance model—‘One Person, One Voice, One Share’—that puts Danone’s 100,000 employees at the center of shaping the company’s future. For more information on our innovative employee engagement program and governance model, see section "Our 2030 Goals"

 

All our Key Performance Indicators are available in our Exhaustive 2018 Social Data.

 

OUR 2018 PERFORMANCE

 

105,783

the total number of employees at Danone in 2018 (versus 104,843 in 2017)

BREAKDOWN OF HEADCOUNT

By Geographic Area

By Division

EDP: Essential Dairy and Plant-Based        
Others: Headquarter, Danone Nutricia Research, Evian Resort
 

By Gender

In 2018, 69% of employees were male and 31% female (versus 30% in 2017). This indicator is based on the Social Indicator Scope (see Methodology Note).

HIRES & DISMISSALS

There were 15,208 new hires in 2018 (versus 12,842 in 2017).

 

There were 4,635 dismissals in 2018 (versus 5,619 in 2017). Alternative solutions to layoffs are routinely sought, such as changing the organizations and related activities, discontinuing the use of temporary workers, re-insourcing activities and providing training or leave periods. When layoffs become inevitable, a significant employee support system is set up to minimize the consequences for individuals. The continued employment of workers following the sale of several sites has therefore been made possible by the guarantees implemented by Danone.

 

16%

is the turnover rate of Danone’s employees in 2018 (versus 17% in 2017).

 

At Danone, we consider social dialogue is a lever to support employees in the on-going process to transform our company’s performance. For decades now, this dialogue has been carried out on an international scale through worldwide agreements with labor unions. Working together with the IUF (International Union of Food and Allied Workers), the largest international food industry union, is part of Danone’s commitment to taking an inclusive approach in fulfilling its social and economic obligations. This relationship goes back more than 40 years and is a constant source of innovation for the rights of the Danone employees with 10 agreements signed since 1988 and the set-up of Danone and the IUF common vision.

 

 

For more information, please refer to our Registration Document 2018.

Subsidiaries performance towards our ambition

In 2018

86%

of entities have their HR Team demonstrating a neutral attitude towards unions or employee representatives: no obstacle prevents the existence of social partners, discussions with identified social partners are welcome and promoted, or key messages to management teams on neutral attitude are formalized and regularly activated (Danone Way scope, refer to our Methodology Note and learn more on Danone Way in section Be certified as a B Corp).

 

Danone wants to transform its talent management model to build a high-performing, diverse and agile team. Our strategy relies on the belief that each employee has a unique talent to be developed and flourish. We provide diverse career paths according to people’s appetite to learn and grow inside and outside company.

TRAINING

We believe that the learning process is achieved in various ways, through on the job learning, networking, digital and class-room training. Our learning programs integrate all these approaches with the ambition to provide learning opportunities to all employees around the world.

Employees participating in at least one training course

In 2018, 94,125 employees participated in at least one training course.
Training was provided to 94% of employees, versus 90% in 2017 (Social Indicators Scope, See Methodology Note).

Total number of training hours

In total: 2,479,826 hours of training were provided in 2018 (Social Indicators Scope, See Methodology Note).

 

25

training hours per person trained (27 hours in 2017) (Social Indicators Scope, See Methodology Note).

Subsidiaries performance towards our ambition

In 2018

95% 

of entities have their Executives, Management Committee members, directors and managers performing an annual Development Conversation providing feedback, leading to a development plan, offering visibility on possible next positions, training, etc. (Danone Way scope, refer to our Methodology Note and learn more on Danone Way in section Be certified as a B Corp).

 

78%

of entities have each of their staff and workers performing a development conversation, at least every two years, providing feedbacks, leading to individual development plan (IDP), offering visibility on possible next positions, training, etc. which is formalized and saved (Danone Way scope, refer to our Methodology Note and learn more on Danone Way in section Be certified as a B Corp).

 

 

Danone is committed to foster an inclusive working environment where we celebrate all types of diversity, both visible and invisible, which includes age, race, gender, nationality, disability, background, education, religion, beliefs, thinking style, perspectives and sexual orientation. We believe that through inclusive diversity, collaborative high performing teams will be developed and deliver breakthrough thinking and results as well as develop innovative and culturally-relevant solutions. Our aim is to ensure that all employees are given equal opportunity and that our organization is representative of our consumers and society.

INCLUSIVE DIVERSITY

PERFORMANCE 2018
28%

Females executives (vs 25% in 2017)

TARGET
30%

Female executives by 2020

PERFORMANCE 2018
28%

executives representing countries outside Western Europe (vs 23% in 2017)

TARGET
30%

executives representing countries outside Western Europe by 2020

Subsidiaries performance towards our ambition

In 2018:

68%

of entities have Inclusive Diversity KPIs and roadmaps which have been developed at cluster level and which include the contribution to the three Inclusive Diversity Global KPIs (Inclusive Behaviors, Gender Balance, Culture & Nationality) (Danone Way scope, refer to our Methodology Note and learn more on Danone Way in section Be certified as a B Corp).

GENDER EQUALITY

50% 

is the proportion of Danone female managers, including directors and executives, in 2018 (vs 49% in 2017), on the Social Indicator Scope (see Methodology Note).

DEPLOYMENT OF OUR PARENTAL POLICY

9

countries have implemented the Danone Global Parental Policy (vs 3 in 2017). These are: Australia, Belgium, Italy, Netherlands, New Zealand, Singapore, Spain, Turkey and the United Kingdom.

WORKPLACE ACCIDENTS

Danone is committed to keeping every person who works for the company safe. In 2004, we initiated the WISE worldwide program (Work In a Safe Environment). Renamed WISE² in 2015, this program aims at developing a health and safety culture at all of Danone’s sites to significantly reduce the number and seriousness of workplace accidents.
As part of WISE², the Company targets zero fatal accident and a reduction by half of the number of workplace accident with lost time by 2020 compared to baseline.

 

For more information on WISE, please refer to our 2018 Registration Document.

 

1.59

The annual frequency rate of workplace accidents with lost time in 2018 for the Safety Indicators Scope (FR1 rate, see Methodology Note). At constant scope, this represents a decrease of - 12% compared to 2017.

 

This improvement results from the systematization of the WISE² approach and its widespread deployment in the sales forces (-11%) and in the head offices (-19%). The industrial performance remained stable compared to 2017. The performance continued while we integrated WhiteWave and Alpro entities in the scope of consolidation, notably due to good performances in Europe and notably in France (-16%) and CIS region (-31%).

 

1.67

The annual frequency rate for workplace accidents without lost time in 2018 for the Safety Indicators Scope (FR2 rate, see Methodology Note). In comparison, it was up to 2.1 in 2017.

 

0.058 

Danone’s 2018 severity rate for workplace accidents with medical absence for the Safety Scope (SR rate, see Methodology Note). In comparison, it was up to 0.08 in 2017.

 

2

In 2018, Danone declared 2 fatal accidents. One is a road accident while the second is related to a traffic accident in distribution. In 2017, 2 fatal accidents had occurred.

ABSENTEEISM

2.4%

The estimated absenteeism rate (see Methodology Note) in 2018 (same value in 2017). Given the limited availability of information in certain countries, Danone made estimates for this indicator as of December 31, 2018.

HEALTHCARE COVERAGE

74,420

In 2018, 74,420 employees (vs 70,000 in 2017) in more than 49 countries (vs 42 in 2017) had healthcare coverage in line with the standards defined by Dan’Cares which include hospitalization and surgery, maternity care, medical exams and pharmacy services.

 

For more information on Dan’Cares refer to our 2018 Registration Document.