m6groupe - csr report 2015

8/16/2019 M6groupe - CSR Report 2015

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M6 GROUP

M6 GROUP - 2015 SUSTAINABLE DEVELOMENT REPORT - 1


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2 - M6 GROUP - 2015 SUSTAINABLE DEVELOMENT REPORT

SUSTAINABLE DEVELOPMENT ANDCORPORATE RESPONSIBILITY

Corporate Social and Environmental Responsibility took on a new dimension in 2012 following thepublication of the decree to implement Article 22 of the !renelle "" #aw$ %he verification ofcorporate& social and environmental data by an independent third party has become mandatory for'rench companies$ () !roup was already committed to this new obligation and is thereforecontinuing its drive for action and transparency within these three areas$() !roup firmly believes that this information enables the various stakeholders involved to betterassess their overall performance in the medium* and long*term& and more generally& that corporateresponsibility goes hand in hand with economic performance$

() !roup thus pursues an active CSR policy and clearly signals its commitments to all its partners&including viewers& employees& customers& shareholders& suppliers& public authorities and the civilsociety$

'aced with various social& corporate and environmental challenges& and as a commitment to all itsstakeholders& the !roup has developed a CSR approach structured around three priorities which aredirectly linked to its activities+

- Talent management: the !roup firmly believes that its employees are the cornerstone of itssuccess$ "t is for this reason that the ,uman Resources -epartment places employeeselection and subse.uent loyalty building at the heart of its concerns& and endeavours topromote employee development in all aspects of their professional life$

- Respect for the public and responsibility towards society + since the !roup/s activity isprimarily intangible and cultural& the societal impact is the unifying thread of its commitment$%hrough its programmes& the !roup actually enters into peoples/ homes and must thereforeput respect for viewers at the heart of what it does$

- Non-discrimination + taking diversity into account is a key concern for the !roup& both inrelation to audiovisual content and the audience it addresses$ %his is reflected notably by across*organisational and acknowledged commitment to promote e.uality and betterrepresentation of women and minorities in the media$

%he actions taken in 201 are detailed within this chapter$ A cross*reference table available at theend of this chapter provides a link between the te t and figures published in this document and theinformation listed in Article R$ 22 *10 *1 of the 'rench Commercial Code$

%ogether with the independent third party body responsible for verifying the CSR data& () !roup hasidentified 12 key indicators that relate directly to its main challenges+

- orkforce- Recruitment and redundancies- 3rganisation of working time- %raining policies implemented- %otal number of training hours

- 4asis for dialogue with stakeholders- (easures taken to promote consumer health and safety- Supportive& partnership or sponsorship actions- Action taken to prevent all forms of corruption

- (easures taken to promote gender e.uality- (easures taken to promote the employment and integration of disabled people- Anti*discrimination policy$


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Methodology note regarding non-financial1.reporting

Framework%he reporting of non*financial indicators is based on national and international guidelines$ Corporate&social and environmental indicators refer in particular to the provisions of the -ecree of 25 April 2012passed in application of the #aw of 12 6uly 2010 on national environmental commitment$() !roup has also referred to !R" 7!lobal Reporting "nitiative8 guidelines as well as the principles setout in the 9nited :ations; !lobal Compact for the implementation of its non*financial reporting andcommunication$

Indicators%he indicators presented in this section have been sub(! asre.uired by legislation& including detailed tests on the most relevant indicators$ >articular emphasishas been placed on the social and corporate indicators related to the !roup/s strategic challenges$

Reporting scope%he reporting scope has been set in accordance with the provisions of Articles #$2??*1 and # 2??*?of the 'rench Commercial Code and covers subsidiaries and controlled companies$

Certain indicators relate to specific scopes e cluding certain entities in that case the scope to beconsidered is specified beside the information$

%he scope of environmental information includes+- :euilly*sur*Seine 7which corresponds to the total consumption of the buildings at @ and 10B

avenue Charles de !aulle& 5) rue 6ac.ues -ulud& and the e clusive electricity consumptionof the premises occupied at 115 avenue Charles de !aulle8$"n terms of activities& the :euilly*sur*Seine site includes all the !roup/s television activities

e cept the regional offices of the national editorial office& due to the small si e of theirindividual teams 7? or 5 employees8 as well as the following diversification activities + ()"nteractions& >roduction D Audiovisual Rights and () eb e cluding activities located in#yon 7primarily the subsidiary/s %echnical -epartment8

- Rungis& which includes the main production activities of entadis- :anteuil*le*,audouin& the production site of (onAlbum>hoto- Roubai & which corresponds to the premises used by 3 ygem& a subsidiary of () eb- 4oissy& where the 4est of % teams are located- 4ordeau & where all activities related to the '$C$!$4$ activities are located$

"n addition& the corporate reporting scope is based on the financial consolidation scope& with thee ception of certain indicators for which the data for !irondins de 4ordeau & or


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%he main entry into the scope relates to the ac.uisition on 6anuary 201 of 3 ygem& whose datahas been included in most of the ,R indicators$

Reporting periodCorporate& social and environmental data is reported annually and relates to the period from 1

6anuary to ?1 -ecember 201 $

Methodological clarification and limits%he methodologies used for certain corporate& environmental and social indicators may presentlimitations due to changes in definition that may affect their comparability& changes in the scope ofactivities from one year to the ne t& as well as changes in the way in which this information iscollected and input$

'urther clarification regarding environmental indicators+%o facilitate internal accounting related to invoicing electricity use& the consumption recorded for agiven month corresponds to the actual consumption for the previous month$

%he C3 2 emissions contained in >art B$5$1 are direct greenhouse gas emissions related to the useof natural gas and heating oil in the !roup/s premises in :euilly& Rungis& :anteuil& Roubai and4ordeau $ "n 201 & the !roup included the electricity use of the aforementioned sites in thecalculation of emissions& and did so retrospectively to 201?$ %he emission factors used for thecalculation are derived from A-E(E/s carbon base$

%he emission factor used for the C3 2 emissions reported and related to business travel by train&included in section B$5$5 of this report& is supplied by S:C'$ %he emission factor used for the C3 2 emissions reported related to business travel by plane is provided by the supplier responsible for thehandling of business travel 7:euilly8 or by the airline 7'C!48$

'urther clarification regarding social indicators+%he hours of training included relate to training provided by () Campus as well as e ternal training

organisations$ %he hours of e*learning training are included in the data recorded$ %he training timespent in school for employees on apprenticeship or workFstudy contracts is e cluded$ %he hours of4%S 7advanced vocational diploma8 training followed by certain '$C$!$4 employees are also e cludedfrom the total number of hours/ training included$

-ays of absence recognised correspond to all absences of permanent !roup employees whichbegan during the financial year& thereby including absences in 201)$ -ays of absence in 201corresponding to absences which began during the course of the previous financial year are nottaken into account$

Reporting tools, consolidation and controlCollection tools& developed by the !roup/s "% -epartment& allow all consolidated and verified data tobe reported at different levels+

'or corporate data& collection is made by a dedicated tool& developed by the !roup/s "%-epartment& and automatic consistency checks are made by the "% tool during data input$ 3ther

controls and validation are performed by () !roup/s ,uman Resources -epartment$ #astly& ageneral control ensures the overall consistency of the flows of staff between the year :*1 and theyear :

'or social data& information is collected by the !roup/s Corporate Affairs and the 'inancialCommunication -epartment& due in particular to the social information re.uired by the CSA inrelation to television

'or environmental data& collection is made by the !roup/s Corporate Services& and an internalconsistency check is made by the person responsible for the input of information$ A further check ismade during consolidation$#astly& the 'inancial Communication -epartment collates the data and performs consistency checks$


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Corporate responsibility2.

Group workforce 2.1

2.1.1 Workforce

Breakdown of M6 Group workforce by type of contract

2013 2014 2015>ermanent contracts 1&)1? 1& )5 1&)'i ed*term contracts 25@ 2?B 2Total workforce 1,861 1,801 1,950

G %he 2 fi ed*term contracts include the 102 '$C$!$4$ sports contracts$

At ?1 -ecember 201 & () !roup;s total workforce was 1& 0 people& compared with 1&@01 at ?1

-ecember 2015& including 1&) on permanent contracts in 201 & compared with 1& )5 in 2015$ "ntotal& there was a net addition of 1?1 employees on permanent contracts to the workforce in 201 &broken down as follows+

Workforce at end December 2014 1,564E ternal recruitments 102"ntegration of 3HI!E( 99Event contract workers made permanent 23'i ed*term contracts made permanent 20-epartures

- Resignation -66- Redundancy -15- %ermination by mutual agreement -23- Retirement -7

- 3ther 7end of trial period& etc$8 -2

Workforce at end December 2015 1,695

"n order to ensure gender e.uality& () !roup pays particular attention to balancing its workforce$ At?1 -ecember 201 & including the 'C!4/s 102 sports contracts& the !roup/s workforce was made upof 5@J women and 2J men& distributed as follows+

Breakdown of M6 Group workforce by category and by gender

2015 Male FemaleEmployees B?) ?@5 ? 2(anagers 5B@ 1B6ournalists 15) 1Senior e ecutives B? 2 21TOTAL 1,950 1,009 941


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Average length of service of M6 Group permanent workforce by category and gender

Average age of M6 Group permanent workforce by category and gender

Age pyramid

A concentration can be seen in young employees in the men under 2 category& corresponding to'$C$!$4$ >layers 7 $2J of the total workforce of () !roup8$%he average age of !roup employees is ?B years& with an e.ual balance between men 7?B years8 andwomen 7?B years8$


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Length of service pyramid

%he average length of service within the !roup is @ years for both men and women$

%he total permanent workforce of 1& 0 at ?1 -ecember 201 can be broken down as follows+

Breakdown of permanent workforce by division

2013 2014 2015% 0 51 )B>roduction D Audiovisual Rights-iversification

@)@))

@BB1

1@ 2

TOTAL 1,861 1,801 1,950

%he increase in the number of permanent staff in the %elevision -ivision& including the advertisingagency 7an additional 2) permanentFfi ed*term contracts8 was primarily due to event contract

workers and former 3HI!E( employees moving into permanent positions$

%he increase within the -iversification -ivision 7an additional 121 permanentFfi ed term contracts8was particularly due to the integration of 3HI!E( 7an additional permanent employees8 and thegrowth in the number of permanent employees within 4ES% 3' % and (3:A#49(>,3%3& relatedto an increase in business$

Breakdown of fixed-term contracts

2013 2014 2015'i ed*term contracts 1 1@@ 1

ork e perience contracts ?? ?? 5?

Apprenticeships 1) 1) 1BTotal fixed-term contracts 248 237 255

%he net increase of B fi ed*term contracts at the end of -ecember 201 was mainly due to theintegration of 3HI!E($

"n :ovember 2010& as part of the Contrat de !KnKration 7cross*generation contract8& the ES9 7()&() 43R-EA9H& (E%R3>3#E >R3-9C%"3: and () '"#(S8 set itself the target of employing JworkFstudy students within its workforce in :ovember 201)& the date on which the cross*generationcontract ends$ %his percentage is currently )$1J& vs$ 5$@J at the end of 20158$


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Event contract workers

2013 2014 2015FTE event contractworkers and freelancers

550 500 51

() !roup posted ?$@J growth in '%E event contract workers and freelancers& reflecting the increasein '$C$!$4$/s steward staff 7safety officers outside and within the stadium& refreshment areas& etc$8$Conversely& e cluding '$C$!$4& a fall of ?$ J can be seen within () !roup and specifically within(E%R3>3#E %E#E "S"3: in line with temporary workers being taken on permanently$

2.1.2 Organisation of working time

Since the signing of a company*wide agreement in 2000& !roup employees benefit from anorganisation of their working time calculated in hours or days according to their categories$

Main working time arrangements by category

Average annual working time(excluding Girondins)

35 hour week overtime

Employees 1& B hours 22 days

Managers 21 days 1? days

Journalists 20 days 11 days

Senior executives :ot applicable :ot applicable

Average annual working time(Girondins)

35 hour week overtime

Employees 1& )@ hours 11 days

Managers 21 days 1? days

Journalists 20 days 11 days

Senior executives :ot applicable :ot applicable

() !roup firmly believes that providing its employees with a good workFlife balance contributes tothe Company/s performance and has no hesitation in offering fle ible working hours+

Part-time work

At ?1 -ecember 201 & 125 employees were on a part*time permanent contract& of which BB$5J werewomen and 22$)J were men$ "n total& they represented 5$? '%Es$

Absenteeism (excl. OXYGEM)%otal absenteeism& e cluding paid holiday& represented $BJ of theoretical hours worked in 201 & adecrease of 0$5J compared to 2015$


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Reasons for absence (excl. F.C.G.B. football players and OXYGEM)

Types of absence (in working days) 2014 2015

:o of sick days &? B & )5

:o of days absent for maternityFpaternityFparentalleave

10&5)B 10&50@

:o of days absent due to work and travel relatedaccidents

1&?@1 B?2

:o of unpaid days absent 2&@ ? 1&BB2

:o of days absent due to e ceptional holidays 2&)? 2& 1)

TOTAL 26,693 25,391

Absenteeism rate 6.3% 5.7%

-ays of absence recognised correspond to all absences of permanent !roup employees whichbegan during the financial year& thereby including absences in 201)$ -ays of absence in 201corresponding to absences which began during the course of the previous financial year are nottaken into account$

"n addition& during the 201 financial year& @&B@B hours of overtime were worked by () !roupemployees compared with 12&52 hours in 2015$ 3vertime hours were primarily due to E:%A-"S&which recorded & 5 hours of overtime in 201 compared with @&11? in 2015& representing a fall of2BJ$ %his change was related to the ongoing standardisation of the (3:A#49(>,3%3 websiteand the decline in business of the E:%A-"S -ivision/s other subsidiaries$3n 20 6uly 201 & a system of recording working hours was introduced 7e cluding E:%A-"S&'$C$!$4$ and 3HI!E(8 in order to regularly summarise the number of days or half*days worked andto ensure compliance with daily and weekly rest periods$


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Group remuneration2.2

%he pay packages of () !roup employees are reviewed on an annual basis as part of the annualsalary review$ Employees may benefit from individual performance*based increments$ An across*the*board pay rise is granted to employees whose salary is less than the Social Security cap and whohave been employed for more than one year$ "n 201 & this rise was 0$@J$

E cluding '$C$!$4 and 3HI!E(& the annual remuneration package of an employee includes a basicmonthly salary paid in 1? monthly instalments& supplemented& for 51 employees in 201 7comparedwith 50) in 20158 by variable remuneration primarily based on performance indicators 7financialindicators& revenue& audience share& bo office ticket sales& etc$8$ %his increase reflects the !roup;scommitment to encouraging better individual and collective performance by as many employees aspossible$

%he annual remuneration of '$C$!$4$ employees is also comprised of a basic monthly salary paidover 1? months& e cluding SAS> players under the Collective Agreement for Administrative and

Related Support Staff in 'ootball& supplemented& for sales staff& by variable remuneration based onrevenue$

"n 201 & the annual remuneration of an 3HI!E( employee was made up of a basic monthly salarypaid over 12 months& to be supplemented by variable remuneration sub


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%otal bonuses 7e cluding E:%A-"S& '$C$!$4$ and 3HI!E(8 paid in 201 for 2015 were N 00 =& i$e$N55 per individual employed throughout 2015$

'$C$!$4$ employees received no bonus payments for 2015$

Conversely& bonuses totalling N521 = were paid to ?) employees in the E:%A-"S division$

Group savings plan (excluding F.C.G.B.)"n 201 & () !roup renewed its !roup savings plan under which the !roup matches the individualcontributions of each employee$ %his year& the amount paid in respect of this contribution was N@=$

"n total& the amounts paid by the !roup in respect of employee savings 74onus Scheme& >rofit*Sharing and Contribution to the !roup Savings >lan8 were N &B11 =& compared with N &B) = in2015$

#astly& the management of employee savings was entrusted to an e ternal organisation& which offersemployees the following seven funds& which vary in terms of yield and risks+

- 'C>E -iversifiK Actions 7B0J shares& ?0J bonds8& high yield but high risk- 'C>E -iversifiK %au 720J shares& @0J bonds8 modest yield but lower risk- 'C>E (onKtaire 7100J money market8& low yield and risk free- 'C>E L() !roupM& 100J (E%R3>3#E %KlKvision shares- 'C>E "mpact "SR rendement solidaire& a diversified 'C>E& invested in European markets& of

which between and 10J in socially responsible shares- 'C>E Avenir sKlection patrimoine 7 0J shares& 0J bonds8- 'C>E >erspective conviction Europe 7100J e ternal institutional funds8$

2.2." Mutual health insurance and pro ident fund>ermanent employees of () !roup benefit from a private healthcare costs scheme and a providentfund& providing a higher rate of reimbursement for healthcare costs and covering employees againstthe risk of disability& incapacity and death$

Private health scheme%he main purpose of the private health scheme is to supplement the amounts reimbursed by thestate social security system for medical costs 7hospital admissions& medicines& dental and opticalcharges& health checks8$

'or !roup employees& e cluding E:%A-"S& '$C$!$4$ and 3HI!E(& membership of the privatehealth scheme is mandatory and must correspond to the individual;s family circumstances$ "n 201 &the monthly contribution was N15 $B0& with payment split between employee and employer asfollows+

- family contribution+ employee and employer each pay 0J of the contribution&- individual contribution+ the employee pays 50J of the contribution and the employer pays

)0J& in order to make the scheme attractive to young employees$

>ermanent employees of E:%A-"S 7e cluding #9H "E 8 also benefit from a private health scheme&membership of which is mandatory$ Employees 7e cluding #9H "E and 4ES% 3' % 8 may choosebetween the individual scheme and the family scheme& as well as between the basic scheme and theoptional scheme$ Annual contributions range from N5@$10 for the basic individual scheme to NB $0for the optional family scheme$ %he employer pays N)0& regardless of the package$ 'or '$C$!$4 employees& only administrative staff are covered by the collective agreement 7athleteshave individual cover with the e ception of professional coaches and coaching staff on permanentcontracts who are covered in the same manner as administrative staff8$ 'or non*managerial staff& the


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monthly contribution is N ?$ ) and is funded in e.ual parts by employer and employee& regardless oftheir marital status$ 'or managerial staff& the monthly contribution is N1 @$ B and is 2F? funded by theemployer and 1F? by the employee& regardless of their marital status$ Cover is different for managerialand non*managerial staff$

'or 3HI!E( employees& membership of the private health scheme is mandatory and mustcorrespond to the individual;s family circumstances$

- "n 201 & the family contribution was N ?$ 0& with payment split between employee andemployer as follows+ the employee pays 51J of the contribution and the employer pays

J&- "n 201 & the individual contribution was N5)$B)& with payment split between employee and

employer as follows+ the employee pays 2) J of the contribution and the employer pays B5J&

Provident fund%he scheme provides+O "ncapacity cover& supplementary payments in addition to the benefits in kind provided under thestate social security insurance schemes for health& maternity& work*related accidents andoccupational*illness&O #ife insurance cover&O -isability cover$

'or !roup employees& e cluding '$C$!$4$& E:-A-"S and 3HI!E(& all employees on a permanentor fi ed*term contract benefit from this cover from the start of their employment$ Subscription ismandatory$ >ayment of contributions is split between employee and employer$ All !roup employeesbelong to a single scheme& regardless of status 7with the same percentage contribution and the samedivision of contribution payments between employer and employee8$

"n 201 & all E:%A-"S employees benefited from an insurance scheme& which varied depending onthe companies and involved different contributions according to status$

'or '$C$!$4$ employees& e cluding football players& all employees on a permanent or fi ed*termcontract benefit from this cover from the start of their employment$ Contributions and cover are )0Jfunded by the employer and 50J by the employee for managerial staff$ 'or non*managerial staff& thefunding contribution is e.ually split between the employer and the employee$'or professional players as well as for the training centre/s players and coaches& the scheme coversdeath and permanent disability and is 100J funded by the employer$

A so*called LsavingsM insurance scheme is also provided for professional players e clusively to whichthe employee contributes )1$ J and the employer ?@$ J$

2.2.# $otal remuneration of 1% highest paid employees

"n 201 & a total amount of N &0)5 = was paid to the 10 highest paid !roup employees 7e cluding:icolas de %A ER:3S%& a corporate officer& and '$C$!$4$ professional players8 compared withN &?@? = in 2015& of which N@? = was variable remuneration in 201 & compared with N1&BB2 = in2015$

2.2.& 'upplementary defined contributions retirement scheme

"n 200B& marking its desire to improve loyalty among senior e ecutives and to meet their e pectationsin enhancing their pension cover& a supplementary and compulsory defined contributions retirementscheme was put in place for this category of personnel$

%his scheme enables the creation of an e ternal individual retirement account whose obaris stock e change$


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"n accordance with -ecree nP 2012*2 of 6anuary 2012 confirmed by Circular nP201?*?55 of 2September 201?& employees with remuneration paid in n*1 e.ual to or higher than 5 >ASSG 7annualsocial security ceiling8 are beneficiaries of the supplementary pension scheme$

At 1 6anuary 201)& 5) () !roup employees benefited from this scheme$

"n 201 & '$C$!$4 and 3HI!E( employees were not affected by this scheme$

2." (e elopment of talent

2.".1 )romotion and career de elopment

Promotion and in-house mobility2014 2015

:umber of employees who were promoted during the periodG ) @1J of employees who were promoted during the period ?$)J 5$BJ

:umber of employees who benefitted from in*house mobility during theperiod

@ B

J of employees who benefitted from in*house mobility during theperiod

?$@J 5$5J

:umber of employees who received training during the periodG B 5 ) @J of employees who received training during the periodGG"ncluding E:%A-"S !roup& '$C$!$4$ and 3HI!E( figures

5 J ? J

Integration of new hires and discovery of Group career opportunities%hroughout the year& the ,R -epartment organises several induction meetings for employees whohave


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and E tranet and it is archived for the years to come$ "t will serve as a basis for the ne t review&notably to measure the progress made$

%he wishes e pressed during all interviews are systematically analysed by the ,uman Resources-epartment so that they can be acted upon$ %hey include training programmes& professional

development and re.uests for workFlife balance reviews with the ,uman Resources (anager$

Support for employees aged 45 and over%he professional review& which takes place a ma imum of once every two years& also applies toemployees aged 5 and over 7compared with the later career review every five years previously8 andupon re.uest& they can also have a specific review with their ,uman Resources (anager when theyso wish$ %he purpose of this review is to define their mid*term career path and establish thenecessary steps to support it$Employees who reach the age of 5 during the year are notified of their priority access to a Skills

Assessment and training 7in particular& professional development sessions as part of the statutoryQ>Kriodes de >rofessionnalisationQ scheme8$"n addition& as part of the implementation of a QContrat de !KnKrationQ or cross*generation contract&employees aged 5 and over are offered a pension rights review$ 25 employees attended theretirement meeting 7Sept 201 8 and 1@ of them sought an individual interview with our partner

A9-"E:S$ As is the case for all employees& they have access to the new >rofessional -evelopment Adviceoffered by A'-AS 73>AC"' adviser in relation to professional careers in the audiovisual profession8$ "tinvolves individual support 7based on a detailed .uestionnaire8 offering personalised advice fromcontemplation of the professional prorofessionnelle or professional training leave 7whichreplaced the -"'& -roit individuel la formation or individual training right& which hadrepresented ?&2@0 hours of training for 1@5 employees in 20158& the rules of which tookshape throughout the year

• Secondly& the reduction in training budgets 7although the !roup made the decision to investmore than its legal obligation8$

"n 201 & the !roup %raining >lan budget totalled N)0 = 7compared with a legal obligation of N55B =8enabling 5 training initiatives to be financed& e.uating to 1?&?? hours/ training 7corresponding to


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1& 0) days8$"n total& ) @ employees benefited from training in 201 & representing ? J of the workforce& of whom55J were men and )J women$

Each employee can transfer the number of L-"'M 7individual training right8 hours unused at the end of2015 to the LC>'M 7individual training account8 and may use them towards training until 2020$ ,oursto be ac.uired under the C>' as of 201 & e.uating to 25 hours per year up to a limit of 120 hours&then 12 hours per year up to a ma imum of 1 0 hours& will now be counted within the same account$

() CA(>9S& the !roup/s own training organisation& which provides in*house training inmanagement& !roup culture& new media and technical skills& provided training to 25? employees in201 $

#astly& seven careers conferences were offered in this way in 201 & led by e perts from the !roup$'or e ample& in 201 + LC#94"C presents the 201 technology innovationsM& L() >94#"C"%E presentsthe trends for 201 M& L:ew )>#AI+ come and test it and ask the web team your .uestions M$ %heseconferences took place in our auditorium and are available on the "ntranet both live and on demand$

2.".2 $rainee policy2014 2015

:umber of trainees received during the period& for a period of ? to )months

2 B 2 5

J of trainees hired at the end of their training period 7permanent orfi ed*term8

BJ J

:umber of workFstudy students received in 201- Apprenticeships- ork*based learning

51)??

)01B5?

!roup figures 7including E:%A-"S& '$C$!$4$ and 3HI!E(8

"n accordance with the 'rench national trainee charter& the !roup ran a number of initiatives for thebenefit of student trainees+

- Developing partnerships with schools through the !roup/s participation in student forums&hosting student promotional activities within the !roup& the participation in e amination panelsand the organisation of L


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(oreover& 5@ former trainees have been recruited on a freelance basis or on event workercontracts$

2.# Commitments to the integration of disabled workers

0 1 4 0 1 5

:umber of disabled workers 1? 1)

%he !roup;s commitment to disability rights and the measures it has undertaken in this regard aredescribed in paragraph B$?$2$1 of this document$

2.& Commitments to gender e*uality

%he !roup is committed to its gender*e.uality action plan guaranteeing e.ual treatment of men andwomen during the recruitment process$

"n the light of this commitment& since 2012& all the !roup;s ,R recruitment personnel& as well as allemployees recruited since that date& have been trained in non*discrimination in employment andoccupation during interviews$

Indicators2014 2015*

J of women in total workforce 2J 1JJ of female managersFe ecutives ?J 1J

GE cluding 'C!4 sports contracts

2015 201

J of female (anagement Committee members 2)J 2BJ

J of female senior e ecutives ?0J 2 J

2015 201

J of women who received training J )JJ of women recruited ?J 5 J

E cluding '$C$!$4$/s sports contracts& women represented 1J of the workforce in 201 7stable incomparison with 20158$ %he proportion of women in management roles fell slightly to 1J& whichwas related to the integration of 3HI!E($ "t may be noted that the (anagement Committeeincluded eight women out of ?0 members& an increase of one in comparison with 2015$

%his overall parity is the result of the values developed by the !roup since its inception$ "t wasstrengthened by the conclusion of an initial three year action plan 72012*20158 relating to gendere.uality for the entire !roup 7e cluding the E:%A-"S -ivision and '$C$!$48& and again confirmed bythe conclusion of an initial agreement on 1 6uly 201 & for a further period of three years$ %hisagreement also applies to the !roup/s subsidiaries$

4ased on the balanced results seen at the end of the first action plan& the agreement& concluded withmanagement and unions& renews the !roup/s commitments& particularly in relation to recruitment&career development& training& workFlife balance and remuneration$

Confirming the policy of e.uality practised within the !roup& of particular importance is+- Work/life balance + (anagement renewed the protection process for pregnant women by

organising interviews in particular with the ,R -epartment and the employee/s manager&

sub


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relationship with the employee during the period of maternity leave& enabling her to keep upto date with !roup activities by providing her with online access to internal communications$(oreover and more generally& management has made a commitment as part of the structureof working hours& to promote respect for personal life& for e ample with meetings to be setfor times during working hours& fle ible working time to match school term& etc$ An innovative

step has also been taken to e tend the parental leave period to incorporate part time workingfor a ma imum of @0J of working hours until the child is si years old$

- Remuneration: (anagement is now committed to ensuring a ma imum gap of pointsbetween the access rates of men and women to the individual increases over a three yearperiod$ Similarly& (anagement will track the average percentage of individual increase of menand women$

At the end of the first three years of implementation 7201?& 2015 and 201 8& performanceindicators that were assessed and presented to the elected representatives of the variouscompanies showed that the commitments undertaken as part of this action plan& notably inrelation to remuneration& have been complied with as they already were previously$ As aresult& the difference in average salaries by gender and by level of responsibility is between Tand U J variance from the target set$

#astly and as a reminder& the action plans related to the cross*generation contract launched withinthe !roup in 201? support the commitments made to gender e.uality in the workplace$

%hus& having achieved ? th place in 2015& the !roup was ranked ?2nd in 201 in the 'emaleRepresentation on #eadership 4odies Rankings carried out by E%,"CS D 43AR-S for the (inistry ofSocial Affairs and omen/s Rights$

2.+ 'ocial dialogue

() !roup complies with the #abour Code and applicable collective agreements with regard to socialdialogue& the e ercise and protection of trade union rights and employee representation$

() !roup also complies with the provisions of the "nternational #abour 3rganisation;s fundamentalconventions on the freedom of association and the right to collective bargaining& and in particular the"#3/s conventions C@B& C @ and C1? $

arious unions are represented within () !roup+- ithin the ES9 7Social and Economic 9nit8 comprised of the companies (E%R3>3#E

%E#E "S"3:& (E%R3>3#E >R3-9C%"3:& () '"#(S and () 43R-EA9H& and made up of)BB employees& the unions C'E*C!C and C'-% are each represented by a union

representative and they secured B1J and 2 J respectively of the votes at the last employeerepresentative elections- ithin () >94#"C"%E& the C'E*C!C is represented by a union representative& and it secured

)J of the votes in the last union elections against the C'-%

"n relation to the E:%A-"S division+- ithin the company ,3(E S,3>>":! SER "CE& the C'-% and C'%C unions are both

represented by a union representative and they secured 55J and )J respectively of thevotes at the last union elections

- ithin the company 9:"%E 1 & the C!% is represented by a union representative and itsecured )J of the votes at the last union elections

"n relation to '$C$!$4$ +


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- ithin the company& the S:AA' 9:ECA%E' C'-% f?c union is represented by a unionrepresentative and it secured B?J of the votes at the last union elections against the ':ASS9:'> union$

At ?1 -ecember 201 & () !roup had 2@ employee representation committees and 1 @ elected

representatives 7all representative bodies combined and taking into account those who hold multipleoffices8+

- @ committees of employee representatives& with 5) elected members&- ? works councils& with ?5 elected members&- B single employee delegations& with 5 elected members&- 10 health& safety and working condition committees& with 2 elected members$

%hese various employee representative institutions promote regular and active social dialogue$ "n201 & on average 21 ordinary and e traordinary meetings took place every month with employeerepresentatives 7across the various bodies8$

ithin the ES9 7(E%R3>3#E %E#E "S"3:& (E%R3>3#E >R3-9C%"3:& () 43R-EA9H& ()'"#(S8& works council committee meetings 7housing committee& catering& gender e.uality& training&etc$8 were held regularly in order to have a close understanding of employee concerns$

%he key points raised during works committee meetings or by single employee delegations during201 were as follows+

• (onthly topics+ operation of !roup companies• Vuarterly topics+ workforce monitoring• Ad*hoc or annual topics+

- 2015 annual financial statements- comparison of the general employment and training conditions of women and men within

the ES9 in 2015&

- review of the action plan for gender e.uality at work&- 2015 review of the body in charge of the Q1J logementQ scheme 7employer*sponsored

housing assistance fund8&- review of the works council;s welfare activities in 2015&- 2015 annual appraisals&- !roup savings plan for 201 &- mandatory annual salary negotiations&- preliminary annual review of the private health scheme&- sabbatical leave and business creation leave&- review of the 2015 training plan&- preliminary review of the 201 training plan&- provisional training plan for 201)&- amendment of the orks Committee/s internal rules&- office layout plans&- day of solidarity&- new season programmes&- orks Council Christmas tree&- >roposed collective agreement regarding the granting of LcarerM days&- >roposed collective agreement relating to the application of Articles 22 and 2? of the

Collective Agreement of 6ournalists&- "ntroduction of the clocking*in machine in accordance with the provisions of Article

#2?2?*?2 of the 'rench #abour Code&- -isability within the !roup&- Implementation of professional reviews,- Paperless restaurant vouchers as of 1 January 2016 (Decree of 7 March 2014), - Information on the demanding nature of the work (addition to the 2015 annual programme

on preventing occupational risks).


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%he main topics on which the health and safety committees were consulted or on which they gaveadvice were as follows+

- appointment of a new Secretary and -eputy Secretary of the ,ealth& Safety and orking

Conditions Committee&- appointment of a LSpecialistM employee for the prevention of occupational risks&- plans to refurbish offices&- analysis of work*related accidents in 201 &- re.uest for accreditation in 3,S training offered by the nurse&- review of the general health& safety and working conditions in 2015&- update of the 201 Comprehensive 3ccupational Risk Assessment "nventory&- 201 3ccupational Risk >revention >rogramme&- occupational health activity report for 2015&- 2015 review of psycho*social risks&- "ntroduction of the automated time system in accordance with the provisions of Article

#2?2?*?2 of the 'rench #abour Code&- amendment of the ES9/s internal rules&- safety policy within the !roup/s buildings&- increasing awareness of psychosocial risks within the !roup&- use of a transmission vehicle using =aSat technology&- demanding nature of the work (addition to 2015 annual programme on preventing

occupational risks),- visit to the (arseille and 4ordeau offices and the premises at :euilly&- monitoring and health recommendations within the framework of international missions by

the medical office,- on the Health and Safety and Working Conditions Committee’s internal rules.

An agreement relating to the !roup savings plan was concluded$

%he following were signed by the (E%R3>3#E %E#E "S"3:& (E%R3>3#E >R3-9C%"3:& ()'"#(S and () 43R-EA9H ES9+* an Agreement relating to gender e.uality at work&* an Agreement relating to the granting of LcarerM days&* an Agreement on the application of Articles 22 and 2? of the Collective Agreement of 6ournalists$

%he following were signed by () >94#"C"%E+* an Agreement relating to gender e.uality at work&* an Agreement relating to the granting of LcarerM days&* an Agreement on (andatory Annual Salary :egotiations$

%he following were signed within the E:%A-"S -ivision+

* a Savings >lan* a 4onus Scheme Agreement* an additional retirement Agreement on ,SS and (3:A#49(>,3%3* an Agreement regarding on*call "% staff on ,SS and 91 $

%he following were concluded by '$C$!$4+* an Agreement relating to the increase in salaries as part of the (andatory Annual Salary:egotiations* an Agreement relating to gender e.uality at work$

A health procedure has been implemented within the !roup for


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2., ealth and safety at work

Health and safety at workEmployee safety and working conditions are the main priority for the 2 elected individuals of the!roup/s 10 health& safety and working conditions committees$

,ealth and safety conditions are monitored on a regular basis& in particular through regular ore traordinary meetings$

'ollowing the terrorist attacks of 6anuary and :ovember 201 in >aris& security measures have beenimplemented across all () !roup/s sites$ "n collaboration with the company doctor and A9-"E:S7our pensions and insurance provider8& the ,uman Resources -epartment very rapidly set up apsychological support unit& specifically for employees who were affected& either directly or indirectly&by the attacks$

Security at the entrances to all buildings has been strengthened& including at local level 7checking ofbadges and identities of people from outside the !roup& limited access to certain buildings and to

parking areas8$

%he Secretaries of the !roup/s ,ealth& Safety and orking Conditions Committees& the Secretariesof the orks Council and Single Employee -elegations& and employee and union representativeshave been informed of all the measures implemented$

"n 201 & this body helped to prepare for the relocation of B)@ workstations$

As part of the policy relating to prevention of psychosocial risks& the !roup continued to offer specifictraining to raise awareness among various company stakeholders+ staff representatives& managersand human resources managers to ensure they identify risks and respond accordingly$

A more comprehensive mechanism has been proposed as part of the LVuality of #ife at ork>rocessM$ %he most e perienced managers will be trained in the Communication >rocess techni.ue7understanding oneself more& understanding one another more and ad


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%he nurse gives preventive advice to employees on various subaragraph 5$)$2 of thisdocument8 to prevent any form of fraudulent activity$

Freedom of expression and social networks


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A policy on the use of social networks is issued to the !roup;s employees as a reminder of certainprinciples$ "n e ercising their right to free e pression& inside or outside the company& employees arere.uired to avoid e pressing publicly any opinion that may be taken to represent the position of ()!roup or its managers& to respect their obligation of professional discretion and loyalty towards the!roup and to refrain from disclosing confidential information$ %hese principles apply to all employees

but especially individuals who may have a high public profile due to their role& their level ofresponsibility& their degree of public e posure or their prominent position on social networks$

2. .2 /elations with our commercial partners and third parties

Relations with our commercial partners() !roup acts with integrity in its


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Protection of intellectual property() !roup respects and protects intellectual property and protected content in all its forms$ As amedia company& the !roup is fully aware of the particular importance of protecting intellectualproperty in its business activities$

2. ." 0nsider trading

%he !roup has adopted an ethical trading code of conduct intended to prevent insider misconduct$%his code complies with recommendation :o$ 2010*0B of the A(' 7'rench markets regulator8& dated? :ovember 2010& and applies to anyone who has access& or may potentially have access& to insiderinformation$ "t prescribes the rules applicable to all !roup employees and is available on the intranet$

2. Work en ironment

2. .1 enefits and ser ices of the Works Council

%he !roup budget for social activities is+- for the ES9& 0$ J of total payroll of the previous year& being N5 5&@) 7compared with

N55)&1@) in 20158- for the subsidiaries& 0$B)J of total payroll& being N?50&?1 7compared with N?50&B)@ in

20158 and for cross*group activities& 0$1 J of total payroll being N@5&@0- for E:%A-"S& 0$@0J of total payroll& being N11 &?12$ 1 7compared with N102& )2$5? in

20158- for '$C$!$4& no payment was made in relation to welfare activities& but 0$2J of the payroll

was paid in respect of operating costs$ '$C$!$4 management bore the cost of the welfareactivities of subsidiaries and the association$

%he !roup/s orks Councils offer a number of benefits to employees+ gift*vouchers for births&

contribution towards costs incurred by employees in sporting or cultural activities& organisation ofholidays& sporting or tourist weekends in 'rance or abroad& etc$

2. .2 0nternal communication

Involve employees in the Group’s major projects and advertise work opportunities"mproving awareness of the !roup/s activities and career opportunities& in order to develop bothinternal mobility and synergies& is one of the main aims of internal communication$ Strengthening tiesand the sense of belonging to () !roup are also ma


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and ask the web team your .uestions M$ %hese conferences took place in our auditorium andare available on the "ntranet both live and on demand$

- "n 201 & for the fourth consecutive year& the operation L-ans la >eau deXM 7L"n the ShoesofXM8 enabled B0 employees to spend a day completely immersed in a different team&whatever their obri %alent &

>AR"S >RE("ERE press review8 or to () E E:E(E:%S shows 7:orbert Show >atate& etc$8&- %o celebrate 10 years of () (34"#E& employees received a ?0J off offer for any one year

subscription package&21 "ntranet games were used by an average @0 participants& giving them the chance to win cinematickets& () E-"%"3:S/ latest releases& etc


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'ocial responsibility".

%he responsibilities and commitments of () (Ktropole %KlKvision come from the general principlesset out in the #aw of ?0 September 1 @) as amended$ Additional provisions were added to theagreement concluded with the Conseil SupKrieur de l/Audiovisuel 7CSA8 following the decisionnP 2001*10B of 2B 'ebruary 2001 which ruled in favour of the renewal of the authorisation held by(Ktropole %KlKvision without launching a call for candidates$

".1 3 framework that guarantees a high le el of commitmentto 4rench society

".1.1 !5cerpts of the agreement between the Conseil 'up6rieur de l73udio isueland M+ M6tropole $6l6 ision in terms of general and professional ethicsobligations

%hese obligations& mentioned in the Agreement concluded with the CSA& notably include general andprofessional ethics obligations that guarantee a ma


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time slots& and all the more so in the portion devoted to youth programmes& violence& evenpsychological& should not be perceived as continuous& omnipresent or presented as the solesolution to conflicts$ %he Company complies with the classification of programmes in accordancewith five degrees of assessment of their acceptability in light of the protection of children andadolescents and applies the rating system accordingly$

In relation to the integrity of information and programmes- %he integrity re.uirement applies to all programmes$ %he Company verifies the validity and

sources of information$ "ts origin must be specified wherever possible$ 9ncertain informationmust be .ualified when presented$ "t should be impossible to identify people and places& e ceptwhere the individuals involved have given their consent before the programme is broadcast$

- hen the Company presents on air& outside advertising slots& audiovisual communication serviceediting or distribution activities developed by a legal entity with which it has a significant capitalrelationship& it should strive to give a strictly informative character to the presentation& inparticular by moderating the tone and restraining the significance attached to the topic$ "t shouldpoint out the nature of this relationship to the audience on this occasion$

In relation to defending and illustrating the French language- %he Company ensures the correct use of the 'rench language in its programmes& as well as in

adaptation& dubbing and subtitling of foreign programmes$ %he Company must strive to use'rench in the titles of its programmes$ A 'rench language consultant must be appointed by thechannel$

%he !roup/s other channels must also comply with these standard obligations$

(onitoring the compliance of programmes is overseen by a specific department within () !roup$

".1.2 Compliance of ad ertisements

%he !roup/s advertising agency& () >ublicitK& has entrusted AR>> 7AutoritK de rKgulationprofessionnelle de la publicitK8 & by way of an inter*professional agreement& with a consulting role inguaranteeing the compliance of advertisements with general audiovisual advertising andcommunication rules$ %he current procedure& at the e pense of agencies andFor advertisers&provides for prior disclosure to the AR>> before the first broadcast$ %his disclosure is given an ordernumber that must always be communicated to () >ublicitK before broadcast$

As mentioned in its !eneral %erms and Conditions of Sales& () >ublicitK reserves the right to refuseto broadcast or suspend the broadcast of any advertisement& if it considers that it fails to comply withthe laws& regulations and practices governing audiovisual advertising and communication& or if it iscontrary to the channel/s interests or those of its subsidiaries& or if the CSA subse.uently deems thatan advertisement is non*compliant and bans any further broadcast andFor demands that the film is

withdrawn from air$ %he editorial .uality and legal control aspects are managed by the agency/sadvertising broadcast department$

"n addition& () is a signatory to the advertisers/ charter on responsible communication$ As part ofthis& () is specifically committed to promoting& across all !roup audiences& responsible behaviourand the respectful use of information relating to the private lives of its stakeholders in advertising andcommunication campaigns$

%he !roup does not broadcast any advertising in relation to firearms& or any pornographic material$

".1." 'ound le el compliance of $8 programmes

() !roup pays particular attention to the comfort of viewers and complies with the provisions of-ecree :o$ 2*2@0 of 2B (arch 1 2& which notably made it compulsory for % channels to make the


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sound levels of programmes consistent with those of advertising breaks$ (oreover& () !roupparticipated in the consultation& after and on which the CSA based its ruling :o$ 2011*2 of 1 6uly2011 that enabled editors to comply with these provisions by defining technical parameters relatingto the sound intensity of advertising breaks$

".1.# )rogrammes accessible to all

%o () !roup& and in accordance with the #aw of 11 'ebruary 200 on e.ual rights and opportunities&accessibility not only means the participation and citi enship of people with disabilities& but alsotaking account of disabilities& first and foremost by subtitling its programmes for the benefit of thedeaf and hard*of*hearing$

Since 2010& () has made all its programmes accessible to people with hearing difficulties 7e cludingcommercial breaks& self*promotion& trailers& songs performed live and instrumental music&teleshopping and live broadcasts of sporting events between 12am and )am8$Since 2011& has also been obliged to subtitle all its programmes$

#astly& )ter was obliged under its agreement to subtitle )0 J of its programmes in 201 $

"n addition& since 200 & the new broadcasting control room enables all !roup channels to broadcastspecific subtitles and thus provide access to the greatest number of broadcasts by >aris >remiYre&%Kva and () (usic$"n :ovember 201?& () !roup actually strengthened its commitments in relation to the accessibility ofprogrammes to blind or visually impaired people for the years to come$

M6 W9 6ter

Accessibility of programmes to the deaf and hard of hearing (subtitling)201? 100J 100J 50J2015 100J 100J 0J201 100J 100J )0J

Accessibility of programmes to the blind and partially s ighted (audio-description)

201?2 programmes including

20 new with audio*description

12 new programmeswith audio*description

1 new programmewith audio*description

2015)0 programmes including

?0 new with audio*description


) new programmeswith audio*description

201B0 programmes including

50 new with audio*description

1B new programmeswith audio*description


".1.& 4it-for-purpose go ernance structure

() corporate governance principles are governed by all the standards and laws applicable in 'rance$Since 2000& (Ktropole %KlKvision has been a limited liability company with an E ecutive 4oard and aSupervisory 4oard& which offers a clear separation between !roup operational management and thesupervision of that management$

"n addition& the cap on the number of voting rights and the organisation of corporate governance isrepeated in the 4ylaws& in accordance with 'rench legislation and the CSA& which states that+

- ithin the framework of the provisions of Article ? of the #aw of ?0 September 1 @)& nonatural person or legal entity& acting alone or in concert& may directly or indirectly hold morethan 5 J of the share capital or voting rights of a company holding a broadcasting licence

for a national terrestrial free*to*air television service- As part of the divestment of Sue !roup agreed with the regulator& in a ruling dated 20


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:ovember 200?& Article 2 of the () channel/s agreement with the CSA was amended tostate that no shareholder or group of shareholders acting in concert may hold more than?5J of the total number of shares in the company andFor voting rights attached to them& andthat at least a third of Supervisory 4oard members must be independent$

#astly& within () !roup& there is an internal control mechanism aimed at ensuring+- compliance with laws and regulations&- application of the instructions and guidelines set by the !eneral (anagement or the

E ecutive 4oard$- the proper functioning of the Company/s internal procedures& especially those contributing to

the protection of its assets&- the reliability of financial information&

and generally& contribute to control and efficiency of operations and the efficient use of resources$

4y helping to prevent and control the risk of not achieving the ob


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the age of ?0 from deprived areas or disadvantaged social backgrounds& thanks to a system ofsponsorship by business managers and e ecutives e perienced in the sector$ Since 2015& the !rouphas been a signatory to the Charter promoting the training and professional integration of studentswith disabilities$

%he promotion of visible minorities is also a real priority for () !roup$ Represented in all its aspects&diversity can be seen within the channel/s teams of presenters 7=areen !uiock& =arine #emarchand& Anicet (bida& #aurence Roustandro charityU 6AR"S >roductions& an organisation that offers training in the


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-uring this national week encouraging the employment of disabled people& the ()& -eloitte and>risma (edia !roups all mobilised& with the support of Adecco 'rance& to promote access to


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charter governing the participation of minors in its % shows& with a view to protecting them andestablishing specific conditions for participation$

Food charter and combatting childhood obesity9nder the auspices of the ,ealth (inister and the (inister for Culture and Communication& on 1@

'ebruary 200 % channels& producers and advertisers signed a charter devoted to fighting childhoodobesity in 'rance$ %his charter& with a duration of years and controlled by the CSA& grantspreferential prices to the :ational "nstitute for >revention and Education in ,ealth& L"nstitut nationalde prevention et d;Kducation pour la santKM & to broadcast its prevention messages aimed atencouraging a balanced diet and physical activity$ "t includes editorial commitments by channels topromote and educate young audiences& in particular by promoting balanced eating behaviours$

() !roup renewed its commitment to promote a healthy and balanced diet and physical activity inprogrammes and advertising& by signing& on 2? (ay 201?& a renewal of the food charter for a periodof five years$

() !roup supported and reported on the European Anti*3besity -ays on 22 and 2? (ay 201 viaspecial programming on the channels ()& and )ter 7including& for e ample& an edition of Wone"nterdite devoted to diets& broadcast on 25 (ay 201 8$

Control() !roup is responsible for the information broadcast on its websites$ Concerning its communitysites& a service provider is responsible for moderation and& once the messages have become public&verifies those which are insulting& defamatory& racist or that represent any other incitement to violenceor hatred and& where appropriate& removes them from the websites$

3ver the last eight years& () !roup has also been a partner of Action "nnocence& a charity thatcampaigns for the prevention of risks to children posed by the internet$ %his support involves thebroadcasting free of charge of their campaign via % & online and mobile$

#astly& () (obile offers capped tariffs with unlimited evening and weekend calls with its packagetargeting 1 *2 year olds$ Since :ovember 200B& members of A'3( 7'rench Association of (obile>hone 3perators8& of which () mobile is a member due to its () (obile by 3range offer& signed anagreement committing to automatically offering parental control when the line is activated$

".2." /aising public awareness of worthy causes

() is highly committed to promoting a more socially responsible television service and broadcastsmessages and short films with a social content free of charge$

() intends to assist and to encourage not*for*profit and charitable actions and to increase the

general public/s awareness of them$ "n 201 & many campaigns from humanitarian& non*governmentaland charitable organisations thus broadcast free of charge on () and on the !roup/s digitalchannels& supporting causes in the fields of solidarity 7Action Contre la 'aim& Croi *Rouge 'ran`aise&'rance 4KnKvolat& #es >etits 'rYres des >auvres& l/3rdre de (alte& etc$8& health 7the fight against

A"-S& the fight against cancer& research into rare diseases& 'ondation pour la recherche sur lecerveau& (Kdecins du (onde& the fight against cystic fibrosis& the fight against autism& etc$8 andeducationFculture 7#es amis du prorogrammes from the !roup/s channels are also an opportunity to raise public awareness of certaindifficult situations and to bring the support of teams to improve the daily lives of those concerned$E amples include the proromotion and >rotection of Children/s Rights$


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-uring this difficult year& () !roup supported the government/s LStop 6ihadismM campaign& bybroadcasting pieces encouraging families affected by this phenomenon to talk about it& and the AbbK>ierre 'oundation& by producing and broadcasting a clip devoted to the "nternational -ay for theEradication of >overty and announcing the LAbbK RoadM charity concert on 1B 3ctober 201 $

".2.# )re ent9 act and increase awareness of public health challenges

'or many years& a !roup mechanism& set up both on !roup channels and on the "nternet& has beenin place to support the Sidaction campaign against A"-S$ %he !roup/s channels& supported bypresenters& have made Sidaction the keynote of a number of programmes& featuring trailers for thecampaign& prevention information& special shows& awareness raising programmes& broadcasting offundraising advertisements and production of pieces by $

() strives to warn viewers of risks associated with alcohol and drugs in its many maga ines andreports$

#astly& () supports numerous other causes& including 'rance Al heimer& the "nstitut >asteur& the'oundation for (edical Research and ,' >revention$

".2.& !ncourage a better understanding of the world

() !roup seeks to deliver the most complete and most diverse information possible and& as statedin Article ?? of its agreement& Le pand its programming of maga ines and documentaries promotingunderstanding of the contemporary world& by dealing with diverse sub


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"." M+ Group9 playing an acti e part in society

".".1 $he M+ Corporate 4oundation

"n 2010& () !roup created its own corporate foundation& having decided to get involved in thesensitive issue of prison life$

%he !roup e ercises its responsibility for a cause that unites its employees around a pro


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%he 'rench (inistry of Education teachers/ priority is the ac.uisition of basic knowledge andpreparation for the Certificat de 'ormation !KnKrale 7certificate of general education U first official.ualification of 'rance/s national education system8$ #essons are offered free of charge and areunpaid$ Certain prisoners must on occasion choose to leave the school in order to improve their livingconditions by taking up an employed position$ 'urther studies and sometimes basic skills training are

not therefore possible for the most disadvantaged$'or this reason& a scholarship system based on merit 7particularly attendance8 worth N 50 per monthhas been introduced for the poorest prisoners$

(ore than 500 scholarships were awarded to as de Calaisregion during 201 $

4asic knowledge and


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- Film- and music-based initiatives

Screenings: %wo screenings took place in 201 & with the films L#ibre etassoupiM at 3sny Remand Centre and L>apa ou (amanM at RKau >rison$ >sychiatrist

Catherine A"(E#E% came to lead a debate with inmates following the screening of thefilm$

1 0 inmates were involved in these screenings$

Shows + in :orthern 'rance& the () 'oundation relies on non*profitorganisations to put on shows in prisons$ >rogramming covers a broad repertoire+ fromrap concerts to


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%he purpose of these organisations& which are found across the whole of 'rance and areindependent of the prison authorities& is to help maintain the relationship between a child and theirparent during imprisonment$ %hey have tasked themselves with creating reflection and meetingspaces& where children and parents will be able to e perience a relationship and emotionalinteraction$

00 children were supported during access 5?0 children were able to spend a few hours forChristmas with their parents who were in prison$

b8 Mouvement de Réinsertion Sociale 7(RS8& a charity that seeks to preventreoffending through social and professional reintegration of people leaving prison$ %hisfollow*up is initiated in prison and continued on release through the offer of temporaryhousing until the individual is able to support himFherself$ Since the lack of proper support forprisoners on their release was an aggravating factor in reoffending& (RS applied itself tobuilding a team of volunteers from the private& public and social sectors in order to supportprisoners on their release$

:ine people were able to benefit from funding to take their driving test$ 6ust over eight men benefited from housing on their release$

c8 L’Oustal & a charity that helps people released from prison findaccommodation and work& and reintegrates them into the reality of administrative formalities7social security& ta & etc$8$

d8 Arapej & the programme created by the organisation is a free& anonymous andconfidential telephone service for prisoners and their families to provide them with access toinformation 7legal& social and administrative8 to combat isolation and to maintain links with theaim of preparing for release from prison$ %he purpose of this proarents$

"n addition& almost 0 employees dared to don bo ing gloves and enter a ring to s.uare up to an e *inmate now reintegrated thanks to bo ing$

"n the second half of 201 & the 'oundation also launched a round of meetings called LChanging>erceptions of >risonM enabling employees to have discussions with prison governors& vocationaland probation advisers& to talk about restorative


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".".2 'upport for numerous other initiati es

() !roup is a member of the organisation :euilly :ouveau (Kdias& a L1 01 associationM created inSeptember 2010 by 6ean*Christophe 'romantin& (ayor of :euilly and (ember of >arliament for,auts de Seine& and consisting of the city of :euilly*sur*Seine and the large companies located

there$%he organisation/s aim is to promote the development of innovative new media start*ups 7selectedvia competitive selection8 by providing them for a minimum of 2? months with premises madeavailable by large companies$%hus in 201 & () !roup welcomed the start*up 4ird 3ffice to its :euilly premises& and provided itwith an office and workstations$

"n addition& the !roup chose to donate receptionists/ old uniforms to a clothing collection charity$

"."." 'teps to uphold respect of intellectual property

At a time where increased digitalisation of media necessitates new measures to protect works& ()!roup& a producer and broadcaster of content& is helping to develop an effective policy to combatpiracy and to uphold intellectual property$

%his policy is based on two principal areas+- reduction in the timeframe for broadcasting works& an issue addressed by the adoption of the

Creation and "nternet law and the signing of the interprofessional agreement- the development of catch*up television and ideo on -emand& that gives viewers access to a

varied range of programmes$

".".# 8alue and preser ation of cultural heritage

%he audiovisual rights subsidiaries of the !roup contribute to the preservation of leading Europeanfilms through the restoration of classic films$%his ma


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"n addition& more than B&000 viewer .ueries were processed by e*mail$ %he number of .ueriesdropped by about 52J between 2015 and 201 & a decline that began in 2011& clearly demonstratingthe change in viewer behaviour since the dedicated sites were created$

() !roup closely monitors online developments in terms of its relationship with viewers$ "n particular&it has a significant presence on social networks+

-ec$ 15 -ec$ 1

() U 'acebook U 'ans 2,133,218 2,079,417

() U %witter U Subscribers 959,673 1,925,438

U 'acebook U 'ans 1,352,211 1,301,737

U %witter U Subscribers 172,803 386,386

)ter U 'acebook U 'ans 91,533 101,815

)ter U %witter U Subscribers 8,813 12,254

%oday& the primary challenge for a media group is to encourage innovation in order to adapt totechnological developments and changes in viewing habits and the use of its services$ According to a(KdiamKtrie study 7#/annKe % 7%he % Iear8 201 8& L? million people aged 1 and above watchtelevision via another screen on a daily basisM$ %his figure grew by one million in comparison with2015$ 'urthermore& the 'rench have an average of )$5 screens per household& increasingopportunities for watching % programmes$ #astly& this study also found that& in -ecember 201 & @$B

million viewers thus watched programmes either pre*recorded or via Catch 9p$

%hese developments have led the !roup to widen the distribution and availability of its content overthe past few years& necessitating investment in both networks and digitalisation as well asascertaining the e istence and development of a viable business model for these new uses$

(indful of not encouraging viewers to gamble& the !roup does not offer any online betting serviceseither via the "nternet or on its channels$

".#.2 3t the ser ice of consumers

() !roup& with the development of its entadis business 7-istance Selling8 has ac.uired real

e pertise in customer relationship management& from the original order to customer service& to dealwith all calls and re.uests in the best timeframes and conditions$

"n 201?& entadis achieved renewal of the A'AV "S3 001 Vuality Certification& initially obtained in2010& for its L(istergooddeal and ,ome Shopping ServiceM supply chain activities& includingcustomer relations& logistics& stores and collection points$ %he renewal of this certificate valid for ?years& confirmed that entadis does everything in its power to provide the best possible service whendealing with each of the parcels shipped annually$

".#." 'hareholders

() !roup places strong emphasis on financial communication in order to deliver e act& precise andfair information to all shareholders& in accordance with applicable 'rench standards and regulations$Seeking to be attentive to the financial community and its shareholders in this matter& the !roup setup new information formats for individual and institutional shareholders& via a website dedicated to


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M6 GROUP


current finances in 'rench and English+ www$groupem)$frFrubri.ue 'inancesShareholders may contact the Company using the dedicated e*mail address+ actionnaires m)$fr$

%he information policy regarding shareholders and the financial community is detailed in Section ?$2of this document$

Shareholders are particularly invited each year to attend or be represented at the !roup/s !eneral(eeting$ %hey are also regularly invited to visit sets and production rooms& and to watch filming oftelevision news programmes$

"n addition& () regularly responds to .uestionnaires from non*financial rating agencies and maintainsdirect relations with socially responsible investors 7SR"s8 who can therefore underpin theirassessments on the basis of in*depth discussions held in full transparency$

"n 201 and for the ? rd consecutive year& () shares were selected in the composition of the !a]ainde comprising the B0 securities posting the best 201? performances out of 2?0 companiesanalysed$ %his inde & established by Ethifinance with the backing of the S'A' and (iddle:e t& is aninde devoted to midcaps based on non*financial data$%his inde measures the depth of involvement of the companies assessed in challenges related tosustainable development and corporate responsibility$ %he rating is calculated according to 11criteria of which 22 in particular cover the environment& ?1 corporate aspects& and 55 othersgovernance$Considered to be a benchmark database in the world of SR" 7Socially Responsible "nvestments8& the!a]a inde enables management and analysts to discover the most responsible companies and tointegrate non*financial concerns into their analysis processes and investment decisions$ %he samplee amined represents more than N1 0 billion in revenue and more than one million ri de la%ransparence& organised by #abrador& which recognises the best regulatory practices in listedcompanies$-uring this event& () !roup won the ma


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M6 GROUP


4y way of illustration& the !roup/s >roduction and #egal -epartments have introduced into pre*purchasing contracts for animated programmes a clause re.uiring the supplier to comply with"nternational #abour 3rganisation conventions& in particular those relating to forced labour and childlabour$ Should the contractor fail to comply with any of these provisions whatsoever& () will beentitled to re.uest the automatic termination of the contract$

Similarly& as part of its ma


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M6 GROUP


!n ironmental responsibility#.

%he (Ktropole %KlKvision !roup does not carry out activities that structurally present a significantimpact on the environment& particularly on climate change$ %he !roup is nevertheless mindful that

preserving natural resources is a key issue for the 21st

century& and is therefore involved insafeguarding the environment at its own level$ %he !roup is attentive to its own consumption andseeks to take initiatives in this area& both in terms of recycling and making the public at large aware ofthe challenges of sustainable development$

As an e ample& on the occasion of the C3>21& !olden (oustache& () !roup/s humorous videoschannel on Iou%ube allowed :icolas ,9#3% to launch an appeal asking "nternet users to sign apetition calling on heads of state to address the issue of climate change$ %his video& called 4reak the"nternet& was viewed almost two million times and the petition received )00&000 signatures$

(ore generally& to demonstrate its commitment& () !roup has adopted an approach in line with thecharter proposed in 200B by the (inister for Ecology& 6ean*#ouis 4orloo& and addresses many of theissues raised by this charter$ "n fact& the !roup has already carried out an assessment of its C3 2 emissions and broadcasts more environmental information$

() !roup also strives to inform employees of the challenges of sustainable development and therelevant initiatives implemented within the Company$ %he internal communication department thusorganises awareness*building activities regarding issues such as reducing printing& etc$& via variouscommunication media 7emails& intranet& screen displays& etc$8$

#.1 !n ironmental indicators

areas of the company+ travel& mail handling& vehicle fleet& paper& press subscriptions etc$ "nstead of a.uantitative ob


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%he consumption of water& raw material and energy resources is monitored and controlled by the!roup/s !eneral Services& as part of an approach aimed at reducing consumption and usinge.uipment to improve energy efficiency$

A complete modern management system has been installed to deal with energy consumption&enabling the temperature and lighting of premises to be regulated according to a number of criteria&such as for e ample their occupancy rate$ %his centralised technical management of energy isintended to provide better control by the !roup of its consumption$ "n addition& the :euilly buildingsare all e.uipped with airFwater heat pumps which use free air energy to provide heating and hot wateras well as to cool the technical rooms$

%he latter is very regularly monitored in all areas$ ater and energy consumption and C3 2 emissionsof the :euilly buildings U owned by () !roup U and the Rungis& :anteuil& Roubai and 4ordeaubuildings were as follows in 201 +

2013 2014 2015

Water consumption(in thousands of m 3) 30.883 33.604 47.954

Gas consumption(kWh) !738!6"5 !449!67" !67 !89#$ectricit% consumption(kWh) 4!"3"! 45 4!"46!3" 5!0 3!668

&' " emissions re$ated todirect and indirect ener %consumption

(in tonnes)

40" 357 383

ue$ purchasin (in $itres) 3!456 "!034 4!096

() !roup was faced with an increase in its water consumption in 201 as a result of une pecteddeposits needing to be flushed from the air*conditioning hydraulic network in one of the :euillybuildings$ %hese malfunctions have been resolved and should not reoccur in the future thanks to newand appropriate technical installations$(oreover& the modernisation of the lighting system with the fitting of light emitting diode systems ledto a fall in electricity consumption in 201 $

#.2 Waste production9 paper management and recycling

() !roup is especially committed to promoting the circular economy& and is keen to encourage theconservative and responsible use of natural resources via the prevention of waste& and through thereuse of products and their recycling$


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M6 GROUP


2013 2014 2015

*aper and card+oard ,aste(tonnes co$$ected in +ins) "49 "84 339

on-ha ardous industria$,aste! inc$udin food ,aste(in tonnes co$$ected from+ins! inc$udin $ass)

73" 730 576

/atteries(in ki$os)

576 444 546

'ffice ,aste paper(in tonnes purchased) 48 40 3

"n 201 & the !roup decided to set itself a target regarding ink cartridge consumption by asking teamsat the :euilly sites to reduce their use of colour copies by ?0J per year$

"n a business like () !roup/s& paper is the main raw material used$ "n recent years& the !roup hasbeen actively engaged in reducing the amount of paper used within the company+

• "ntroduction of multifunction copiers to replace the !roup/s individual printers+ bysystematising double sided printing and by re.uiring swiping to print& paper consumptionthus fell by one third between 2012 and 2015 and by a further 10J between 2015 and 201 $"n addition& all paper used carries an ecolabel$

•

%o date& 5 $ J of permanent !roup employees have opted for the electronic monthlypayslip& introduced in 2011& in place of paper slips& which they receive in a secure personalinbo $

• Since 2012& () >ublicitK has given its customers and media agencies the option of receivingtheir invoices in electronic format$ %o date& 2B agencies have already opted to go paperless&which represents 1?&111 invoices out of a total of 2?&5 & meaning a volume of )J and anincrease of B J compared with 2015$

• "n (ay 2012& in con


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M6 GROUP


Number of new tapes purchased:

-ata based on consumption at sites in :euilly*Sur*Seine

"n addition& as part of the recycling of Electrical and Electronic aste 7 EEE or ?E8& the entadis7distance selling8 division collected from its customers a contribution over and above the price ofdevices with electrical or electronic components$ %his eco*contribution& which is passed on in full tosuppliers& is intended to finance the recycling of old appliances by specialised bodies$ "n 201 & theamount collected by ,SS amounted to N0$1 million& the same as in 2015$

#astly& a process is in place at (onAlbum>hoto$fr& confirmed by the 'rench standard Q"mprim; vertQ&recognised by all the operators in the graphic industry& certifying that all waste is recycled and that noto ic materials are used$

Conse.uently& (onAlbum>hoto$fr is committed to+

- ensuring its waste is collected and disposed of by approved waste collectors in accordancewith regulations- providing secure storage for new stocks of ha ardous li.uids and also for waste li.uids when

in and not in use- avoiding the use of products labelled Qto icQ- implementing environmental awareness measures- establishing a procedure to monitor energy consumption every three months and to make

this information available each time the trademark is renewed$

#astly& in each of the !roup/s sectors& thought is being given to reducing the environmental impact ofactivities+ the "% -epartment opted to make J of its servers virtual& making them more energyefficient than the more traditional physical servers$ %he !roup/s teams are also working on storingcontracts digitally and have implemented the digital validation of invoices in internal processes$

#." !n ironmental buildings management

Building at 107 avenue Charles de Gaulle !euilly

Construction of the office building at 10B Avenue Charles de !aulle has been sub


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M6 GROUP


- optimal use of natural light for offices and shared areas&- optimal use of ventilation outflows and state*of*the*art research on interior finishing materials

to ensure good air .uality&- terraces and patios partially planted with trees to conserve biodiversity$

"n 201?& during its construction phase& the building was awarded the %,>E 7%rYs ,aute >erformanceEnergKti.ue8 label for ery ,igh Energy Efficiency$ %he many enhancements put in place have earnedthe building a >asseport 4\timent -urable 7Sustainable 4uilding >assport8 with a rating ofQE cellentQ$%he certification body classed the following elements as Q,ighly EfficientQ+

- olfactory comfort in the building&- air cleanliness&- energy management&- sustainability of environmental performance during maintenanc

m6groupe - csr report 2015

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