CSR Communication on Progress 2013/2014

Our CSR strategy
The three dimensions of CSR

We identify and address material issues for our company according to Economic, Social and Environmental principles. This means we can maximise shareholder value in the long term and help solve the challenges labour markets face.

In 2012, we further developed our CSR strategy, aligning it with our core business, in response to global trends in our industry and to the requests and feedback we receive from our employees, associates/candidates and our clients.

Corporate Social Responsibility is the responsibility of companies towards the three dimension of sustainability which culminates in a ʻtriple bottom lineʼ:

1. Economic
2. Social
3. Environmental

It is all about how we manage our impact on the economy, social affairs and the environment. The goal is to integrate economic, social and environmental targets into our corporate activities in a way that fulfils the requirements of each of the three dimensions without compromising on any one of them. For Adecco, this means the following:

Economic dimension: Our Corporate Governance disclosure reflects the requirements of the Directive on Information Relating to Corporate Governance, issued by the SIX Swiss Exchange [1]. Adecco’s principles take into account the recommendations set out in the Swiss Code of Best Practice for Corporate Governance [2].

Identifying, mitigating and managing risks is part of our culture. Furthermore, our risk management process is used to identify business opportunities, to improve our performance towards employees as well as services for clients and associates and to increase the value of the Adecco Group with the general public. All countries perform risk assessments on a regular basis and report their results to Group Management. Risks identified at country and corporate level are treated as opportunities for improvement.
We are dedicated to earning the trust and loyalty of our employees, associates, clients, shareholders and the communities in which we operate by performing our work in accordance with our Code of Conduct which is anchored in our Core Values and in our Leadership Principles. It sets forth the standards and expectations that we must fulfil in our work and the way we do business, aiming at high standards with regards to ethical and legal conduct. The main areas of focus include: employment, business practices, finance and transparency and information technology.

Customer satisfaction as a result of our services rendered is key. Our core competences include providing flexible workforce solutions and matching clients’ needs with the right candidates. In an environment of cyclical and seasonal changes in demand, we help our clients to adapt their workforce needs accordingly and provide people with diverse work experiences and educational background with employment. In the economy at large, more customisation and made-to-order strategies impact the production cycle and reduce the predictability of our clients’ business development. To keep our associates’ satisfaction high, we offer interesting jobs and conditions through consecutive assignments, attractive wages and training modules that improve their skills and qualifications.

Ensuring transparent and ethical practices, the Supply Chain has become increasingly important in recent years. In 2012, we issued a Code of Conduct and questionnaire for our major suppliers to ensure that our supply chain adheres to the highest ethical principles.

Social dimension: Through the yearly release of our dedicated Communication on Progress (CoP), which is published on our website and submitted to the UN Global Compact, we report on the processes and tools used to identify and prioritise critical social issues within our business and CSR strategies. We apply the Global Reporting Initiative (GRI) Sustainability Reporting Framework as it helps us to measure and report transparently and with accountability on our CSR performance. The materiality matrix according to ISO 26000 provides guidance on how we can operate in a socially responsible way looking at issues related to our business and the concerns of our stakeholders. In addition, we respond to and are measured by RobecoSAM’s Dow Jones Sustainability Indices (DJSI) assessment, the Carbon Disclosure Project’s Investor and Supplier Modules, and the FTS4Good Index Series.
As a strategic partner of the World Economic Forum and participant in their regional events around the globe, we support the Forum’s commitment to improving the state of the world by creating greater choice in the domain of work and by unlocking potential in individuals, enterprises and society in general.

Adecco adheres to the Universal Declaration of Human Rights. In November 2003, the Adecco Group became the first company in its industry to sign the United Nations Global Compact (UNGC). In October 2008, UNI Global Union and Ciett Corporate Members, including the Adecco Group, signed a Memorandum of Understanding (MoU) to consolidate the industry’s global social dialogue to achieve fair conditions for the temporary agency work industry. These two public endorsements are due to the fact that Adecco Group acknowledges adherence to the:

Human & Labour Rights practices are fundamental for Adecco’s successful business operations with employees, associates and candidates as well as client companies and its supply chain.

To strengthen our role as the industry leader, it is our priority to assist our employees in achieving their full individual potential. Talent Management has been a critical component of the HR strategy within the Adecco Group for many years, through a collaborative effort between the Group initiatives and the local programmes in the countries where we operate. Our ultimate goal is to attract and retain the best talent and to ensure that our leaders can continue to deliver on the overall Adecco Group strategy. The four components of the Adecco Group Talent Management framework are: identification of high potentials, development, performance management, and finally, succession planning. For our candidates and associates, the acquisition and ongoing development of vocational and transferable skills is a passport to employment, income and a sustainable career in a changing economic and labour market environment. Public and private employment services play an important role in developing and delivering training and re-skilling programmes.

Much of our day-to-day work involves integrating people into the workforce: from unemployment to work; from education to work; from job to job; from temporary to permanent employment. Agency work creates jobs that would not otherwise exist, enhancing companies’ competitiveness and workers’ employability. Through select global and local projects and our three Foundations in France, Italy and Spain, we make sure that people at risk of exclusion because of disabilities, age, ethnicity, gender or long-term unemployment get additional support to achieve ʻbetter work, better lifeʼ and have an active role in society.

The Adecco Group strives to prevent accidents, injuries and diseases and furthers health, safety and well-being in the workplace through special training and measures for employees and associates. We conduct risk assessments of workplaces in order to provide health and safety training to our associates who are exposed to certain hazards when entering new and unfamiliar workplaces. We instruct our employees about how to improve their workstation by using the right equipment properly. The Adecco Group strives to meet all statutory health and safety obligations. In addition, we encourage our employees and associates through global and local initiatives to engage in sports activities which enhance their physical and mental well-being.

Environmental dimension: As the global leader in HR services, we are conscious of the environmental impact our operations can have and the difference we are able to make by acting responsibly. Since 2010, we have introduced processes and tools to identify and prioritise critical environmental issues within our business operations as part of our increased focus on improving our environmental performance. In order to evaluate and reduce our carbon footprint in a consistent and structured manner, we have been measuring and reporting on environmental commitments in the Adecco Group’s CSR Report and CoP as well as through our participation in the Carbon Disclosure Project (CDP) and the RobecoSAM’s Dow Jones Sustainability Indices. The measurement of our CO2 emissions is centralised thanks to the ‘myclimate’ database which helps us to break down our environmental impact into Scope 1, 2 and 3 emissions. We have replaced our environmental policy with more comprehensive environmental guidelines which outline to all stakeholders, where the priorities lie in considering the impact our daily operations have. Our country organisations in Spain, Norway and Sweden are currently ISO 14001 certified.

 

[1]As amended on October 29, 2008.

[2]As amended on September 6, 2007.