"In 2018, we very proudly celebrated “Our First 100 Years”, a symbol of the audacious and resolute route followed by our elders and former Boccard staff. 2019 opens a new road to “Our Next 100 Years” which will question every generation on our role in a global, open environment.
Convinced that our company’s future will be guided by challenges that we can take up collectively, we have decided to bring our customers, suppliers, and staff together, all as partners committed to guaranteeing equal opportunities for all and preparing the ground for the future. This is the major ambition that catalyzes our Corporate Social Responsibility (CSR) commitment.
Because at Boccard, differences in culture, education or gender are considered as wealth, and only skills count. Gender Men-Women is naturally an integrated value within the company.
The gender equality index is a balance drawn up each year for companies with or more 50 employees in order to identify salary gap that may exists between male and female employees.
The scale is calculated out of 100 points, with total points awarded per category and indicator (see below).
If the company gets a score less than 75 points, it will have to implement corrective measures to improve its score: better pay for women, promotions, etc.
In 2018 (reference period between 1 December 2017 and 30 November 2018) Boccard scored 79, with the following results:
>Gender pay gap: 39 / 40
>Deviation in annual increases: 20 / 20
>Difference in promotions: 15 / 15
>Salary increases to women back from their maternity leave: 0 / 15
>Presence of women among the highest corporate income earners: 5 / 15
Although this index's value is recognized as being high within the industry, Boccard is committed to implementing an action plan on specific areas of progress over the next few years, including the percentage of increased employees' salary coming back from their maternity leave for example.
This is a pact by which companies are committed to enable them to align their operations and strategies to ten principles universally agreed including:
- human rights,
- labor standards,
- the fight against corruption.
“Going green” with its 4-year action plan that aims to reduce its greenhouse gas emissions along with professional travels and to use electric cars.
With regards to its French perimeter, Boccard is acting towards reducing its carbon footprint and publishes its carbon balance every 4 years.
- Employment and training program
- 2013 HR initiative award for BocFollow
one of the lowest rates of lost time incident in our industry.