METROPOLE Gestion: sustainable development on a day-to-day basis
METROPOLE Gestion incorporates Environmental, Social and Governance issues into every level of its day-to-day organisation.
- Encouraging environmental protection
The introduction of environmental protection best practices within the company has led to :
- Saving energy and paper (our paper consumption fell by 30% since 2008, ongoing dematerialisation of meeting documents both internally and externally etc.).
- Systematic recycling (paper, plastic, printer ink cartridges, batteries, coffee capsules, etc.).
- Inclusion of environmental and social criteria in supplier specifications (PEFC-certified paper, electricity consumption entirely offset by generation from renewable resources, etc.).
- Offsetting of CO2 emissions arising from employee travel.
- Social indicators
METROPOLE Gestion has established an HR dashboard that includes social indicators. It is closely monitored by senior management and the Human Resources function, and is based on three pillars:
These indicators relate principally to:
- Quality of working conditions: comfortable and ergonomic working environment, work/life balance, monitoring of human resources indicators (staff turnover, workplace accidents, absenteeism due to sickness, job creations).
- Pay and employee benefits, and employee development: profit-sharing incentive schemes, employee share ownership scheme, welfare benefits including high quality medical expenses cover, contribution to the financing of training, social and cultural initiatives via the Works Council.
- Responsible employment: senior management and the Human Resources function attach great importance to respect for two fundamental principles during the hiring process: gender parity (for equal levels of skills and experience) and non-discrimination.
- Respect for fundamental rights
METROPOLE Gestion places particular importance on and constantly monitors respect for fundamental rights.
In concrete terms, the measures the company has adopted relate to:
- The gender parity (50% of Senior Management made up of women, over 50% of managers are women).
- The establishment of a Works Council, even though the company has fewer than 50 employees.
- The introduction for all employees of a charter on the “right to disconnect” and work/life balance.
The Human Resources function, in liaison with senior management, ensures that fundamental rights are respected within the company on a day-to-day basis.
Our CSR policy is available to investors.