2014 First-Quarter Sales

Danone 2014 First-Quarter Sales have been published on April 16th, press release available on our website.

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New Danone Sustainability report:

90% of Danone employees are proud to belong to the group according to the last people survey!
If you want to know why, have a look at the new Danone Sustainability Report!

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La Goutte:

Danone Waters France launches la Goutte, 20 cl of evian that you can drink on the go by bying it directly from delivery tricycles or from unique places such as prestigious boutiques, spas, luxury resorts... #evianjaisoif

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NEWS

French Business students rank Danone as the 8th most attractive employer in the 2014 Universum survey. Discover now our different jobs!

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World Water Day 2014 on Water and Energy: how evian contributes [...]

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NEWS

The last issue of our Letter to our Shareholders is online, find here new information for shareholders

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CO-INVENT TO INNOVATE: EXPLORING NEW MODELS TO TRANSFORM OUR PRACTICES

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Version : 47

Making HR a commitment factor

Danone’s Human Resources policy reflects the dual economic and social project set up by Antoine Riboud in 1972. It supports and reinforces Danone’s strategic change by ensuring that the employees and the Group grow together, in a balanced manner.

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LEADING A GLOBAL ECONOMIC AND SOCIAL DIALOGUE

Dialogue has set the pace of Danone’s working life since 1976. Its aim is to reconcile the company’s performance with social progress in order to create the conditions for Danone’s sustainable development. Danone was a trailblazer when it opened this social dialogue on first a European, then a global scale in the 1970s, and it has since signed 9 framework agreements with the IUF (International Union of Food workers). These agreements cover the key issues facing the company’s staff: employment and working conditions, diversity, health and safety. With the IUF, Danone also created the ICC (Information and Consultation Committee) to ensure that these agreements produce results in the 80 countries where Danone operates. Each subsidiary remains responsible for coordinating and optimising this social dialogue on a day-to-day basis, in accordance with local regulations and realities and with national unions and staff representatives.

DEVELOPING THE SKILLS OF MEN AND WOMEN

Human Resources is committed to giving everyone the means and tools to improve their performance and increase their knowledge. Developing the skills of Danone's 100,000 employees is inextricably linked to the company's growth and a means to attract and retain talent. This is a current challenge in high-growth countries. Danone is working worldwide to transmit knowledge and expertise while promoting a common culture among the company’s employees. With this in mind, the new “One Learning a Day” strategy implemented in 2012 aims to increase daily learning opportunities, namely by taking advantage of close managerial relationships and highly accessible learning resources such as Campus 2.0: a platform for e-learning and networking between learning communities, where the best experts in their field make their knowledge available to others.

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REINFORCING PROXIMITY MANAGEMENT

Danone has a unique leadership culture which aims to enable individual growth and empowerment. To a large extent, this involves proximity management. This vision of close and attentive leadership is an integral part of the Human Resources management process. It helps to nurture a specific culture of decentralised, informal and highly operational leadership, which combines commitment, empowerment and openness. The Danone Leadership College multi-annual programme was set up in 2008 to develop Danone leadership values and attitudes. As of 31st December 2013, 60,000 Danone employees had already attended these sessions.

STIMULATING SOCIAL INNOVATION PROJECTS

Convinced that its responsibility extends far beyond its own walls, Danone created the Danone Ecosystem Fund in 2009 during a period of economic and social crisis. The 43 projects undertaken so far by Danone subsidiaries are the basis for an ongoing reappraisal of the relationship between the business and its stakeholders. Co-created with the public sector, these projects see the employees involved develop new skills; the creation of strategies that include societal issues from the initial phase onwards; and employees themselves also committing to working alongside local communities. Empowering the women and men of the Danone ecosystem also means encouraging employee growth and pushing the company to innovate and to imagine the jobs and models of the future.

> LEARN MORE ABOUT DANONE ECOSYSTEM FUND

 

In parallel to this, the purpose of danone.communities is to finance and develop local companies based on the principles of social business, using a sustainable economic model focused on social aims. At the heart of this project, there is also a commitment on the part of Danone employees to support the development of these social businesses. So far, some 300 employees have been directly involved in these projects, most frequently through part-time support missions in fields as varied as research and development, marketing and communications, human resources, finance, sales and distribution, and manufacturing.


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SAFETY AT WORK IS A MUST

Workplace safety is a top priority for Danone. The WISE programme launched in 2004 has been strengthening the Group’s lasting commitment in this area: in less than ten years, the number of work accidents generating absences has been divided by almost five. This programme concerns all employees. The managers of each site are requested to work with their teams to create a training, awareness-raising and action plan adapted to their local situation. In all subsidiaries and especially in plants, logistics and distribution warehouses, WISE also applies to subcontractors working with Danone. To date, 70% of the company’s sites have undergone WISE audits, with new guidelines for the industrial sites and stricter requirements.

BASIC HEALTH COVER FOR EVERYONE

Employee health is of major importance for Danone, 60% of whose employees live in emerging countries where healthcare systems are often poor or non-existent. In 2010, the Group launched the Dan’Cares programme with the aim of providing each employee with health cover for basic medical care: hospitalisation, surgery, maternity-related care, simple medical consultations and pharmacy expenses. Since the end of 2013, 40,000 employees now benefit from Dan’Cares and 70,000 employees receive healthcare coverage in line with the standards defined by Dan'Cares. Beyond the health issue, this programme represents huge social progress. It also increases Danone’s appeal as an employer and encourages staff commitment and loyalty.

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WORKFORCE BY REGION AND BY BUSINESS LINE

RÉPARTITION DES EFFECTIFS PAR ZONE & PAR PÔLE