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Our social commitment
 The human resources policy of PSA Peugeot Citroën, a company with more than 200,000 employees around the world, is a major factor in the Group's growth and development. The policy aims to achieve economic performance and personal improvement through shared values and continual dialogue between labour and management.
To see that its best practices are applied internationally, the Group signed an international agreement in 2006 concerning the Group's social responsibility.
Social dialogue as a vehicle for sustainable innovation
PSA Peugeot Citroën encourages social dialogue and maintains an ongoing dialogue with labour unions in all countries where the Group works. The more than 50 agreements concluded around the world in 2006 are proof of this. The key issues concerning the life of the company and its employees, working conditions and social questions are taken up, negotiated, and put into contracts with the trade unions. Joint committees then regularly monitor these agreements.
Responsibility on a global scale
The international agreement on social responsibility was signed in 2006 with the labour unions concerns all the subsidiaries of the Group's automobile, finance, and transport and logistics divisions. Yet another initiative on the line of the ethics charter and the Group's joining the Global Compact in 2003, this agreement gives contractual form to PSA Peugeot Citroën's commitment to respect fundamental human rights and to apply HR best practices everywhere in the world. Its application is continually and rigorously monitored and assessed.
 More women in the workforce: a plus for the Group
The combination of men and women in the workforce enhances the Group's performance. The percentage of women employees is continually rising. This trend reflects a proactive social policy guaranteeing that men and women have equivalent salaries and career opportunities.
Diversity: social cohesion and equal opportunity for everyone
PSA Peugeot Citroën has chosen to fill its employee ranks with varied profiles reflecting the company and its environment. Its policy of diversity consists in employing and promoting the most talented individuals, with no discrimination based on cultural background, nationality, sex, religion, political or labour convictions, past experiences, physical characteristics, career path, age, health, or sexual orientation. The Group thus applies and encourages best practices while supporting the fight against racism, xenophobia, homophobia, and intolerance in general. It respects the private lives of its employees.
 A requirement: safety and working conditions
At PSA Peugeot Citroën, an accident-free workplace is the only acceptable goal. Progress is impossible without worker safety. Safety standards are the same in all countries and in all activities.
These social and safety standards are also applied to outside companies working for the Group and to temporary employment agencies.
Forward-looking management of jobs and skills
In 2007, the Group signed an agreement on the forward-looking management of jobs and skills, whose objective is to anticipate the effects on employment of the company's evolution in a highly competitive automobile industry. This policy allows employees to see how jobs are changing with developments in industry and technology. It also provides information on getting training, changing jobs and mobility, recruitment, and the redeployment of jobs and skills.
Against this backdrop, the Central Works Council (CCE) acted the project of incentives for voluntary departures that will reduce structural headcount by 4,800 in 2007, including 1,800 structural workers, 1,800 supervisory staff members and 1,200 managers.
For more information on the project to redeploy jobs and skills
Compensation based on competitiveness and performance
The compensation policy of PSA Peugeot Citroën has the same objectives in all  countries where the Group works, i.e. to maintain employees' purchasing power, to pay competitive salaries, and to reward individual and group performance. Salary agreements are concluded each year in most of these countries.
To link compensation to the Group's results, PSA Peugeot Citroën has a profit-sharing plan based on operating profits for all its employees worldwide. In France, a total of €65 million was paid out in profit-sharing for 2006.
Employee savings, retirement and insurance schemes
To help employees finance their projects, PSA Peugeot Citroën offers a wide range of savings solutions. The Group is also progressively introducing in all countries supplementary fixed-premium retirement schemes, insurance covering, at a minimum, death, disability and incapacity as well as complementary health insurance according to the obligatory health coverage provided. In-depth studies of local practice are used in setting up these programmes.
>> To learn more about social responsibility at PSA Peugeot Citroën, go to the Sustainable Development section of our website |
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