社会構造の複雑化・グローバル化が進む中、参照構造を提供し、原則と事例を共有する倫理憲章の構築が我々にとって欠かせないものであると考えます。

Ethic Charter

ESI Groupでは、ESI倫理憲章を制定し、法令順守と公約の履行を確実にすべく、私たち一人一人が採用すべき基本原則と行動規範を策定しています。

この憲章はまた、社内の強力なチームワークや建設的な協力関係、ステークホルダー（顧客やサプライヤー、株主、パートナーなど）との連携を確実にするために、我々が社内で維持したいと願うような関係性を明記しています。

Download the 2021 Ethics Charter here.

Furthermore, our employees received a mandatory training to ensure a better understating of this Charter and be aware of our engagements.

Ethic committee

倫理委員会は、企業倫理の確立と遵法精神の浸透が自らに課せられた重要な使命であることを認識させ、率先垂範して本企業倫理憲章をすべての従業者に浸透させる責任があります。
倫理委員会は以下のメンバーで構成されています。

• Olfa Zorgati, Chief Financial Officer
• Corinne Romefort-Régnier, Corporate Governance Director
• Joaquin Castano Teso, Group Quality Director

The Ethics Committee can be reached at ethics [at] esi-group.com

Gender equality

For several years, ESI Group has been implementing a CSR approach into all its actions and strategies. In fact, the Group has formalized a strategy organized around 4 pillars: Employees, Customers, Civil Society and the Planet.

To strengthen this initiative, ESI joined the UN Global Compact in 2018. Thus, the Group has strengthened and reorganized its CSR strategy by integrating 10 of the 17 Sustainable Development Goals defined by the United Nations. One of these Goals is gender equality.

"Gender equality" is fully integrated into the Group's strategy.

In France, "Equal pay for equal work" has been a principle of labor law for several decades. Nevertheless, gaps persist. In this respect, the Avenir law aims to eliminate the pay gap between men and women.

In this perspective, each year, companies with 50 employees or more must calculate the gender equality index and publish the obtained score.

Please note that, given the global health context, ESI did not carry out a global review of its salaries during the year 2020, which had an impact on the index result (as presented below) and in particular the indicator concerning employees returning from maternity leave. In this particular context, ESI is continuing its policy of monitoring professional equality and plans to establish a specific action plan in that sense.

下記指標は、異なる指標に基づいて算出されています。

• 賃金格差;
• 個人の昇給率の格差;
• the difference in promotion rates between women and men;
• the rate of female employees who received a salary increase in the year following their return from maternity leave;
• the number of employees of the under-represented gender among the 10 highest paid employees.

The goal is for each company to reach a minimum score of 75/100. If a company does not exceed this threshold, it has three years to comply, failing which it may be sanctioned up to 1% of its payroll.

In accordance with this regulation, the ESI Group UES (ESI Group, ESI France & Civitec) in France has calculated its Gender Equality Index.

Below are the results:

• The gender pay gap: 37/40;
• The gap in individual rates of pay increase: 20/20;
• The gap in promotion rates between women and men: 15/15;
• The rate of employees having benefited from a salary increase in the year following their return from maternity leave: 0/15;
• The number of employees of the under-represented sex among the 10 highest paid employees: 5/10.

TOTAL: 77/100.

ESI Group has calculated this result considering the following principles:

• The reference period used is the calendar year: from January 1 to December 31, 2020;
• The scope of the analysis is 304 employees;
• The calculations of the various indicators, in particular salary raises and return from maternity leave, are made at the level of socio-professional categories.

Anti-corruption

ESI Groupは、ステークホルダーの皆さまと健全な関係を維持するため、腐敗に関する国際的な適用ルールに従い、社会の疑惑や不信を招くような行為や慣行を厳しく禁止しています。
これらはすべての従業員に適用し、以下の施策を実施しています。

• その事業と公的機関のパートナーや政権との関係において、いかなる形の買収も固く禁じています。
• 有利な条件を得ようとして、金銭的または現物での謝礼を贈ることも、特定の企業や人物を有利にするために、そういったものを受け取ることもありません。
• 従業員が職務遂行上、ファシリテーションペイメントや優越的地位の濫用を行った場合、刑罰の対象となる他、雇用契約を解消します。
• 契約やその他の利益を供与、獲得、維持することを目的とした、過度の利益供与を直接的にも間接的にも受けたり渡したり、約束したり、要求したりすることを、現地法が許可しているかどうかにかかわらず禁止しています。

人権の尊重・差別の禁止

The Group's highly innovative solutions enable ESI to successfully develop its business throughout the world. As an international company, ESI Group is proud to be able to have a multicultural and diversified workforce. The Group has always valued differences and encouraged its employees to share their ideas across borders in order to create a modern and efficient work environment, able to better support its international customers. ESI Group strives to daily develop its know-how and expertise in recruiting the best talent from around the world.

In order to promote diversity and reduce inequalities within the Group, ESI is committed to:

• 多様性と多文化交流の促進;
• 正社員契約における女性従業員割合の増加;
• 年齢、人種、性別、民族的出身、国籍、宗教、健康、障害、配偶者の有無、性的指向、政治的または哲学的見解、労働組合への忠誠、または現地で適用される法律で保護されているその他の特性に基づく差別を禁止する法律と規制の遵守;
• いかなる形の性的、精神的、身体的ハラスメントや抑圧または迫害の禁止.