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Promoting our employees’ welfare

In every country where Rexel operates, it goes beyond the legal and regulatory framework to ensure that its employees have working conditions and career development opportunities that foster their personal and professional fulfillment as well as the company’s development.


Mobilizing every talent

5.8%

of female employees were promoted in 2016 vs. 5.2% of male employees

21.9%

of employees who received training are women, consistent with the percentage of women in the overall workforce

Rexel’s human resource management policy begins with a commitment to avoid discrimination of any kind. Its aim is to work for inclusive diversity by favoring equal opportunity in matters of recruitment, training, remuneration, job placement and career development.

Despite its determination to encourage diversity, the percentage of the Group’s feminine workforce remains low (23.3%) due to the paucity of women in the specialized distribution field. Nevertheless, the Rexel Group is committed to ensuring equal opportunity for comparably qualified men and women in every area: recruitment, remuneration, career development, training, etc.

Adding new tools to attract new talent

To strengthen its reputation as an employer, extend its job offers to a wider range of candidates, and diversify its workforce, Rexel recently began a proactive recruitment policy with a special focus on social networks. Around 20 recruiters are present on LinkedIn, where Rexel is included among the top 20 of its sector in terms of new talent attractiveness.

Enhancing skills with dedicated tools

46%

increase in training hours in 2016 vs. 2015

18%

increase in number of employees trained in 2016 vs. 2015

In light of rapidly changing professions, markets and technologies, skill enhancement is essential to boosting the expertise of the company and that of its employees. The increasing use of digital tools has led to a significant rise in training hours (+46% in 2016) and in the number of employees being trained (+18% in 2016).

Rexel Academy, the digital learning platform launched in 2015, is now available in 15 countries. It includes training modules on energy efficiency, product expertise, customer-centricity and digital skills. More broadly, many training courses now center on products and make use of employees’ experience and expertise, such as the example set by Rexel’s US subsidiary Platt.


Career development, which began with the generalization of annual one-on-one meetings (76.3% of employees in 2016), has increased in scope to include the implementation of mobility policies and the creation of a digital job fair. Rolled out progressively among Group employees, it includes several dozen positions with international mobility. In 2016, internal promotions increased by 27%.

Involving employees

Employee engagement is an indispensable condition of employees’ development and that of the company. At Rexel, the factors of this engagement have been identified with the employees: perception of company strategy; employee recognition and career development; management, values and ethics; group work and cooperation. The Group regularly assesses employee satisfaction in these areas. In 2016, a specific employee engagement survey, Satisfaxion Pulse, was conducted in 21 countries.

Fostering team spirit

The second Global Corporate Challenge was held in 2016 over the course of 100 days, demonstrating the team spirit and dynamism of the Group’s employees. It won over 7,882 participants divided into 1,126 teams and motivated them to adopt a healthy lifestyle, particularly through regular physical activity.

Encouraging employee shareholding

Since the Group’s arrival on the stock market in 2007, Rexel has offered its employees the chance to become shareholders of their company under preferential conditions via employee share purchase plans. The fifth plan of this kind, Opportunity16, was launched in 2016 in 14 countries. Available to 90% of employees, it allowed them to acquire shares in the company through a reserved capital increase. The overall participation rate reached 17.6% with more than 20% recorded in Belgium, the Netherlands, Canada and China. By late 2016, the Group’s current and former employees held 0.59% of the share capital and voting rights.

Guaranteeing safety and social dialogue

Rexel is committed to guaranteeing the health the and safety of all its employees, generalizing the highest standards, and sharing best practices around the world. The Group ensures that each of its subsidiaries establishes a safety policy that is responsible, efficient and consistent.

The campaign “Our safety.Our responsibility” launched in 2015 helped to raise awareness among all our employees regarding Rexel’s 10 safety principles and to encourage safe practices. Nearly half of the Group’s total workforce (48.2%) has received safety training.

The Group also instituted a minimum social protection standard, “Rexel Plus Protection for All,” which guarantees workplace accident coverage. In 2016, this protection covered 5 countries and 3,000 employees. In most other countries, Rexel offers additional health and safety insurance to complete any existing mandatory coverage.

To maintain a fruitful social dialogue, Rexel guarantees the principles of free expression and union representation, also included in its Ethics Guide. It provides employee representatives, including the European Works Council, with the necessary information and means.

 

411

employees were involved in representative bodies in 2016