The engagement rate obtained in our ninth engagement survey, conducted in May and August 2021, was 78.3%. It has decreased by -1.8 points compared to the previous survey in 2020, mostly in the regions affected by redundancy plans during the period.
In 2022, the Group decided not to conduct a new global engagement survey in order to focus the on-site teams efforts on business recovery and the human resources focus on the significant amount of recruitment needed to support this recovery.
At the same time, we launched Team Voice, which enables our on-site and off-site managers to conduct employee surveys within their teams, at their own initiative. In a spirit of empowering our managers and as a continuation of our global survey, Team Voice allows us to continue the dialogue and to proactively identify motivational levers within the teams.
The next and tenth global engagement survey will be conducted in Fiscal 2023.
| FISCAL 2022 | FISCAL 2021 | |
|---|---|---|
| % of off-site managers promoted internally | % of off-site managers promoted internally FISCAL 2022 9.0% |
% of off-site managers promoted internally FISCAL 2021 6.3% |
| % of on-site managers promoted internally | % of on-site managers promoted internally FISCAL 2022 10.8% |
% of on-site managers promoted internally FISCAL 2021 7.5% |
| % of on-site employees promoted internally | % of on-site employees promoted internally FISCAL 2022 2.9% |
% of on-site employees promoted internally FISCAL 2021 2.1% |
In Fiscal 2022, internal promotion increased at all levels of the Group, among on-site and off-site management and among our on-site employees, in line with our employee value proposition targeted at all of our workforce.
| FISCAL 2022 | FISCAL 2021 | |
|---|---|---|
| % Workforce working part-time | % Workforce working part-time FISCAL 2022 26.7% |
% Workforce working part-time FISCAL 2021 26.9% |
In addition to offering flexible work conditions, Sodexo guarantees regular and timely payment of wages to all of its employees around the world. The number of employees working part-time is down compared to the pre-Covid period, due in particular to the Sports and Leisure and Home Services businesses, where employees are offered more full-time work.
| FISCAL 2022 | FISCAL 2021 | |
|---|---|---|
| % of Group revenues of countries having one or more OHSAS 18001 or ISO 45001☑ | % of Group revenues of countries having one or more OHSAS 18001 or ISO 45001☑ FISCAL 2022 87.4% |
% of Group revenues of countries having one or more OHSAS 18001 or ISO 45001☑ FISCAL 2021 87.0% |
| Number of work related accidents requiring leave☑ | Number of work related accidents requiring leave☑ FISCAL 2022 2,359 |
Number of work related accidents requiring leave☑ FISCAL 2021 2,393 |
| Average number of work day absences per employee due to work-related and non-work-related accident or illness(1) | Average number of work day absences per employee due to work-related and non-work-related accident or illness (1)FISCAL 2022 11.7 |
Average number of work day absences per employee due to work-related and non-work-related accident or illness (1)FISCAL 2021 11.5 |
| LTIR☑ | LTIR☑ FISCAL 2022 0.65 |
LTIR☑ FISCAL 2021 0.71 |
| Best performance: LTIR for the Energy & Resources segment | Best performance: LTIR for the Energy & Resources segment FISCAL 2022 0.07 |
Best performance: LTIR for the Energy & Resources segment FISCAL 2021 0.07 |
| % LTIR reduction☑ | % LTIR reduction☑ FISCAL 2022 8.5% |
% LTIR reduction☑ FISCAL 2021 7.8% |
(1)Excluding days of absence due to non-work-related accidents or illnesses in Brazil, in order to have comparable data for both years.
At Sodexo, our purpose is to create a better everyday for everyone to build a better life for all. This starts by developing a positive health and safety culture and by focusing on the well-being of our employees.
Sodexo’s lost time incident rate (LTIR) corresponds to the number of accidents per 200,000 hours worked. 200,000 hours worked is equal to 100 full-time employees working for one full year. The LTIR includes safety incidents (injuries) and work-related health issues (illnesses) that lead to an employee being unable to work.
In Fiscal 2022, this rate decreased by -8.5%, reflecting the Group's ongoing efforts towards improving occupational safety and the result of training our employees on on-site best practices.
In August 2022, the Executive Committee took a new Group-wide commitment on occupational health and safety. Thanks to this agreement, Sodexo aims to engage all its employees in occupational health and safety, and to make its leaders accountable for this topic. One of the direct applications of this agreement is the inclusion, as of Fiscal 2023, of the LTIR as a performance objective for the entire workforce eligible for the Group bonus plan.
