Modification de DR S1-1


== Politiques liées aux effectifs - Fiche pratique S1-1 ==

== Objectif ==
Permettre de comprendre dans quelle mesure l'entreprise dispose de politiques pour identifier, évaluer, gérer et/ou réparer les incidences importantes sur ses effectifs, ainsi que les risques et opportunités associés.

== Éléments clés à inclure ==

# Description des politiques
#* Conformément à ESRS 2 MDR-P
#* Préciser si les politiques couvrent des groupes particuliers ou l'ensemble des effectifs
# Engagements en matière de droits de l'homme
#* Respect des droits de l'homme et du travail
#* Interaction avec les effectifs
#* Mesures de réparation des incidences
# Alignement avec les normes internationales
#* Principes directeurs de l'ONU relatifs aux entreprises et aux droits de l'homme
#* Déclaration de l'OIT sur les principes et droits fondamentaux au travail
#* Principes directeurs de l'OCDE à l'intention des entreprises multinationales
# Politiques spécifiques
#* Lutte contre la traite des êtres humains, le travail forcé et le travail des enfants
#* Prévention des accidents du travail
#* Élimination de la discrimination et promotion de l'égalité des chances
#* Diversité et inclusion
# Détails sur les politiques anti-discrimination
#* Motifs de discrimination couverts
#* Engagements en faveur de groupes vulnérables
#* Procédures de mise en œuvre

== Points d'attention ==

* Couvrir l'ensemble des aspects sociaux et droits de l'homme (voir tableau d'exemples)
* Préciser les mécanismes de contrôle du respect des normes internationales
* Détailler les politiques pour chaque aspect important (sécurité de l'emploi, temps de travail, salaires, dialogue social, etc.)
* Expliquer comment les politiques sont mises en œuvre concrètement

{| class="wikitable"
|ID
|ESRS
|DR
|Paragraph
|Related AR
|Name
|Data Type
|Conditional or alternative DP
|May 
[V]
|Appendix B - ESRS 2 
(SFDR + PILLAR 3 + Benchmark + CL)
|Appendix C - ESRS 1
DPs subject to phasing-in provisions applicable to undertaking with less  than 750 employees
|Appendix C - ESRS 1
DPs subject to phasing-in provisions applicable to all undertakings 
|-
|S1.MDR-P_01-06
|S1
|S1-1
|19
|
|Policies to manage material impacts, risks and opportunities  related to its own workforce [see ESRS 2 MDR-P]
|MDR-P
|
|
|
|1 year
|
|-
|S1-1_01
|S1
|S1-1
|19
|
|Policies to  manage material impacts, risks and opportunities related to own workforce,  including for specific groups within workforce or all own workforce
|semi-narrative
|
|
|
|1 year
|
|-
|S1-1_02
|S1
|S1-1
|AR10
|
|Disclosure of  explanations of significant changes to policies adopted during reporting  year 
|narrative
|
|V
|
|1 year
|
|-
|S1-1_03
|S1
|S1-1
|20
|
|Description of  relevant human rights policy commitments relevant to own workforce
|narrative
|
|
|SFDR
|1 year
|
|-
|S1-1_04
|S1
|S1-1
|20a
|
|Disclosure of  general approach in relation to respect for human rights including labour  rights, of people in its own workforce
|narrative
|
|
|SFDR
|1 year
|
|-
|S1-1_05
|S1
|S1-1
|20b
|
|Disclosure of  general approach in relation to engagement with people in its own workforce
|narrative
|
|
|SFDR
|1 year
|
|-
|S1-1_06
|S1
|S1-1
|20c
|
|Disclosure of  general approach in relation to measures to provide and (or) enable remedy  for human rights impacts 
|narrative
|
|
|SFDR
|1 year
|
|-
|S1-1_07
|S1
|S1-1
|21
|AR 12
|Disclosure of  whether and how policies are aligned with relevant internationally recognised  instruments 
|narrative
|
|
|SFDR
|1 year
|
|-
|S1-1_08
|S1
|S1-1
|22
|
|Policies  explicitly address trafficking in human beings, forced labour or compulsory  labour and child labour
|semi-narrative
|
|
|SFDR
|1 year
|
|-
|S1-1_09
|S1
|S1-1
|23
|
|Workplace  accident prevention policy or management system is in place
|semi-narrative
|
|
|SFDR
|1 year
|
|-
|S1-1_10
|S1
|S1-1
|24a
|
|Specific  policies aimed at elimination of discrimination are in place
|semi-narrative
|
|
|
|1 year
|
|-
|S1-1_11
|S1
|S1-1
|24b
|AR 15 - AR  16 
|Grounds for  discrimination are specifically covered in policy
|semi-narrative
|
|
|
|1 year
|
|-
|S1-1_12
|S1
|S1-1
|24c
|
|Disclosure of  specific policy commitments related to inclusion and (or) positive action for  people from groups at particular risk of vulnerability in own workforce 
|narrative
|
|
|
|1 year
|
|-
|S1-1_13
|S1
|S1-1
|24d
|
|Disclosure of  whether and how policies are implemented through specific procedures to  ensure discrimination is prevented, mitigated and acted upon once detected,  as well as to advance diversity and inclusion 
|narrative
|
|
|
|1 year
|
|-
|S1-1_14
|S1
|S1-1
|AR  14
|
|Disclosure on  an illustration of the types of communication of its policies to those  individuals, group of individuals or entities for whom they are relevant
|narrative
|
|V
|
|1 year
|
|-
|S1-1_15
|S1
|S1-1
|AR  17 a
|
|Policies and  procedures which make qualifications, skills and experience the basis for the  recruitment, placement, training and advancement are in place
|semi-narrative
|
|V
|
|1 year
|
|-
|S1-1_16
|S1
|S1-1
|AR  17 b
|
|Has assigned  responsibility at top management level for equal treatment and opportunities  in employment, issue clear company-wide policies and procedures to guide  equal employment practices, and link advancement to desired performance in  this area
|semi-narrative
|
|V
|
|1 year
|
|-
|S1-1_17
|S1
|S1-1
|AR  17 c
|
|Staff training  on non-discrimination policies and practices are in place
|semi-narrative
|
|V
|
|1 year
|
|-
|S1-1_18
|S1
|S1-1
|AR  17 d
|
|Adjustments to  the physical environment to ensure health and safety for workers, customers  and other visitors with disabilities are in place
|semi-narrative
|
|V
|
|1 year
|
|-
|S1-1_19
|S1
|S1-1
|AR  17 e
|
|Has evaluated  whether a there is a risk that job requirements have been defined in a way  that would systematically disadvantage certain groups
|semi-narrative
|
|V
|
|1 year
|
|-
|S1-1_20
|S1
|S1-1
|AR  17 f
|
|Keeping an  up-to-date records on recruitment, training and promotion that provide a  transparent view of opportunities for employees and their progression
|semi-narrative
|
|V
|
|1 year
|
|-
|S1-1_21
|S1
|S1-1
|AR  17 g
|
|Has put in  place grievance procedures to address complaints, handle appeals and provide  recourse for employees when discrimination is identified, and is alert to  formal structures and informal cultural issues that can prevent employees  from raising concerns and grievances
|semi-narrative
|
|V
|
|1 year
|
|-
|S1-1_22
|S1
|S1-1
|AR  17 h
|
|Has programs to  promote access to skills development. 
|semi-narrative
|
|V
|
|1 year
|
|}