Vetoquinol - Universal Registration Document - 2021

2 40 Vetoquinol Universal Registration Document 2020 Financial report STATEMENT OF NON-FINANCIAL PERFORMANCE Vetoquinol’s people 2.4.3 Attractiveness as an employer Vetoquinol’s corporate culture, staff management phi- losophy and long-standing family ownership structure are major factors that encourage staff to stay with the company. The cultivation of healthy management-staff relations in all companies contributes strongly to the implementa- tion of company policy. When Vetoquinol acquires overseas companies, the Group is highly attentive to the quality and sustainability of incumbent management teams. 2.4.3.1 Staff turnover Vetoquinol consolidates all staff movements across all companies on a monthly basis, mainly in order to track staff turnover rates. The 2020 Group staff voluntary departure rate was 8.2%, lower than the 2019 rate (11.3%). This rate is a key indicator: Within the Group, the decrease in the rate is explained by the sharp decrease in the voluntary departure rate in India from 32% in 2019 to 16.1% in 2020. This rate is unusually low compared to previous years and is a direct result of the health crisis we are experiencing. Excluding India, the rate was 6.5% in 2020, similar to 2019. In general, the current health crisis has resulted in a more cautious job market, which explains the changes in employee behavior in terms of professional mobility and, as a result, a lower voluntary departure rate. 2.4.3.2 Absenteeism Vetoquinol monitors absenteeism in all Group entities. The Company pays close attention to short and frequent absenteeism indicators, as this may generally be symp- tomatic of low staff morale and can disrupt operations. The overall absenteeism rate was 4.2% for the Group as a whole, down from 4.8%* in 2019 despite the health crisis. Excluding parental leave, the rate was 3.1%, lower than 2019 (3.8%*). The implementation of an effective crisis unit with com- munication, prevention and protection measures for all Group employees made it possible to limit the number of employees affected by the pandemic. We note, however, that absenteeism rates were slightly higher during the first wave of confinement (March, April and May 2020), with an overall rate of 4.9%, and more particularly in the Group’s production plants, with an absenteeism rate of 7.6% over the period. This increase is due to the use in some countries of sick leave for childcare during the period when schools are closed. Excluding parental leave, the rate was 3.7% for the same period. Figures vary from country to country without ever rea- ching a level that could cause concern. Production plants have historically posted a higher rate of absenteeism than the sales subsidiaries. The rate of absence due to parental leave remained stable at 1.1% versus 1.04%* in 2019. In France, all new fathers exercised their right to paternity leave in 2020. Absenteeism results are analyzed in consultation with executives and human resources managers at the sub- sidiaries concerned and, where applicable, corrective action plans are formulated and implemented. * The method of calculating the absenteeism rate for France between 2019 and 2020 was changed because it was not harmonized with the other coun- tries in the Group. This new calculation method significantly lowers the overall absenteeism rate and the rate excluding parental leave by 0.3 pt in 2019.