Ubisoft 2014 Annual Report Download - page 17

Management Report
2014
12
1.4 SUSTAINABLE DEVELOPMENT
1.4.1 METHODOLOGY NOTE ON EMPLOYEE-RELATED, ENVIRONMENTAL
AND SOCIAL REPORTING
1.4.1.1 INDICATOR FRAMEWORK
Ubisoft based its framework on:
- The new regulatory requirements in France established or reinforced by article 225 of the
Grenelle II law and its implementing decree (Decree no. 2012-557 of April 24, 2012, on
corporate transparency obligations regarding employee-related and environmental
matters).
- The G3 guidelines of the Global Reporting Initiative (GRI), a multiparty organization, which
prepares a framework of sustainable-development reporting indicators that are
internationally recognized and whose purpose is to develop globally applicable directives
for reporting on companies’ economic, environmental and social performance.
1.4.1.2 REPORTING PERIOD
Reporting periods differ depending on CSR themes. These break down as follows:
Reporting periods
CSR data
04/01/2013 - 03/31/2014
(12 months)
01/01/2013 - 12/31/2013
(12 months)
Employee-related

Environmental

Social

1.4.1.3 SCOPE OF REPORTING
The scope used for CSR reporting is the Group, which is defined as all fully consolidated companies.
However, some indicators are only available for a limited scope. In these cases, the scope covered is
always indicated, giving the sites concerned and/or their representativeness as a percentage of the
Group’s headcount.
Employee-related reporting concerns all of the Group’s subsidiaries, with the exception of the
Canadian subsidiary “Hybrid Technologies Inc.” (81 staff) and the British subsidiary “Future Games of
London Ltd” (32 staff), which are not currently integrated in the Group’s human resources scope of
reporting. Furthermore, the scope relating to absenteeism and occupational accidents is limited
compared with other employee-related indicators due to the fact that these factors are not monitored in
some subsidiaries:
- The Montreal site, which represents almost one third of the Group’s staff, allows its
employees to take days off when they are ill or their child is ill without having to declare
these as absences. The Montreal site is therefore excluded from the scope because this
benefit does not enable monitoring.
- At some small subsidiaries, information is not provided by employees due to the size of
the teams, which does not require a management tool.