alliance for youth

ALLIANCE FOR YOUTH
PARTNERSHIP & COMMITMENT FOLLOW-UP
November 26th, 2015 / Paris
GROUP HR/EWC - INTERNAL
CONTENTS
2 | #ALLiance4YOUth I November 26th, 2015
1.
Update
P.03
2.
Accomplishments
P.07
3.
Current Activities
P.13
4.
Appendix
P.17
GROUP HR/EWC - INTERNAL
1
UPDATE
All4Youth achievements
1 year after the pledge (video)
4 | #ALLiance4YOUth I November 26th, 2015
Executive Summary – Status of the ALLiance4YOUth @ AXA
Partnering for employability:
 Public sector: AXA officialy pledged for the European Alliance for Apprenticeships in June 2015 (in
addition to the collective A4Y pledge); apprenticeships will be a key focus for AXA in the context of this
pledge.
 Non-profit organizations:
- Junior Achievement: Leaders for a Day held on October 14th & AXA is now partnering the
Entrepreneurial Skills Pass 2016 (supporting through funding and mentoring entrepreneurial skills
studies for 250 students).
- A4Y is now partnering with CSR Europe on the European Pact for Youth; November 16-17, 2015
“Entreprise 2020 Summit” held involving 500 participants and EU leaders, CEOs and social
entrepreneurs.
 Academia: Increased focus on educational partnerships, especially through the Readiness for Work
toolkit launched on November 6th at Surrey University in the UK.
 Partner companies: Examples of partnership activity in the pipeline include a December 9th
employability event with A4Y partner and Law Firm White & Case, as well as a South-North graduate
exchange between AXA and Nestle in 2016 (Spain-Switzerland)
AXA’s targets for providing oportunities:
 In 1,5 years we have increased significantly the quality of our reporting capability and have acheived
50% of our 5 year target of 20K opportunities offered to youth at AXA in Europe.
- 10, 007 work experiences/opportunities offered (traineeships / apprenticeships / fixed term
contracts / open-ended contracts), representing 50% of our overall 5 year target.
- 33% of the 10, 007 offers are traineeships or apprenticeships (while our 20K target is evenly split –
10K/10K).
 We estimate that for fixed term/ open ended contracts the 10K target will be reached by 2017;
recruitment for traineeships/apprenticeships will most likely be achieved in the established 5 year period.
 A4Y will now be extended by Nestle to the Americas, including Canada, USA and Latin America;
quantitative reporting for the Americas is now included in our process.
 Reporting of qualitative actions is done through the Community Investment Survey. The results will be
available in February 2016.
5 | #ALLiance4YOUth I November 26th, 2015
GROUP HR - INTERNAL
A4Y Partner Companies, including new partners
6 | #ALLiance4YOUth I November 26th, 2015
GROUP HR - INTERNAL
2
ACCOMPLISHMENTS
Opportunities for Youth 30 & under in Europe- Status @ Mid-Year 2015
ALLiance4YOUth @ AXA – January 2014 to June 2015
33%
1 297
APPRENTICESHIPS
of our 10K target
reached.
1 958
TRAINEESHIPS
68%
3 140
FIXED TERM
of our 10K target
reached.
3 612
OPEN-ENDED
Source: SDR 2014 / A4Y H1 2015 Data Collect
8 |
#ALLiance4YOUth I November 26th, 2015
GROUP HR - INTERNAL
Copyright ©2013 The Nielsen Company. Confidential and proprietary.
YOUTH SURVEY SUMMARY, SEPTEMBER 2014 2,007 respondents, aged 18‐29 from France, Germany, Italy, UK, Spain
69%
Society’s biggest perceived problems for the next 5‐10 yrs are general unemployment (23%) and youth unemployment (16%)… …of the unemployed feel their careers are being permanently impacted
54%
…of the employed still feel negatively impacted,
despite being employed
…but these are also seen as the problems that businesses can help with most
(29% and 25% respectively)
92%
… of young people believe there is a youth unemployment problem in Europe
2,007 respondents, aged 18‐29 from France, Germany, Italy, UK, Spain. Field work done in September 2014 Young people mainly blame governments for not resolving these issues (44%)… …but 48% said that collaborations
(between gov’t / businesses / schools & unis) hold the greatest opportunity to help
Unemployed feel they lack experience (44%), entry level roles (35%), readiness for work (34%); Appropriate partnerships and training will help combat this
9
Copyright ©2013 The Nielsen Company. Confidential and proprietary.
EMPLOYER SURVEY SUMMARY, MAY 2015 635 HR/managerial employees from 70 A4Y partner companies in 22 EU countries.
26%
…see Administration as a barrier to setting up Apprenticeship schemes
33% say that Internship schemes don’t last long enough and it takes too long to train (29%)
30% say lack of experience is a barrier to Apprenticeships, 31% for Internships
67%
… of employers would hire more Apprentices and Interns if more government funding was available …
(definitely would/probably would)
Survey carried out in March 2015
61%
… say the Alliance for YOUth has increased both collaboration
among stakeholders &
youth recruitment in their company
Employers agree that Apprenticeships (66%)
& Internships (58%) lead to permanent employment
52% say European Government should design programs with Businesses, and 45% feel this should happen with schools/universities
Employers agree that Youth work schemes feed their talent pipeline (61% Apprentices and 64% Interns)
10
1st session at the European Parliament – May 7th 2015
CONFIDENTIALITY LEVEL
2nd session at the European Parliament – June 2nd 2015
3
CURRENT ACTIVITIES
Launch of the Readiness for Work toolkit
How To Look for a Job
Taking Care of Your Digital Footprint
Securing an Interview
The Assessment Process
LinkedIn Workshop
 Kit provides insights and practical help to students on where to search for a job, how to

present themselves and increase their chances of securing a job.
The key idea behind it: to leverage our brands, experience and industry expertise to deliver a
consistent message to students about how best to approach their search for work.
• Aim of the event held on the 6th of November was to introduce the kit officially to all
Alliance for Youth partner companies and students & professors at the University of
Surrey. The kit is now available for all companies to use with local Universities throughout
Europe. It will be featured next by AXA France.
14 |
Partnering with Junior Achievement
ESP is the 1st standardized form of recognition of students’ entrepreneurial skills and competences on
international level
- Leaders for Day – AXA senior executives can
volunteer to be shadowed by a young student
during one day – 14 October 2015
Entrepreneurial Skills Pass:
Qualification program for youth
building entrepreneurship skills
- 1 year min-company
experience “Company
program”, final exam
- The only international
qualification to certify that a
young person has necessary
knowledge, skills and
competences to start a
business or to be successfully
employed
15 |
COP 21 & Youth
“SCENARIO 2015” A UNIQUE SURVEY TO BETTER UNDERSTAND THE INTERACTIONS BETWEEN
CLIMATE ISSUES, JOBS & SOCIAL INCLUSION FOR THE EUROPEAN YOUTH
16 |
4
APPENDIX
Glossary
Apprentices: Apprenticeship are those form of Initial Vocational Education and Training (IVET) that formally combine and alternate company based
training (periods of practical work experience at a workplace) with school-based education (periods of theoretical/ practical education followed in a
school or training center), and whose successful completion leads to nationally recognized IVET certification degrees. Apprentices work at AXA in the
time frame of their education (University, College, High School or other regular training). Alliance for YOUth includes apprentices aged 30 or less within
the company. Apprentices are considered as non-salaried workforce.

The duration of apprenticeships should be defined according to local educational schemes.

Only apprentices receiving remunerations and/or allowances must be counted. Apprentices who receive only payments in the form of meal
coupons or transport tickets should not be accounted here. (AXA policy maintains that all apprentices must receive some form of adequate
remuneration/allowance).
Trainees (are also called interns): Trainees work at AXA in the time frame of their education (University, College, High School or other regular training).
The common defining characteristics relating to traineeships are: (i) the general educational purpose; (ii) the practical element of learning; and (iii) the
temporary character of the traineeship. Alliance for YOUth includes trainees aged 30 or less within the company. Trainees are considered as nonsalaried workforce.

Only trainees receiving remunerations and/or allowances must be counted. Trainees who receive only payments in the form of meal coupons
or transport tickets should not be accounted here. (AXA policy maintains that all trainees must receive some form of adequate
remuneration/allowance).
Open-ended contracts: This includes permanent workforce aged 30 or less under open-ended employment contract with AXA, full-time or part-time. In
some countries (e.g. China) renewable contracts planned for a long period (several years) should be considered as open-ended contracts.
Fixed-term contracts: This includes temporary workforce aged 30 or less under fixed-term employment contract with AXA, full-time or part-time. They are
salaried employees of AXA but with a limited duration of employment.
Note: No entries due to mergers or acquisitions should be counted in recruitment indicators during the year of the merger or acquisition.
18 | A4Y Half-Year 2015
Confidential information and disclosure guidelines
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and ranked by rating agencies.
AXA associates must maintain the confidentiality and sensitivity of non-public and other confidential information entrusted to them by
AXA Group and must not disclose such information to any external person except when the disclosure is authorised by AXA.
This information shared by the Group HR Strategy, Metrics and Execution are confidential and for internal use only, and should be
treated accordingly. Under no circumstances should this information in any form whatsoever be communicated outside the AXA Group
without express approval of the Group HR Strategy, Metrics and Execution team.
This information should be treated as not public unless the information has been disclosed in an official press release. AXA Associates
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AXA Associates who have a “need to know” in connection with their employment duties or (2) persons outside AXA (such as attorneys,
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Compliance with these requirements is the responsibility of each individual AXA associate. If you have any questions concerning the
interpretation of these requirements or their application to a particular situation, you should contact the Group HR Strategy, Metrics and
Execution Team.
For more information please see the AXA Group Compliance and ethics Guidelines:
http://www.axa.com/lib/en/library/refdoc/compliance/557.aspx
19 | A4Y Half-Year 2015