2023-11-06 15:05:49
The employment situation at Orange Innovation in France is worrying: the permanent workforce has been declining since the start of the mandate in 2019, and this decline has accelerated with the entry into TPS 2022. The number of external recruitments is very low does not compensate for this decrease: 17 in 2021, 10 in 2022, 12 in the first half of 2023.
On the other hand, the workforce outside France increased in 2022 vs. 2021, then is it a question of job transfers outside France, to countries with lower prices in terms of labor costs and social rights, such as Romania, Morocco or, to name only some of them? India? More and more projects, or activities are transferred outside France.
Despite our requests, we have not obtained from Management the equivalent permanent staff numbers by mid-2023.
On the other hand, our requests made it possible to obtain the distribution of permanent jobs by site, as well as that of TPS entries, as of June 30, 2023.
We ask what is the Innovation strategy and what is the future of Innovation employees in France?
We question the Management on the policy of maintaining small sites in the provinces, or in the Paris region, as well as on the future of both small and large sites in terms of the sustainability of Innovation activities. Indeed, on many sites, Management pursues a policy of real estate pooling with grouping of activities from other divisions or subsidiaries outside of Innovation and concentration in flex-office, this policy is guided by pure financial optimization.
Table of permanent and TPS workforce by site with projection integrating TPS at the end of 2027
You have the table below on the workforce by site with a projection including TPS in June 2023 and a ratio compared with 2021.
Thus with the permanent workforce per site as well as those in TPS per site, the following table has been produced by highlighting the projection of the workforce (by January 1, 2028 at the latest) integrating the TPS in June 2023 to the exclusion of any other cause of departure (mobility, transfers, retirement without GST, resignations, contractual terminations).
Then different ratios are calculated:
Ratio 1 permanent permanent contract June 2023 vs. December 2021 Ratio 2 permanent permanent contract June 2023 including TPS in June 2023 vs. workforce June 2023 Ratio 3 permanent workforce June 2023 including TPS in June 2023 vs. workforce December 2021
Ratio 1 reflects a drop in permanent staff of -7.9%, ratio 2 of -15% and ratio 3 of -22.1%.
Ratio 3 reflects the -20.4% drop in workforce in the Paris region from 1,680 at the end of 2021 to 1,337, including the Châtillon site with 1,213 integrating the projection of TPS June 2023 compared to 1,501 at the end of 2021.
In Montigny/Guyancourt, there is a drop of 30% with this ratio 3, from 153 at the end of 2021 to 107 permanent contracts in projection including TPS at the end of 2027.
In the province (other regions), we note a 22.2% drop in numbers with ratio 3: from 2,389 at the end of 2021 to 1,858 in projection.
The West region is targeted by staff reductions.
In Lannion, ratio 3 gives a decrease of -20.3%, with the increase from 787 permanent contracts at the end of 2021 to 627 in projection.
On Cesson, ratio 3 establishes a decrease of -15.7% with the passage from 714 CDI to 602 in projection.
In Caen, ratio 3 establishes a drop of -31.4% with the passage from 204 permanent contracts to 140 in projection.
The south-eastern region appears particularly affected by these declines with:
On Meylan, -27.2%, increase from 217 permanent contracts at the end of 2021 to 158 projected, On Biot, -39%, increase from 77 permanent contracts at the end of 2021 to 45 projected, On Marseille, -40%, increase from 50 Permanent contract at the end of 2021 at 30 in projection
Finally, the southwest region is not left out with declines:
In Blagnac, -20.6%, increase from 180 permanent contracts at the end of 2021 to 143 in projection, In Pessac-Eysines, -27.9%, increase from 61 permanent contracts at the end of 2021 to 44 in projection,
This article is the result of the work of the Employment Training and Professional Equality Commission in which Sophie Nachman actively participates.
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