Quelle place pour la mobilisation des salariés dans les rapports développement durable du CAC 40 ?
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Quelle place pour la mobilisation des salariés dans les rapports développement durable du CAC 40 ?


© Novethic  - Quelle place pour la mobilisation des salariés dans les rapports développement durable du CAC 40 ?


Depuis l’entrée en vigueur de l’article 116 de la loi NRE, en 2002, les grandes entreprises cotées ont organisé leur reporting sur le développement durable.
Il prend souvent la forme d’un rapport dédié, de qualité, volume et forme variable mais, dans tous les cas, les informations qui y figurent sont encore loin d’être standardisées soit selon les grands enjeux auxquels chaque secteur est confronté soit selon les thématiques (climat, diversité…).

Enfin, une même entreprise choisit rarement de traiter de façon identique les mêmes sujets d’un exercice à l’autre. Cette hétérogénéité ne facilite pas la tâche des parties prenantes désireuses d’évaluer les politiques de développement durable d’entreprises et leur progression, en termes
de périmètre et d’appropriation.

Pour cette raison, "Novethic et des Enjeux et des hommes" ont choisi d’étudier, pour la seconde fois, un même sujet : la place que les entreprises accordent à la mobilisation des salariés autour de la RSE
(Responsabilité Sociale d’Entreprise) dans leurs rapports développement
durable, sur un même périmètre : le CAC 40.

Cette étude concerne les rapports, publiés en 2008, sur l’exercice 2007. Ils ont donc été réalisés avant que la crise économique et financière prenne une vigueur exceptionnelle. Celle ci a renforcé la montée en puissance de certains enjeux environnementaux et sociaux qui peuvent conduire des secteurs entiers à repenser leurs modèles, à l’image des constructeurs
automobile.

Dans ce contexte, il est bien entendu intéressant de voir comment les grands groupes appartenant au CAC 40 ont construit l’information contenue dans leurs rapports développement durable sur le déploiement de leurs stratégies RSE par tout ou partie de leur personnel. Le développement durable est un formidable levier d’innovation, de différenciation et d’anticipation, ce que semblent avoir intégré de nombreux dirigeants dans leurs discours.

« La révolution verte est une opportunité sans précédent », Xavier Huillard, Vinci dans la Tribune du 27/10/08 ;
« Le Grenelle, une arme anticrise », Jean-Louis Borloo dans les Echos et le Figaro du 09/10/08…
Or pour « sortir du rouge par le vert », toute l’organisation doit être mobilisée, au-delà des seules équipes de direction.

La mise en place d’une politique RSE impacte la stratégie, les politiques et les processus. Elle concerne aussi et surtout l’organisation, le management et les équipes. Elle ne peut devenir concrète qu’intégrée par les hommes et les femmes de l’entreprise qui doivent en comprendre le sens, mesurer leurs contributions et modifier leurs pratiques professionnelles.

Cette étude ne prétend pas rendre compte de toutes les démarches réellement mises en œuvre en interne, mais plutôt de l’importance que les entreprises donnent à cette dimension au point de la mettre en exergue dans un rapport qui détaille leurs engagements et leurs réalisations de l’année.

Quelle place pour la mobilisation des salariés dans les rapports développement durable du CAC 40 ?

PRÉAMBULE :

Elle veut contribuer à montrer la nécessité d’impliquer les salariés dans le déploiement des stratégies RSE pour obtenir de vrais changements dans les organisations. C’est la condition nécessaire pour intégrer aux décisions des critères sociaux et environnementaux globaux ainsi que les impacts de long terme. Ce qui est indispensable à la mise en place du développement
durable.

Ce sujet prend de l’importance depuis 18 mois comme en témoigne un faisceau d’indicateurs :
Prises de parole des partenaires sociaux sur le sujet ;
Demandes de salariés de formations au développement durable dans le cadre du DIF (Droit Individuel à la Formation) ;
Tables rondes dans les principaux colloques consacrés à la RSE en 2008 (Federe les Echos, Produrable, Universités d’été de la communication et du développement durable, Ateliers de la Terre) ;
Comité opérationnel n°34 du Grenelle de l’environnement intitulé : « information, formation, sensibilisation des publics » ;
Etudes de l’ANDRH (Association Nationale des Directeurs de Ressources Humaines) ;
Articles dans la presse économique (Les Echos, La Tribune).

Les rapports reflètent-ils la montée en puissance de cet intérêt des parties prenantes pour un sujet émergent ?

novethic.fr : pour en savoir plus....

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