Job Creation in France Methodology

1 - Universe

The analysis covers listed companies in France with a market capitalisation of more than EUR 100 million and more than 250 employees. As at 31 December 2020, 280 companies in France met these criteria. They represent 96% of the market capitalisation of Euronext Paris. The period analysed runs from 31/12/2017 to 31/12/2020.

Size of the companies analysed

+ 10

million in market capitalisation

+ 200

full-time employees

Méthodologie Univers Emploi
Méthodologie Collecte de Données Emploi

2 - Data collection

In order to obtain the most reliable and usable information possible, HUMPACT collects and integrates data from different sources.

Lecture des documents universels

Universal registration documents

Questionnaires Humpact

Surveys

Lecture des documents universels

Various online sources

3 - Humpact Score

The Humpact Score is based on the Best-in-Universe approach: all companies are compared with each other, regardless of their sector, and are given a performance score out of 100. The score is then translated into a simplified rating from 1 to 5 stars.

1/5
5/5

To date, 60 annual quantitative indicators have been constructed from the data collected and 90 qualitative criteria identified. They are successively grouped by category and by weighting group. These groups correspond to the main indicators of Humpact’s raison d’être.

According to the rule of equal weighting of groups and categories within groups, the calculation coefficients are the following:

Indicator Category Weighting
Job creation or destruction in France
Job creation
33%
Impact by employment verticals
Job creation for young people
11,1%
Job creation for people with disabilities
11,1%
Job creation for seniors
11,1%
Quality of HR policies
Gender parity
8,3%
Job quality
8,3%
Value sharing
8,3%
Transparency
8,3%
Bonus: Social contribution
SDGs
5%
Diversity
2,5%
Responsible purchasing
2,5%
Score Humpact
Types d'indicateur Emploi Humpact

4 - Types of indicators

Quantitative indicators

The main method of awarding points is by percentile ranking. For each indicator, companies are given a value between 0 and 1 (its percentile rank) reflecting its position relative to other companies (1 being the highest ranked company among all companies):

Humpact Calcul attribution des points

Qualitative indicators

The qualitative indicators correspond to the evaluation of the social policies of the companies according to the following 9 indicators:

  • Occupational risk prevention, occupational health and safety management and well-being
  • Training and skills development
  • Promotion of gender equality in the workplace
  • Professional inclusion of people with disabilities
  • Retention and return to employment of older people
  • Inclusion of young people, apprenticeship
  • Diversity, anti-discrimination and inclusion of people excluded from labour market
  • Value sharing with employees
  • Responsible purchasing policy

For each social policy, Humpact has determined between 6 and 11 actions that companies can implement. Each action is identified in the universal documents or after interviews with the companies. Each social policy category is scored out of 20.

5 - Additional restatements

Mergers, acquisitions & disposals

The Humpact score measures the net job creation by companies. Changes in the number of employees due to acquisitions, disposals or mergers are not taken into account.

To do this, Humpact analysts reprocess the data of companies that have carried out these operations to neutralise their impact on the score. The corrective information comes from universal registration documents, specialised websites and surveys sent directly to companies.

Controversies & redundancy plans

Humpact monitors social controversies and redundancy plans. Humpact distinguishes the two terms according to the following definitions:

  • Redundancy plan: An action plan to dismiss employees announced by the management of a company.
  • Social controversy: alert on a social issue except from redundancy plans.
    Example: strike, harassment etc…

Redundancy plans are assessed according to the following criteria:

  • level of progress of the plan
  • social context
  • time-frame of the plan
  • dialogue with trade unions
  • level of effort and importance of human capital for society

Controversies are assessed on a case-by-case basis by the analyst and are distinguished according to 2 levels:

  • minor
  • major.
Retraitements données