Key principles guiding our day-to-day human resources policy include individualised career paths, training and diversity. Through their talent, their diversity and their commitment, we want our employees to be the leading players in our ambition to shape a better life.
We are always on the look-out for new talents. Our priorities are taking care of their development and their well-being, and ensuring that they can work in an open environment.
BECAUSE EACH CAREER PATH IS UNIQUE
Whatever their profession, whatever their level within our structures, we believe that training is a key driver in the development of our people. We pay careful attention to every individual’s needs to help them develop their potential. Everyone’s career path is treated in an individualised way, which opens up a maximum of opportunities for career development within the Group.
PROVIDING EQUAL OPPORTUNITIES AND AN OPENNESS TO DIVERSITY
We are committed to developing the skills of each one of our employees with the greatest possible respect for equal opportunities. We seek to build a pluralistic, open and unified company in which talents and differences are a strength, reflecting the countries in which we are working.
GENDER DIVERSITY BOOSTS PERFORMANCE
The Group considers that the presence of a significant number of women in its workforce is a source of strength: gender diversity within its teams is a factor in improving performance, and it contributes to attracting, retaining and promoting people with talent.
GENDER EQUALITY INDEX
Each year, companies are invited to measure their performance in terms of professional equality and publish their "Gender Equality Index" result on their website.
This index consists of five indicators covering:
1. Pay gaps between men and women
2. Proportions of men and women who have received pay increases
3. Proportions of men and women who have been promoted
4. The percentage of women who have received pay increases after their return from maternity leave
5. The number of men and women who receive the 10 highest remunerations in the company
For 2020, our company achieved a score of 85 out of 100.
We remain determined to improve on this score, in particular by focusing our actions on the issue of occupational gender diversity and the access of women to the highest levels of responsibility, and consequently of remuneration, in our companies.
We have always been convinced that gender diversity is a powerful lever for performance and attractiveness.
It is our responsibility to continue to promote the building trades among women, in particular in schools, to help our women members of staff thrive within the Group and thereby enable them to pave ambitious occupational career paths.