Facilitating the recruitment of people unable to find employment
Our projects boost local employment and provide multiple job opportunities for low-skilled jobseekers and those struggling to find work. The contracts that we are awarded frequently include clauses requiring a specific number of work hours for unemployed individuals. In many cases, though, we go well beyond our contractual commitments and regulatory requirements. For example, people in access-to-work programmes completed 100,503 hours on the Ariane 6 project, well in excess of the 61,880 hours required under the regulations.
Hiring people with disabilities
We actively provide access-to-work opportunities for people with disabilities by raising awareness, recruiting them and protecting their jobs. For example, APRR is trialling a special escape game based on the theme of hidden disabilities. In this immersive role-play game, players have to destroy a virus to save the world, while dealing with a number of hidden disabilities. It helps participants understand these impairments better and accommodate them in real life.
Fostering greater gender balance
It’s true to say that construction is still a largely male sector. We are taking various measures to open up our business lines to women, which include increasing the number of women in operational management roles and achieving parity in training, remuneration and promotion. These measures have proved effective. Most companies had to publish an index measuring gender balance via five indicators on 1 March 2019. APRR scored 89 out of 100, with Eiffage Énergie Systèmes not far behind with its score of 85.
APRR and AREA awarded the AFNOR diversity label
APRR and AREA have also set up an initiative to promote diversity and equal opportunities. The aim is to effectively integrate these considerations into our organisation’s daily life by creating training modules for all employees. In 2016, AFNOR awarded APRR and AREA with its Diversity Label as recognition of the initiative. The follow-up audit in 2018 highlighted the tangible progress to improve diversity made by both these companies.
of the Group’s employees in France were women in 2018
students on work-study programmes in the Group in France