Ethical conduct in relations with others

“We are an equal opportunity employer. No applicant or employee receives less favourable treatment because of gender, ethnic background, religion, beliefs, disability, age, sexual orientation or nationality. This is a moral obligation as well as a corporate priority. Each person must be treated like a dignified human being. We owe our success to the creativity of our people, enhanced by the tremendous diversity existing within the Group. We see diversity as a major asset.” (Bouygues group Human Resources Charter, drafted in 2008)


In France, policies pertaining to disability issues are well structured within the different entities of the Bouygues group, with officers in charge of implementation, and training for managers and HR personnel. Specific policies favour stable employment for the disabled, whose work schedules can be adjusted according to their needs.

All of Bouygues Construction’s French entities offer training programmes and distribute awareness literature, posters, etc. Bouygues Bâtiment Ile-de-France has set up an interactive on-line guide, accessible to all staff, that lists all of the sheltered workshops and inclusion programmes in the Paris region. The “Work for the disabled” week is another opportunity to mobilise the different entities. Features include an Intranet quiz, workshops, participation in specialised forums and the "one day, one job, one action” initiative.

At Bouygues Immobilier, the number of disabled employees has more than doubled in three years. A partnership with the ESTP, an elite civil engineering school, has enabled the financing of study grants for four disabled students, supplemented by tailored follow-up with a mentor from within the company. In 2013, Bouygues Immobilier’s branches began to offer contracts to disabled applicants trained by specialised establishments. The company also offers disabled staff ergonomic audits of workstations and time off for medical appointments or administrative formalities.

Colas launched various initiatives in 2013. These include the distribution of a guide on how to retain disabled employees, the display of posters and the distribution to staff in France of a booklet entitled Talking about your disability can help you stay on your career path. The Colas Nord-Picardie subsidiary has also experimented with the introduction of a system that aims to help disabled people find employment outside the group when a post cannot be found for them internally.

At TF1, priority is given to work/study training, given the shortage of candidates with the required qualifications. In order to promote its policy supporting employment for disabled people, TF1 takes part in numerous partnerships with charitable organisations and participates in targeted initiatives like Handichat and recruitment forums like CIDJ (the Youth training and documentation centre), which helped organise the first disability-themed video challenge competition called “Tous HanScène” with NGO Tremplin. During Disability week, a short video is broadcast on the Internet every day. The participation of TV personalities like
Harry Roselmack and Evelyne Dhéliat and members of senior management, including the Chairman and CEO, have enabled a sharp increase in public awareness.

In 2013, 98% of Bouygues Telecom’s disabled staff had permanent contracts. The company plays an active role in forums, recruitment fairs and other events dedicated to disability, and runs in-house training for managers and employees in general to dispel the myths surrounding disabilities. Various measures are reserved for disabled employees, including the adaptation of workstations and the office environment, specially adapted mobile phone plans and a transport assistance programme.


Each of the Bouygues group’s business areas have their own Diversity officer, all pursuing numerous initiatives designed to encourage diversity and equal opportunity based on the principles of gender equality and facilitating employment for the disabled and long-term unemployed. TF1 and Bouygues Telecom each have Diversity label status since December 2010 and June 2011 respectively.

All of Bouygues Construction’s entities are committed to promoting diversity. Thus, in 2013, Bouygues Bâtiment International joined several of the group’s French regional companies in signing the Diversity charter, thereby strengthening the initiatives already implemented in the framework of its Diversity label. Awareness surrounding diversity issues is growing:

Bouygues Construction University has organised training programmes on equal opportunities, and Bouygues Bâtiment International has launched Success in diversity. Communication tools have also been put in place by other subsidiaries.

The TF1 Group was audited by Afnor at end-2012, two years after obtaining the Diversity label. The resulting report, published in 2013, highlighted the dynamism and efficiency of the group’s efforts based on carefully-chosen initiatives encouraging diversity and equal opportunity. The long-term commitment of the TF1 Foundation was underlined in 2013, when the company welcomed its 6th intake of young people from underprivileged neighbourhoods (a group of 13).

In July 2013, Bouygues Telecom retained its Diversity label status after an audit carried out by Afnor. In order to pursue its diversity objectives, Bouygues Telecom works in tandem with a number of charitable organisations, including IMS-Entreprendre pour la Cité, the Association of French Diversity Managers (AFMD) and l’Observatoire de la parentalité en entreprise (OPE).

Equal opportunity

The promotion of diversity and gender equality are objectives shared by all subsidiaries of the Bouygues Group. In a French construction sector that has always contained more men than women, the challenge for Bouygues Construction and Colas is to enhance their appeal to female job candidates. Both companies have ongoing promotional campaigns in universities and schools. On a more general level, all companies within the Group have assessed the position of women in their management structures and have taken steps to improve it.

Bouygues Construction has stepped up its own efforts: the Ambition diversity guide has been published, the women’s WeLink network is now officially launched (450 members at end-2013), a new Diversity 2013-2014 action plan will tackle, amongst other issues, the issues of recruitment, support for women in senior management, an ambitious communication strategy and a training module in the form of a roadshow for the HR departments. Other training programmes are also being launched: Together at Bouygues Bâtiment International, integration of awareness-raising modules within the Ulysse and Marco Polo management training programmes, along with various events and workshops in several entities.

Over the last four years, Bouygues Immobilier has increased the number of women in management positions by more than 20%. Particular attention is paid to the recruitment of young female graduates to the most representative activities, like the core Programmes activity, comprised of 47% women.

Colas has modified its job application management system to ensure that the percentage of female job applicants received on the recruitment portal can be monitored. At the international level, a number of the subsidiaries are taking initiatives in this area. For example, the US subsidiary Delta supports the international organisation Zonta, which aims to strengthen the legal, political and economic situation of women worldwide.

TF1 is ranked 31st in the study commissioned by the French Ministry for Women’s Rights and carried out by the international governance watchdog Ethics & Boards on the proportion of women in management positions within SBF 120 companies. The TF1 Group also participated in the Women's forum in Deauville, where the TV channel’s journalists trained female managers to respond to the press.

Bouygues Telecom has launched a programme in favour of gender equality in the workplace with two major objectives: greater diversity in the upper echelons of management and in technical departments. Within the framework of the "Women and management" programme, the third mentoring scheme was launched in 2013 for more than 30 female managers, to which were added, for the first time, five women from the Cisco and TF1 Groups.

(Updated: January 2016)

Diversity in the spotlight - TF1

In mid-December 2010, TF1 became the first ever media company in France to be awarded the Diversity label. This label, awarded by French standards agency Afnor Certification for a period of three years, recognises the procedures implemented by TF1 to prevent discrimination and promote gender…


Gender equality

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employees in 3 years