Numerous actions to raise awareness of disability have been taken, including HandiTour roadshows to raise awareness of disability on worksites, including interactive workshops and meetings with disabled people, at Pertuy, DV Construction, Quille, GFC and Norpac. An annual Jobs Week for the disabled provides an opportunity for all entities to take part in a wide range of events.

In December 2010, Bouygues Immobilier obtained official approval from Dirrecte² for an agreement with all its social partners promoting the integration and ongoing employment of disabled workers.

Bouygues Telecom's Disability Taskforce implemented a second agreement on the integration and ongoing employment of disabled workers. Various media including the press, the internet, Handichat (web TV) and forums were used to get across the company's message of recruiting disabled people for all positions. Training and information initiatives helped to continue raising awareness in-house.

TF1 exceeded its targets for the recruitment of disabled workers and for sales with the adapted and protected sectors set in the 2008/2010 three-year agreement. The agreement is being renewed.
TF1 is also a partner of Défi Intégration, a sailing boat with a mixed able-bodied and disabled crew that covered the 17,000 kilometres from Lorient to Mauritius in 68 days.

Numerous initiatives have continued in France and abroad:

disabled employees were taken on at subsidiaries including Colas Île-de-France Normandie, Smac, Screg, Colas Morocco and Colas New Caledonia;

six young disabled people were trained as road and utility service workers by Colas Île-de-France Normandie;

three establishments were upgraded to make them accessible to people with reduced mobility;

workstations were adapted for workers with chronic illnesses or who have suffered accidents.

¹ A fund to promote the employment of disabled people

² Regional Directorate for Business, Competition, Consumer Affairs, Work and Employment

All Bouygues Construction entities have concluded older worker agreements, older workers, preparation and support for the latter stages of their careers, skill reviews, work experience accreditation and more frequent medical check-ups.

Under its older worker agreement, TF1 offers those aged over 55 workshops led by an outside partner that provide a forum for structured discussion about their professional and personal future.

Colas has put the emphasis on mentoring to favour the transmission of know-how. At Spac, for example, experienced employees are encouraged, before they retire, to train young people in the operational side of the business. Subsidiaries have hired several dozen older workers.
 

In September 2010, Bouygues Immobilier and labour representatives concluded an agreement on gender equality in the workplace. The main aims of the agreement are to anticipate and cushion the impact of maternity leave on women's careers and not to discourage women from having children. Particular attention is also paid to women's access to managerial jobs and positions of responsibility.

During the first half of 2010, Colas carried out a study of its French subsidiaries in order to find out more about women's careers in its lines of business over the previous five years. On the basis of findings, statistics and feedback, proposals were put to senior management to make the company a more attractive place for women to work (relations with schools, websites, etc.) and to facilitate promotion within the company (working hours, childcare, pay, etc.) on the basis of skills.

(Updated: June 2011)