“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)
A structured disability policy is firmly established in all the Bouygues group’s business areas in France, including disability officers to coordinate actions and training for human resources managers and staff. Specific policies exist to help retain disabled employees and adapt working hours to their needs.
Training, along with awareness-raising brochures, is available across Bouygues Construction entities in France. Bouygues Bâtiment Ile-de-France placed online, at everyone’s disposal, an interactive guide providing a list of sheltered workshops and disability-friendly companies in the Paris region. Disabled persons’ employment week also provided an opportunity to solicit involvement from the various entities, including an intranet-based quiz, workshops, participation in specialist forums and an initiative focusing on a specific occupation for a day.
At Bouygues Immobilier, the proportion of disabled employees has risen more than two-fold in the space of three years. A partnership with the ESTP, an elite civil engineering school, led to the funding of grants for four disabled students, combined with personal tutoring by an employee offering this service on a volunteer basis. In 2013, Bouygues Immobilier introduced contracts, aimed at specialist institutions, for the provision of disabled workers within its branches. The company offers disabled employees ergonomic audits of workstations and time off for medical appointments or administrative formalities.
The initiatives carried out in 2013 by Colas: distribution of a guide on employing disabled people, along with posters and a handbook entitled “Talking about your disability can help you stay on your career path”. The subsidiary Colas Nord-Picardie tested a new arrangement for facilitating the outplacement of disabled employees unable to find a new job position internally.
At TF1, the shortage of candidates for skilled positions makes work/study contracts the priority channel. To publicise its policy for employing disabled people, TF1 maintains partnerships with many charities and takes part in targeted initiatives such as Handichat and recruitment forums such as the fair run by CIDJ (the information and documentation centre for young people). TF1 raises awareness among target educational establishments, contributing to the first Disability video challenge entitled Tous HanScène, organised by the charity Tremplin. Every day during disability week, a small comedy sketch was broadcast over the intranet. Involvement by well-known channel stars, such as Harry Roselmack and Evelyne Dhéliat, along with senior executives (including the Chairman & CEO) helped raise awareness of issues considerably.
More than 98% of disabled employees at Bouygues Telecom were on permanent contracts in 2013. The company takes part actively in meetings, forums and job fairs aimed at the disabled and runs in-house training for managers and employees in general to raise awareness and dispel the myths surrounding disabilities. Finally, various measures are reserved for disabled employees, including the adaptation of workstations and the office environment, specially-adapted mobile phones and a transport assistance programme.
Bouygues business areas have a diversity officer and continue pursuing many initiatives to encourage diversity and equal opportunity, with a particular focus on gender equality, disability and integration. TF1 and Bouygues Telecom have held the Diversity label since December 2010 and June 2011 respectively.
All entities within Bouygues Construction are committed to promoting diversity. As such, in 2013, Bouygues Bâtiment International joined the ranks of several other regional companies in France that are part of the Group as a signatory of the Diversity Charter, substantiating the efforts it has begun within the scope of its Diversity label. Increased awareness of diversity issues was fostered, including an equal opportunities training module at Bouygues Construction University and “Success in Diversity” training within Bouygues Bâtiment International. Specific communication tools were also made available within several entities.
In late 2012, TF1 was audited by Afnor, two years after it was awarded the Diversity label. The report published in 2013 underscored the momentum and the effectiveness of policy arising from the appropriateness of initiatives on diversity and equal opportunities. With a commitment to the long term, the TF1 corporate foundation received its sixth yearly intake of young people from underprivileged backgrounds (13 in 2013).
In July 2013, Bouygues Telecom retained its Diversity label following an interim audit carried out by Afnor. To make progress in terms of diversity, Bouygues Telecom has teamed up with several NGOs such as IMS-Entreprendre pour la Cité, the AFMD and l’Observatoire de la parentalité en entreprise (the working parents observatory).
The promotion of diversity and equal treatment of men and women are goals shared by all Bouygues group subsidiaries. As construction has always been a predominantly male industry in France, the challenge for Bouygues Construction and Colas is to make themselves more attractive to female job applicants. They are carrying out communication campaigns in universities and schools. More broadly speaking, all Group companies have conducted an audit of the proportion of women in managerial positions and are taking steps to improve the situation.
Bouygues Construction bolstered its initiatives. It published a handbook entitled Ambition Mixité, officially launched the WeLink women’s network (which had 450 members at the end of 2013) and set out a new Diversity plan for 2013-2014, which tackles issues such as recruitment. Additionally, it monitors female employees in top-management jobs, comprises an ambitious communication strategy and offers a training module in the form of a roadshow for HR personnel. Training initiatives were expanded, including Together at Bouygues Bâtiment International and the inclusion of awareness-raising modules within Ulysse and Marco Polo management
courses. Seminars and workshops were held across several entities
For four years, Bouygues Immobilier has increased the proportion of women holding experienced managerial positions by over 20%. The recruitment of female graduates in the most representative lines of business (within programmes, the company’s core.
activity, comprising 47% women) is specifically monitored.
Colas amended its system for managing job applications so that the percentage of female job applicants received through the recruitment portal can be traced. International subsidiaries are also rallying efforts around this issue. For example, Delta (a US subsidiary) supports Zonta, an NGO aiming to improve the legal, political and economic status of women worldwide.
TF1 was ranked 31st in a survey of SBF 120 companies, commissioned by the French Ministry for Women from Ethics & Boards, on the issue of increased female representation in executive bodies. TF1 took part in the Women’s Forum in Deauville, at which journalists from the main channel trained female executives in techniques for answering the press.
Bouygues Telecom runs a gender equality programme, which has two main objectives: to ensure greater diversity both in technical jobs and at the highest levels of management. The third intake of mentoring candidates for the Women and Management programme took place in 2013. This concerned more than 30 female employees from Bouygues Telecom, who were joined for the first time by five female managers from Cisco and TF1 groups.
(Updated: January 2016)
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