The Group asked nine employees from its five business segments to tell us more about their experiences at Bouygues. Mobility, training, early career development or disability, find out about the measures put in place by the Bouygues group’s business segments to help all employees progress.
Mobility
The Group encourages career progression among its employees, placing a special emphasis on internal job mobility. Nearly 2,000 internal job vacancies are continuously on offer via a dedicated intranet site.
Mobility is the desire to change sectors, the desire to change jobs, the desire to change both at the same time.
Technical manager at Bouygues Immobilier
Training and development
The Group’s women’s mentoring programme is a driver of its gender balance action plan. This successful programme brings together two-person teams of women from different business segments who are tasked with imparting the company culture and enhancing the visibility of talented women.
My mentor and I met about once a month in a climate of trust, transparency and goodwill.
Head of “Design Lab” R&D unit at Bouygues Construction
Internship and work/study placements
Forging closer relations is at the heart of our graduate recruitment actions via the strong presence of our HR and operational teams at forums, challenges and hackathons, and through our sponsorship of student intakes….as a away of showcasing our business segments and career opportunities within the Group to the younger generations.
My end-of-study internship led to a Graduate Program job at Colas. It’s a gradual integration into working life.
Site supervisor at Colas
A responsible company
The Group is very active in giving people with disabilities a more prominent role in the workplace and, more generally, across society as a whole.
Contrary to certain prejudices, disability is not a barrier to a career. TF1 gave me the opportunity to join its training department after my disability was diagnosed.
Disability task force officer at TF1
