FRANCE – The Group’s Olympic and Paralympic athletes took centre stage at the Group Management meeting of November 2024, which brought together Bouygues’ top 400 managers. They enjoy support and flexible working arrangements so that they can manage their sporting careers at the same time.
> Before the end of 2025, Bouygues expects to conclude a European framework agreement for experienced workers, with a particular focus on end-of-career planning and management.
Growing our workforce, building on our strengths
In 2024, Bouygues welcomed 50,100 new hires worldwide, of which 13,400 in France (27% of new hires). In response to labour-market tensions in many of its geographies, Bouygues has set up the “Recruiters’ Club” to inject fresh momentum into its hiring processes. Launched in France and worldwide in 2024, this in-house community serves as a forum for around 150 in-house experts to pool their efforts and insights.
The initiative has also enhanced the onboarding experience for new hires, giving them a stronger sense of the Group’s values and principles.
> For its Group and business segment induction days – held on-site or on-line – Bouygues has producedWhat makes us one, a series of seven videos available in six languages that have been screened in 15 countries. The series offers a glimpse into the Group’s strategy, the fundamentals of its culture and the diversity of its businesses, nurtures a sense of pride in belonging, and gives new hires a chance to learn about the work of Bouygues’ different business segments.
Making talent development a priority
The Group is also determined to do more to support high-flyers within its own workforce. To this end, it plans to:
- intensify in-house efforts to identify current and future leaders, both men and women, including outside France;
- help these individuals develop their talents by setting them on career paths that can evolve and grow and that create value;
- boost collaboration between its business segments to harness its full potential in terms of diversity and experience.
> Bouygues has rolled out “Opportunity to Connect”, a networking programme that aims to shine a spotlight on high-flyers, boost in-house networks and ramp up synergies between the Group’s business segments.
Boosting appeal and career development through internal job mobility
In 2024, Bouygues selected a global, artificial intelligence-powered platform to facilitate its talent identification and skills development efforts. Going forward, this new system will streamline hiring processes and fast-track internal job mobility between the Group’s six business segments, with support from all HR teams.
As well as embracing this new technology, the Group will roll out a new Internal Job Mobility and Recruitment Charter, which will guide how it promotes internal mobility and advertises job vacancies, in France and worldwide. The ultimate aim is to offer employees an internal job market that is as dynamic as its provision for external applicants.
> In 2024, the Group actively encouraged Bouygues Immobilier employees to explore internal job mobility opportunities amid extremely challenging conditions in the French property market. Thanks to these efforts, 100 staff at Bouygues Immobilier obtained a post in a different Group business segment, equivalent to around 7% of its workforce at end-2023.
Developing employees’ skills
On average, each trained employee at Bouygues completes 19.8 hours of training per year. This figure testifies to the Group’s sustained investment in training as a way to help its people grow and to facilitate mobility between different roles and/or regions.
In 2024, Bouygues ramped up its training provision, with a particular focus on compliance, imparting values, and the principles that govern the Group’s management practices and business conduct.
> The Group runs “Discovery”, an international seminar for managers who are currently taking part, or have previously taken part, in the IMBe “Perspective” programme. It aims to boost awareness of the Group’s local business operations and challenges, and to help participants identify new approaches to sustainable development, management and other subjects. A total of 112 managers attended this seminar in 2024.
- Such as discrimination on the basis of age, sex, social and cultural origin, sexual orientation and disability. See Human Rights policy, commitment no. 7 “Inclusion, preventing discrimination and harassment”, available bouygues.com.
- Department heads or higher, Global scope, excluding Equans.
- General management committees or executive committees of the Group’s business segments, excluding business segment CEOs, excluding Equans.
- The BYCare employee benefits programme covers all Group employees outside France. It includes all-causes death coverage and work-related death coverage.
- The Bouygues Management Institute
Publication of our Human Rights Policy
At the beginning of 2025, Bouygues published its Human Rights policy, which is the culmination of a collaborative process involving the six business segments and outside experts launched in 2023. It outlines the Group’s stance on the protection of human rights and establishes a common core of 12 commitments. See p. 33 for more.
Learn more
- Putting people at the heart of our Group, p.10-11
- Human Rights policy and 2024 Universal Registration Document, Chapter 3 “Sustainability Statement”