ENGIE has built its human resources policy around the core elements of open dialogue, continuous improvement and sharing best practices. The Group pursues these goals in its efforts to recruit, develop and retain employees. And to create working environments that encourage diversity, wellbeing and social interaction, ENGIE implements a broad range of social responsibility initiatives.
RECRUIT AND RETAIN EMPLOYEES
The ENGIE HR ambition reflects its commitments : to enhance and develop the human capital of the Group in all its diversity by implementing an open and innovative human resources policy that creates value for everyone in the company and all its customers.
This ambition is evident in the Group’s managerial culture, its employees’ crucial involvement in its financial results and long-term strategic objectives, and the development of a high-quality dialogue within the Group.
The overarching ENGIE human resources and social responsibility policy is structured into 4 priority action areas :
To make team diversity an effective reality, the Group monitors all its entities to ensure full compliance with the principle of equal opportunity in access to jobs. The Group was awarded the French Diversity Label in 2012, which was extended in 2014 to cover all its companies in France and then extended until 2022. This accreditation recognizes the ENGIE commitment to combating all forms of discrimination when hiring, training and promoting employees, with particular emphasis on:
- gender balance and equality of opportunity in the workplace : ENGIE has set gender balance targets, including one designed to ensure that women account for 50% of its managers by 2030. The Group implements initiatives to attract the most talented men and women, to attract more women to its career options, to promote these options to women, and to promote equality of opportunity when hiring.
- disability: flagship initiatives and quantified targets are implemented and set to promote the recruitment and professional training of disabled people. In France, the Group's objective is to employ 6% disabled workers (compared with 4.2% in 2020), but also to have 3% disabled apprentices among its young work-study students (compared with 1.5% in 2020), in fact, more than half of these contracts result in hiring.
- intergenerational diversity: convinced of the benefits to be gained from interaction between generations, the Group relies on this form of diversity as the basis for skills and knowledge transfer (encouraging seniors to train younger people, reverse mentoring, and work/study training initiatives).
- LGBTQ+ inclusion: ENGIE upholds that no employee is to be discriminated against due to their sexual orientation or gender identity throughout their employment. Everywhere around the world, each individual should be free to be themselves and feel accepted for their uniqueness. An action plan has been implemented around different main areas: employee awareness-raising and communication, training of HR and managers, respect of family rights, commitment of ENGIE’s client companies, development of the network and promotion of the LGBT+ community within ENGIE.
- religious diversity: ENGIE is also committed to the principle that no applicant or employee should be treated in any way unfavorably as a result of his or her religious beliefs.
Inclusion in the world of work
ENGIE helps unemployed people to find jobs, and supports them through the initial stages of employment. Thanks to its special links with social stakeholders, such as local authorities and the voluntary sector, the Group leads innovative social initiatives to bring people from vulnerable groups of society, and particularly the youngest among them, into the world of work. The Group implements and runs employment promotion projects based on sponsorship (a network of sponsors was formed in 2011), sport, work/study training and business setup support.
Quality of life in the workplace
The quality of life in the workplace is a determining factor in the personal development and professional commitment of employees. Firm in the belief that everyone has individual talents to contribute, employee personal development is key to Group performance and growth.
So the ENGIE policy is designed to help employees develop their skills as the basis for career progression and self-fulfillment within the Group (development and commitment, mobility promotion, personal development, etc.). Its action on wellbeing in the workplace also promotes a healthy work/life balance through services such as childcare places, extended parental leave in pilot units and a support package for carers.
Social relationships and solidarity initiatives
ENGIE works through partnerships to support socially beneficial solidarity initiatives, with particular emphasis on fighting social exclusion, facilitating employment, bringing people into the world of work, gender diversity and business setup support via the ENGIE Fondation Agir Pour l’Emploi (FAPE) action on jobs corporate foundation. ENGIE FAPE grants subsidies to non-profits, companies, foundations and organizations working to combat workplace exclusion.
The Group also encourages its employees to express their social commitment as volunteers by facilitating access to socially supportive initiatives in conjunction with its partners (supporting jobseekers and entrepreneurs, sponsoring young people, engaging with humanitarian missions or contributing to the delivery of development aid alongside in-house NGOs, etc.).