In support of Group development and transformation, Gérard Mestrallet, ENGIE Chairman and CEO, and Isabelle Kocher, Deputy CEO and Chief Operating Officer, have signed an ambitious European Social Policy Agreement with three European trade unions, IndustriALL, EPSU, and FETBB1, each of which signed with the unanimous support of its membership. ENGIE is in the midst of transforming its businesses and organization with a view to becoming the world leader of the energy transition. With an energy sector undergoing profound upheaval, this agreement provides employees a clear roadmap, with two main areas of focus: anticipation of employee training needs, and employee support during organizational changes.
The scope of the agreement constitutes a major step forward, extending to 87% of Group employees and applying identically to each of the European countries involved.
On the occasion of the signing, Gérard Mestrallet stated that, “Dialogue between management and labor is key to the success of the Group’s transition. We are very proud of having signed this agreement with all of the Europe-wide trade unions. It gives us the means of ensuring professional excellence and expanding our employees’ skill profiles, while guaranteeing them career mobility in a Group that is present in around 20 European countries. This is the fruit of very intense dialogue and negotiations. More importantly, it provides new impetus to our enterprise project.”
The agreement dedicates €100 million per year over 3 years to training, with a goal of training 2/3 of the employees of each Group company per year, as part of the training plan discussed previously with union representatives. It will allow the Group to anticipate trends in skills and employment.
The agreement also provides for the creation of a network of “Energy Transition Schools” that will consolidate the many trade schools of Group companies and pool Group know-how to ensure professional excellence.
Nearly ten in-house training centers will be included in this network, creating training bridges to support employees in making career changes.
Internal mobility will be prioritized over all external hires, and will be encouraged in particular through financial incentives. Geographic and job mobility will be encouraged.
In cases of organizational changes, the Group is also committed to the systematic implementation of a procedure for offering jobs within the Group to each affected employee.
This agreement brings together executives, managers, employees, and union representatives in support of an enterprise project that allows the Group to meet the technological, economic, and social challenges of an energy sector in full-scale revolution, while also continuing to innovate and conduct its business activities with the highest professional standards.
1IndustriALL, European trade union federation, represents 6.9 million workers in Europe, working mainly in the sectors of manufacturing industry, Mines and Energy. EPSU, European trade union federation, represents 8 million workers in Europe working mainly in public services, and FETBB, European trade union federation, represents 2 million workers in Europe working mainly in the construction industry, building materials, wood, furniture and forestry.