ENGIE’s commitment to young people

By ENGIE - 20 November 2019 - 11:13

In Nantes, Isabelle Kocher reasserts ENGIE’s commitment to employing and training young people  




Within 10 years, 75% of all of the Group's jobs will be in technical fields. How can the importance of these areas be emphasised today so that the challenges of tomorrow can be catered to and future talent pools be developed? How can we help people acquire the skills that the Group will need? 


On Friday 15 November in Nantes, Isabelle Kocher and Pierre Deheunynck met young people on block-release training programmes and announced the creation of ENGIE Academy, a company apprentice training centre. 


Training, employment, gender equality in the company… On Friday 15 November, Isabelle Kocher and Pierre Deheuninck went to Nantes to meet young people on block-release training programmes, apprentices at company training centres and technicians with two years of higher education at their training centres to talk about the commitments that ENGIE has made in this area. 


Out in the field, the CEO and the Executive Vice President in charge of human resources provided a presentation of the Group and answered questions from the young people about future professions, gender equality and the role of women in the company. At the Gaspard Monge-La Chauvinière secondary school, the Carquefou technical institute, the Energy Training Centre and the Polytech-Nantes engineering school, the message was exactly the same: the training they are receiving is essential, since 75% of the posts that the Group will need to fill in ten years will be technical. 


To make this possible, ENGIE, one of the leading employers in France, has made a series of major commitments for young people. 


Between now and 2021, 10% of the people recruited by the Group will be on block-release training programmes. 3% of these will be young people with disabilities and recruitment will be geared towards giving preference to female applicants. But beyond these block-release training contracts, the Group is setting itself the target of converting 50% of these jobs into temporary and permanent contracts by the end of 2023. To help it deliver on this aim, the Group is going to create ENGIE Academy, a company training centre. “We have made a start.


There will be attendance-based training, as well as a purely digital pathway. This way, we will be able to create modules which our partners do not yet provide everything to do with the zero-carbon transition. This company training centre will help us meet our target of having 10% of our workforce on block-release training contracts". Isabelle Kocher also wanted to emphasise the role played by public stakeholders and education in making these block-release training schemes possible and helping companies to evolve.


Increasing numbers of women as a lever for transformation


The Group believes that the more gender-diversified jobs are, the more attractive they will be. During the trip, Isabelle Kocher was therefore keen to discuss the need to increase the numbers of women in these jobs through numerous initiatives: the Group's involvement in the “Capital Filles” campaign, its partnership with the “Elles bougent” association, its contribution to the "Cercle InterElles" and its support for women entrepreneurs.


More widely, since 2008, the Group has rolled out a series of initiatives to support women and encourage them in their careers:


  • Managing a "Women in Networking" (WIN) network,
  • A "Mentoring for ENGIE” programme
  • A training programme to strengthen female leadership - “Women in Leadership”,
  • -An ambitious parenthood policy, designed to help women when they come back from maternity leave in particular


A responsible, strongly principled Group


For many years now, ENGIE has been committed to an ambitious social development and diversity policy. The Group has identified four priorities: increase the employability of young people and sharing between generations, promote gender diversity and equal opportunities between men and women, adopt a benevolent, responsible and inclusive disability policy and leverage the benefits of diversity, encouraging mutual respect. This policy is now a key lever in the Group’s performance and a precondition for its successful transformation, helping to bring about the zero-carbon transition and enabling harmonious progress for as many people as possible.