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17.6 Equal treatment
17.6.
EQUAL TREATMENT
In France, an audit was carried out in the first quarter of 2014 for the renewal of
AREVA’s Diversity Label. The certification was confirmed for a four-year period on
July 6, 2014. In particular, the auditors validated the sustainability and maturity
of AREVA’s approach to diversity and appreciated its evolutionary nature and its
alignment with changes in the group. The follow-up audit scheduled for mid-2016
was postponed to mid-2017 due to the transformation plan.
In Germany, to promote diversity in the technical professions, AREVA participated in
activities aimed at raising interest in technology among young girls. DuringWomen’s
Day in Erlangen and the Science, Technology, Engineering and Mathematics
(STEM) Day in Lingen, young girls were able to visit several laboratories and learn
about the manufacturing process. Girls were also given an opportunity to work on a
research project in a company during theWomen ScientistsWeek held in Erlangen.
AREVA organized a scientific competition for the girls in the field of instrumentation
and control systems.
In the United States, AREVA is recognized as an Equal Opportunity Employer (EOE).
It expresses its commitment tominorities, women, seniors, veterans and people with
disabilities through various measures, such as partnerships with subcontractors
committed to diversity, membership in Direct Employers (an employment agency
dedicated to helping recruit minorities, women, veterans and persons with
disabilities), and participation in training and employment initiatives.
In France, the equal opportunity policy implemented since AREVA’s creation
in 2001 is founded on the European Agreement on Equal Opportunities signed
in November 2006 with the European Metalworkers’ Federation and its 2010
amendment.
This policy translated into the signature in 2012 and 2013 of group agreements on
the development of the Quality of Working Life, on gender equality, on the integration
of persons with disabilities and on “generation” contracts. The group agreement
on gender equality was renewed on June 28, 2016.
17.6.1.
MEASURES IN FAVOR OF GENDER EQUALITY
In France, AREVA signed its first group agreement in favor of gender equality
on December 12, 2012. This three-year agreement addresses all of the themes
covered by the French law of November 9, 2010: promoting gender equality in
hiring and employment, guaranteeing equivalent career paths to men and women,
guaranteeing equivalent compensation and promotions, ensuring equal access
to training, improving work-life balance, increasing employee awareness, and
communicating with employees.
The agreement provides for an equal opportunity budget used to offset unjustified
compensation gaps at equal levels of responsibility. During the three-year term
of the agreement, close to 1.5 million euros was devoted to the reduction of
these unjustified gaps. readjusting the compensation levels of 1,900 people. The
agreement allows employees on parental leave to contribute to their retirement. It
also allows for the establishment of an annualized part-time work program.
AREVA sets a particularly high value on women’s career development. In
addition to having women join their teams, AREVA takes care to ensure their fair
promotion for equivalent skills throughout their careers. AREVA has been able to
maintain that coherence for several years, with women accounting for 19.4% of
all new hires, including 24.4% of all new management hires, and 21.1% of the
general workforce, including 22.5% as managers. Women make up 26% of the
Management Committees of the business units and support functions, exceeding
the objective of 25%.
It should be noted that, in 2013, the group and 16 other major groups signed an
agreement in favor of gender equality with the Minister of Women’s Rights.
17.6.2.
MEASURES IN FAVOR OF THE EMPLOYMENT AND INCLUSION OF PERSONS
WITH DISABILITIES
Since 2006, AREVA has led a group policy in favor of the development of all talent
and of openness to difference in the workplace.
In France, this proactive policy was launched in 2007 with the first agreement on the
employment of persons with disabilities. The rate of employment of persons with
disabilities has risen since then, from 2.93% in 2007 to 5.04% in 2015.
A third group agreement for France on the employment of persons with disabilities
was signed on July 4, 2013 for the 2013-2016 period. It addresses the hiring,
integration and training of persons with disabilities; support to companies in the
protected and adapted sector; awareness activities; and job retention.
The principal commitments made for the duration of the agreement are a disabled
worker hiring target of 3.3%of all newhires, with aminimumof 120 disabled persons
employed, 120 work-study positions for the disabled, and 180 internship positions
over the term of the agreement, and 20 million euros dedicated to purchases from
companies in the protected sector.
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REFERENCE DOCUMENT