BRGM's goal is to promote professional development, mobility, motivation and advancement for all employees. This social commitment is laid down in a human resources policy based on:
- training (internal and external),
- agreements relating to the management of jobs and career paths (GEPP), teleworking, profit-sharing, gender equality in the workplace, disability, employee carers, the right to disconnect, quality of life and working conditions,
- vigilance with regard to psycho-social risks, the inclusion of LGBTQIA+ people, and the promotion of multiculturalism and intergenerational relations.
Social report: key figures
BRGM's workforce on 31 December 2024 and distribution by profession.
© BRGM
BRGM age pyramid as of 31 December 2024.
© BRGM
Your career at BRGM
We attach great importance to helping you further your career by providing you with opportunities to develop your skills, take on responsibilities, work in different geographical regions and on international assignments, so as to take your expertise beyond our national borders. Ongoing occupational training is central to your career development, which is why we devote 6% of our payroll to the training budget.
Main indicators from the Mixity study on diversity and inclusion at BRGM, carried out in 2023.
© Mixity
Diversity and inclusion at BRGM
In 2023, BRGM measured its Diversity and Inclusion footprint for the year 2022, with the support of the agency Mixity. This diagnosis is based on 5 pillars:
The footprint measured, based on quantitative indicators as well as essential qualitative data, has enabled BRGM to compare itself with other organisations, most of which have a head start in the field of diversity and inclusion, because, like BRGM, they have chosen to be proactive (64 companies measured in total).
BRGM obtained an overall score of 74/100 in 2022, which ranks it among the mature organisations. Scores by theme show that BRGM is at the forefront in the fields of disability (85%), multi-generational (84%) and gender equality (80%), but that it can still make progress in the LGBTQ+ (55%) and multicultural (56%) fields.
BRGM's commitment to equality between women and men at work
Agreement on professional equality between women and men
Through its new agreement on professional equality between women and men, signed in 2024 for a period of 3 years (2024-2027) by its management and the three trade unions, BRGM is strengthening its commitment to address 4 issues:
- Pursuing its commitment to equal opportunities for women and men
- Achieving a genuine culture of professional equality
- Promoting women's access to international projects
- Preventing and combatting all forms of sexism at BRGM
The 2025 equality index
At BRGM, the gender equality index provided for by the Act of 5 September 2018 on freedom of choice in professional careers, scored 93/100 in 2025.
The score is stable since 2023. It is calculated from five indicators:
- Concerning equal pay, the salary gap between men and women at BRGM was 1.1% more favourable to men.
- Concerning pay rises, the overall rate of increase was 0.2% greater for women.
- Concerning promotions, a total of 1.7% more women were promoted than men.
- One hundred percent of women returning from maternity leave received the pay increases they were entitled to during their absence.
- Women are underrepresented among the highest salaries (two women among the ten highest salaries in 2024).
Prevention campaigns against gender-based and sexual violence at BRGM
Since January 2020, BRGM has undertaken to combat occupational sexist and sexual violence. Several measures have been implemented since 2020 such as:
- the appointment of 4 in-house coordinators to combat sexist behaviour and sexual harassment, to register complaints by victims and to determine the nature of any inappropriate behaviour;
- the setting-up of a reporting system including a generic email address and a psychological-support unit staffed by a pair of coordinators;
- the distribution of a flyer to all staff to raise awareness of the different types of sexist and sexual violence and to publicise the reporting system for occupational sexist and sexual violence situations and measures taken to deal with them;
- the creation of a training MOOC, within the framework of a European project, with BRGM as the pilot company in partnership with PSYTEL;
- the setting-up of prevention sessions, particularly for new managers and new recruits;
- a talk by Natacha Henry, for BRGM staff, entitled “Stop sexist violence at work”, held on 8 March 2021. Since then, preventive awareness-raising sessions have been organised for each division as required, with the support of Natacha Henry.
- All staff must be made aware of gender-based and sexual violence in the workplace through a new e-learning programme rolled out in 2026.
- Specific training for supervisors of doctoral students, postdoctoral researchers and HDR (accreditation to supervise research) in the prevention of gender-based and sexual violence in the workplace to promote safe and supportive guidance for young researchers.
Gender equality: key figures
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93.00/ 100Gender equality index at BRGM for 2025
Disability at BRGM: inclusion through competence
Evolution of the direct disability employment rate at BRGM.
© BRGM
In France, companies must employ at least 6% of people with disabilities. The direct employment rate for people with disabilities at BRGM has changed significantly over the last 10 years and exceeded the legal target of 6% for the first time in 2024.
But we aim to go far beyond this requirement as we intend to be an exemplary scientific institution, where diversity is an asset and a lever for innovation.
A new Disability Agreement for 2026-2028
The agreement signed on 15 January 2026 by management and our three trade unions illustrates our shared commitment at BRGM to pursuing an ambitious policy to promote the recruitment and retention of employees with disabilities, as well as to developing disability-friendly procurement. BRGM aims to become an increasingly inclusive organisation, with an emphasis on direct employment within companies.
Quantified targets for 2028
- At least 10 people with disabilities, all contracts combined.
- Welcoming and supporting all profiles, regardless of their status or background, and promoting inclusion among partners.
- Implementing awareness-raising measures and actions.
- Workstation adaptations in partnership with Cap Emploi and AGEFIPH.
- At least €180,000 in responsible purchasing in 2028 from EA (Adapted Companies), ESAT (Work Assistance Establishments and Services) and TIH (Disabled Self-Employed Workers) service providers.
- A minimum direct employment rate of 6% at the end of the agreement.
A 2026-2028 action plan with four main areas of focus
- Raising awareness to change the way we look at disabilities and embed a culture of inclusion through competence.
- Developing sustainable hiring of people with disabilities to integrate all talents and help secure the career paths of work-study students and students concerned.
- Taking action to maintain employment through individual support and to ensure accessibility to BRGM regardless of disability.
- Increasing the purchase of disability-friendly services from the protected or adapted sector (ESAT/EA/TIH) to contribute to indirect employment and inclusion within the organisation.
BRGM honoured for its work in the field of disability
- In 2021, BRGM received the Agefiph #activateur_de_progres award for its work to help employees with disabilities remain in employment by adapting their workstations.
- BRGM received the ‘Ambassadeur de l'inclusion 2025’ (Ambassador for Inclusion 2025) badge from ADAPEI 45 for our commitment and actions in the field of disability.
LGBTQIA+: BRGM is committed to a fully inclusive environment
In 2026, the BRGM will sign the L’Autre Cercle charter, which lists organisations committed to the inclusion of LGBTQIA+ people in the workplace.
This commitment will be accompanied by concrete actions:
- Awareness-raising and training for all staff,
- Tools to prevent discrimination,
- Spaces for dialogue and support,
- Systematic integration of LGBTQIA+ inclusion into our HR and management policies.
Our ambition: to become a leading organisation in terms of inclusion and respect for all identities.
Multiculturalism: cultural diversity as a collective asset
The BRGM operates from 28 sites across France, carries out projects in numerous countries and welcomes PhD students, researchers and staff from abroad every year.
This cultural diversity is evident at several levels:
- National and regional origins,
- Different social backgrounds,
- Religious cultures practised within a secular framework,
- Professional cultures, linked to the variety of our roles (scientists, technicians, engineers, administrative staff, etc.).
Cultural diversity is a strength: it offers varied perspectives on our projects, stimulates innovation, enriches collective thinking and strengthens our ability to respond to global scientific challenges.
Our commitment: to create a space where everyone can express their culture in an open, respectful and non-judgemental environment.
Multigenerational: making the most of all skills, at every age
Our priorities:
- To make the most of the experience of our most seasoned staff;
- To encourage the sharing of knowledge and best practices;
- To integrate the new skills – particularly digital and technological – brought by our younger staff;
- To create diverse teams, combining different perspectives and complementary approaches.
This intergenerational complementarity helps to strengthen collective performance and BRGM’s image as an inclusive and innovative employer.
Quality of life, working conditions and psychosocial risks
Over the past few years, BRGM and the trade unions have worked to support the transformation of work organisations and meet employees' expectations, in particular by:
- expanding teleworking,
- implementing preventive and corrective measures concerning the right to disconnect,
- introducing a sustainable mobility package.
An agreement on quality of life and working conditions
Quality of life and working conditions encompasses many dimensions, including:
- professional equality between women and men,
- the professional integration and retention of disabled workers,
- the balance between personal and professional life,
- the improvement of working conditions,
- the definition of a provident fund and a healthcare reimbursement scheme,
- the right of direct and collective expression of employees,
- the right to disconnect,
- improving employee mobility between their usual place of residence and their place of work.
Many topics are already covered by company agreements in force at BRGM.
An agreement on quality of life and working conditions at BRGM was signed on 6 February 2025. It is in line with these agreements and complements the initiatives and measures already in place.
Prevention and management of psychosocial risks
To prevent psychosocial risks, it is essential to favour a collective prevention approach focused on work and its organisation.
Since 2018, a multidisciplinary unit for resolving situations of suffering at work has been in place at BRGM. It investigates individual situations reported by employees through various communication channels (employees, managers, elected representatives, HR managers, occupational health services, etc.).
HRS4R certification to make BRGM more attractive
BRGM was the first Public Industrial and Commercial Institution (EPIC) to obtain HRS4R "HR Excellence in Research" certification from the European Commission. In relation to this, it implements a continuous improvement process with regard to the recruitment of researchers and their working conditions. The purpose is to make BRGM more attractive on the job market.
Our other commitments
Since its creation, BRGM has been committed to the principles of integrity and responsibility, which are a fundamental part of its culture. Discover our commitments in terms of ethics, corporate social responsibility (CSR), openness to society, quality and the environment.