Human Resources policy

As a major player in the French and European scientific communities, BRGM's vocation is to respond to the major current issues in geosciences. To achieve this, it relies on the skills of its 1,000 employees, whom it mobilises and supports in their professional careers.
BRGM's PRIME platform in Orléans. Metric platform

BRGM's PRIME platform in Orléans for soil and water decontamination. Metric platform.

© BRGM - Cyril Bruneau

BRGM's human resources policy aims to offer career development opportunities, promote the quality of working life, uphold equality between women and men, and make it an inclusive institution (which hires people with disabilities, etc.).

Development opportunities throughout its employees’ careers 

Forward planning for management of jobs and career paths (GEPP in French) is an important issue for BRGM. By ensuring that the institution's needs are matched with its resources, the Human Resources Department helps to maintain the highest level of skills among its employees while contributing to the balance between its activities (R&D, helping to shape public policy and commercial activities). This striving for efficiency is also designed to guarantee the work-life balance of its employees. 

Following through on its commitment to a policy of forward-looking management of jobs and skills, BRGM signed a new agreement with its social partners in January 2019. This defines the framework for human resources management at BRGM. The main measures in the agreement are as follows:

  • The implementation of an observatory of professions which should make it possible to provide a diagnosis of the main skills and a strategic overview of human resources through a projection and analysis of BRGM's resources and needs over 5 years. 
  • The implementation and monitoring of an orientation and integration programme that allows each new recruit to discover BRGM, its organisation and its values in order to facilitate his or her integration into the establishment. 
  • Encouraging professional mobility (to broaden employees' technical skills, enable them to take on responsibilities as a project leader, expert or manager, change jobs, etc.). To this end, all job opportunities are first offered to BRGM employees. Career committees have also been set up to validate professional changes by validating the skills needed for a given position. 
  • Ongoing vocational training (6% of the payroll invested each year). 
  • The organisation of career interviews, which complement the annual professional interviews in order to provide more in-depth follow-up of employees throughout their careers and to guide them so they can achieve their professional objectives.
  • Conducting annual staff reviews.
  • The transmission of knowledge between generations: tutoring, training, sharing and capitalisation actions.
Age pyramid and breakdown of the workforce by specialisation as of  December 31, 2019

 Age pyramid and breakdown of the workforce by specialisation as of  December 31, 2019.


Quality of life at work and prevention of psychosocial risks 

In order to reduce psychosocial risks, BRGM implemented a Plan for the Improvement of Working Conditions in 2017-2018. In particular, this plan has made it possible to: 

  • take measures to prevent psychosocial risks
  • to create a unit for resolving stressful situations at work.   

In January 2019, BRGM carried out a social survey among its employees to find out how they perceived the quality of life at work. This survey achieved a 76% response rate. Based on the 10 criteria of this survey that revealed the lowest levels of satisfaction, an action plan was implemented jointly with some forty volunteer employees to improve working conditions over a 2-year period (2019-2021). The new PACT-2021 plan started in October 2019 and will be evaluated through a forthcoming ‘social barometer’ in January 2022. At mid-term (October 2020), the PACT plan is 53% advanced, despite health constraints.

Field course in Morocco
  • 83.00
    of employees received training in 2019

  • 6.00
    of the payroll is invested each year in vocational training

BRGM's commitment to equality between women and men at work 

BRGM is committed to gender equality in the workplace, as required by the Act of 4 August 2014 and the company-level agreement on diversity and gender equality at work. 

Equality in the workplace means ensuring that there is no discrimination within a company. The challenge for BRGM is to achieve true equality between men and women at work, in particular by precluding gender-based and sexual violence, and by promoting equal pay, women's access to responsibilities (management, expertise) and a gender-balanced workforce. 

At BRGM, the gender equality index provided for by the Act of 5 September 2018 on freedom of choice in professional careers, scored 88/100 in 2020.

The score is calculated from five indicators:

  1. Concerning equal pay at BRGM: the pay gap was 1.4% in favour of men (in 2019 it was 1.2% in favour of men).
  2. Concerning pay rises: the gap stands at 1.7% in favour of women (in 2019 it was 0.8% in favour of men).
  3. Concerning promotion of women and men there was a 1.8% gap in favour of women whereas in 2019 it was 0.5% in favour of men.
  4. One hundred percent of women returning from maternity leave received the pay increases they were entitled to during their absence (this was also the case in 2019).
  5. There was only one woman among the 10 most highly paid employees.
The Jonquilles River, Corrèze
  • 88.00
    / 100
    Gender equality index at BRGM for 2020

Evolution of the disability employment rate at BRGM

Evolution of the disability employment rate at BRGM.


Disabilities and life in the workplace at BRGM 

BRGM is commitment to promoting the employment of  people with disabilities. As an institution it is developing a proactive policy to promote inclusion through competence.   

Since 2015, BRGM has been implementing an action plan with 5 goals: 

  1. Raising awareness among employees to change the way we perceive disabilities and build trust. 
  2. Ensuring job stability through personalised support for employees with disabilities and accessibility to BRGM sites. 
  3. Sustainable recruitment to include all talents. 
  4. Promoting training to help make the careers of young people with disabilities more secure. 
  5. Innovating in collaboration with the sheltered or adapted employment sector (ESATs, EAs, etc.) to contribute to indirect employment and visible inclusion at BRGM. 

In 6 years, the disability employment rate at BRGM has risen from 2% in 2014 to 5.5% in 2019, not far from the regulatory target of 6%. 

In February 2020, BRGM signed the Inclusive Business Charter, which is part of the national initiative "France, an opportunity, businesses commit".