Human Resources policy
Using high resolution liquid chromatography (LC-TOF) to identify emerging organic pollutants.
© BRGM - C. Bruneau
BRGM’s human resources policy aims to offer career development opportunities, ensure quality of life in the workplace, promote equality between women and men, and make it an inclusive institution (which hires people with disabilities, without discrimination as to gender or sexual orientation).
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 GEPP 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 makes 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, which includes tutoring, training through job-shadowing, sharing and capitalisation of knowledge.
- HRS4R certification, with the implementation of an action plan to improve the working conditions of employees, particularly researchers.
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 2017 and 2018, in order to reduce psychosocial risks, BRGM implemented a plan for the Improvement of Working Conditions. 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 (September 2019 - December 2021). The new plan, called PACT-2021 plan started in October 2019 and will be evaluated through a forthcoming ‘social barometer’ in January 2022. In June 2021, the PACT plan is 75% advanced, despite health constraints.
92.00%of employees received training in 2020
5.40%of the payroll was invested in vocational training in 2020
BRGM's commitment to equality between women and men at work
Through its new agreement on professional equality between women and men at work, signed in April 2021 for a period of 3 years (2021-2024) by its Management and the three trade unions, BRGM is strengthening its commitment to equal opportunities through the implementation of “positive actions”, by addressing 7 issues:
- Equal pay for women and men;
- Enabling women's access to executive positions;
- Gender parity in geoscience professions and reinforced mixing of professions with unbalanced gender percentages;
- Reconciling work, personal life and parenthood;
- Access to international assignments for young parents and women;
- Preventing and fighting against all forms of sexism at work;
- Building a genuine culture of equality.
The 2020 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 88/100 in 2020.
The score is calculated from five indicators:
- 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).
- Concerning pay rises: the gap stands at 1.7% in favour of women (in 2019 it was 0.8% in favour of men).
- 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.
- 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).
- There was only one woman among the 10 most highly paid employees.
88.00/ 100Gender equality index at BRGM for 2020
Role of the BRGM gender equality officer
The Equality Officer reports to the BRGM Human Resources Director. Following the signing of a new professional equality agreement between women and men at work, signed in April 2021 by the General Management of BRGM and its three trade unions, for a period of 3 years (2021-2024), the role of the Equality Officer is to steer the equality policy towards real equality between women and men at work, particularly for the scientific population of our research establishment, which is made up of one third women and two thirds men (average proportion in the Earth sciences in France).
In order to achieve this overall objective, his function is to put into action and ensure the follow-up (quantitative indicator) of this ambitious agreement through the implementation of "positive actions", responding to 7 challenges:
- gender parity in the geoscientific professions and mixing of very unbalanced professions;
- enabling women's access to executive positions;
- reconciling work, personal life and parenthood;
- access to international assignments for young parents and women;
- equal pay for women and men;
- building a genuine culture of equality ;
- preventing and fighting against all forms of sexism at work.
In this regard, he is in charge of combating sexual harassment and sexist acts at BRGM.
This position of Equality Officer is part-time at the rate of one day per week for a period of 3 years (duration of the agreement). It is provided by the Diversity & Inclusion manager who began his assignment in September 2015.
Prevention campaigns against gender-based and sexual violence at BRGM
Since January 2021, BRGM has undertaken to combat gender-based and sexual violence at work. Several measures have been implemented 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 improper 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 gender-based and sexual violence and to publicise the reporting system;
- 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 conference by Natacha Henry, for BRGM staff, entitled “Stop gender-based violence at work”, held on 8 March 2021.
Evolution of the direct disability employment rate at BRGM.
Disability at BRGM: inclusion through competence
BRGM is committed to promoting the employment of employees with disabilities. It is developing a proactive and institution-wide policy to promote inclusion through competence.
Since 2015, BRGM has been implementing an action plan with 5 goals:
- Raising awareness to change the way we perceive disabilities and build trust.
- Ensuring job stability for disabled employees through personalised support (or by adapting workstations) and accessibility to BRGM sites.
- Sustainable recruitment to include all talents.
- Providing training to help young people with disabilities build more secure career paths (through internships, work-study contracts, summer jobs, etc.).
- Innovating in collaboration with the sheltered or adapted employment sector (ESATs, EAs, etc.) to contribute to indirect employment and visible inclusion at BRGM.
Over 6 years, the disability employment rate at BRGM has risen from 1.8% in 2014 to 4.8% in 2020, thus narrowing the gap with 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".
In 2021, BRGM received the Agefiph #activateur_de_progres award for its efforts to keep disabled employees in employment by adapting their jobs.
BRGM has received an award from Agefiph in 2021 as part of its #activateurdeprogres programme, in the "Activator of job stability & professional development" category, in which Vinci also received an award.