Registration Document BOUYGUES

SUPPORTING
OUR PEOPLE
Like other Group companies, Bouygues Telecom
has always paid particular attention to its people,
giving priority to preventing discrimination and
promoting equal opportunity and diversity.
Employee health and
safety
Action to promote health and safety was taken in
four areas in 2011: a programme to encourage
people to take physical exercise, training for 2,000
managers to raise their awareness of how to detect
and prevent stress, road safety information and
events, and safety information for maintenance
technicians provided in electronic form so that
they can look it up on a PDA while in the field, for
example.
Promoting equal
opportunity and diversity
Diversity in the workforce
In their own words
Thierry Geoffroy, policy officer to the
Managing Director of Afnor Certification
What does Afnor
Certification think of
Bouygues Telecom's
policy?
Award of the Diversity
label comes as no
surprise, even though
it is never a foregone
conclusion. The Diversity
label is intended to
recognise and reward a
constant commitment
combined with practical
action to guarantee the
effective prevention
of discrimination and
promote diversity.
That has already been
the case at Bouygues
Telecom for a number
of years. The "Diversity
and Recruitment"
and "Respect and
Performance" training
courses introduced
in 2007 are a good
illustration of that.
What is special about
Bouygues Telecom's
approach?
It is special first and
foremost because it is
applied in a company
operating in a business
exposed to relentless,
substantive and abrupt
change. As a result,
combating discrimination
requires constant
adaptation and great
responsiveness in the
action taken. Employees
readily recognise this,
since 86% of them say
that promoting diversity
is a fact of life in the
company. One example
among many others that
comes to mind, and which
we regard as particularly
representative, is
sponsoring employees
of the cleaning firm at
Bouygues Telecom's
headquarters, the
Sequana Tower in
Issy-les-Moulineaux,
to promote literacy.
One of the outstanding events of 2011 was the
award of the Diversity label in July in recognition
of a fully-fledged diversity policy based on four
priorities: disability, equal opportunity, older workers
and origin. The place of women in the company
was another key issue in 2011, with the roll-out
of the Women in Management programme. Ten
initiatives were launched with the aim of increasing
the proportion of women in the workforce and in
senior management positions, including a women's
network, a mentoring programme to fast-track
women's careers and training to raise awareness
of gender issues. Bouygues Telecom also won a
Top Employer award from the CRF Institute for the
second year running.
Integrating disabled workers
The target for the recruitment of disabled employees
was exceeded by 25% in 2011 and specific
career interviews were introduced. A first agreement
to promote the integration of disabled workers
was signed at RCBT in October and a disability
task force has been set up to coordinate and monitor
initiatives.
Skills development and career
enhancement
The transformational Growth and Performance
programme was launched in 2011, enabling 2,000
Bouygues Telecom managers to share and prepare
for the new challenges facing the company, in
particular by establishing a culture of continuous
improvement in business processes and the associated
managerial practice. The importance of ethical
behaviour was also reasserted through training
to raise awareness of best practice in conjunction
BOUYGUES • 2011 Registration Document • BUSINESS ACTIVITIES AND CSR • Bouygues Telecom • 120