Registration Document BOUYGUES

Gender equality
Equal treatment of men and women is a goal
shared by all Group entities. Special budgets
are earmarked during wage negotiations to help
equalise pay.
The proportion of women in the workforce differs
considerably from one line of business to another.
The construction industry has always been preponderantly
male. The challenge for Bouygues
Construction and Colas is to make themselves
more attractive to women candidates, and they are
carrying out communication campaigns in schools
and universities to do this.
All Group companies have conducted an audit of
the proportion of women in managerial positions
and are taking steps to improve the situation.
Gender eQuality
Scope: France
Holding company
and other
Bouygues
Construction
Gender eQuality in Group buSineSSeS
> In order to ensure that men and women
are paid in the same way for the same
work, every year Bouygues Immobilier
examines any discrepancies. Within its
Programmes activity, the company's
core business, 0.3% of the payroll was
earmarked for equalising pay between men
and women. Women who took maternity or
adoption leave during the year received an
average pay rise of 3.6%, 0.3% more than
the overall average. In order to anticipate
the effect of women taking maternity or
adoption leave, Bouygues Immobilier has
introduced pre- and post-leave interviews
at which the employee and her line
manager consider the question of who does
the work while the employee is away and
what arrangements need to be made, if any.
Gender equality is making headway at
Bouygues Immobilier, where women fill
36% of managerial positions, compared
with 32% in the profession as a whole.
> Bouygues Construction opens all
positions in the company to women and
encourages female employees to aim for
managerial and executive positions. A
"Women in the Workplace" committee
Bouygues
Immobilier
Colas
TF1
Bouygues
Telecom
2011
Total Group
2010
Total Group
2009
Total Group
Percentage of women 33.9% 16.7% 48.7% 8.4% 47.9% 47.0% 18.7% 17.9% 18.2%
Managerial a 31.8% 21.7% 36.6% 12.9% 46.1% 34.3% 26.0% 25.2% 23.8%
Clerical & technical a 37.7% 31.4% 78.5% 23.3% 54.4% 58.4% 35.9% 35.3% 35.9%
Site workers a - 0.8% - 0.8% - - 0.8% 0.6% 0.6%
Women managers b 20.0% 7.8% 26.9% 6.7% 35.5% 19.5% 12.6% 11.2% -
(a) As a proportion of the total number in the job category concerned (b) As a proportion of employees in supervisory or more senior grades
has been set up; its members include a
representative from each entity. An action
plan has been proposed to entities in order
to raise awareness of the issue in the
workforce and encourage people to change
their mindsets and practices.
> Bouygues Telecom has introduced a
"Women in Management" action plan,
including a mentoring programme, the
creation of a women's network called
Bouygt’Elles and awareness-raising
workshops for managers.
> At TF1, 0.3% of the payroll was devoted
to gender equality in the workplace. All
women starting maternity leave during the
year received a pay rise of 2.5%.
> In June 2011, the chairman of Colas
sent a letter to all managers asking them
to integrate and promote more women in
all lines of business and functions. Three
measures are to be taken: recruiting more
women, ensuring equal pay and organising
times of meetings in order to ensure a
better balance between personal and
working life.
Integration
Integrating people of all social and cultural origins
and backgrounds into the workforce has been a
priority in the construction businesses for many
years. More generally, it is an essential element of
diversity policies in all business areas.
inteGration policy
in Group buSineSSeS
> TF1 hosted the fourth intake
of its corporate foundation in
2011: 12 young people from
disadvantaged neighbourhoods are
taken on contract for two years
and given appropriate training.
> As in previous years, all
Bouygues Construction entities
carried out a large number
of integration initiatives with
dozens of partners, including
Epide (French Defence
Ministry integration agency),
subcontractors, temporary
employment agencies, local
integration agencies, schools
and charitable organisations.
Outside France, the group's UK
subsidiaries are also involved in
integration initiatives.
> In December 2011, Bouygues
Immobilier concluded a partnership
agreement to support a Second
Chance School to the northwest
of Paris which gives young people
without qualifications a second
opportunity to complete their
education.
BOUYGUES • 2011 Registration Document • THE GROUP • Corporate, social and environmental responsibility • 40