Registration Document BOUYGUES

aims to make itself more attractive through events
such as the Bouygues Construction Challenge
and careers fairs, partnerships with schools and
universities and local initiatives, especially via
the Bouygues Construction Campus Managers
network. Over 2,900 new employees joined the
firm in 2011, 45% of them young people, and 2,500
interns were welcomed.
Internal mobility is encouraged by all means and
at all levels. Each year, over 13% of the workforce
benefits from promotion with a change in grade,
representing nearly 3,240 employees in 2011.
85 site workers were promoted to supervisory positions
in 2011 and 174 supervisors were promoted
to managerial positions.
Training
Bouygues Construction spends nearly 5% of
its wage bill in France on training, provided by
in-house training centres at both group level
(Bouygues Construction University, Gustave Eiffel
apprentice training centre) and in subsidiaries
(Pro Académie, VSL Academy, Confucius Training
Centre, etc.).
Literacy training is provided in several entities;
the course offered by GFC Construction won a
regional diversity award in 2011. The benefits of
these voluntary initiatives soon become apparent
in better communication and easier integration of
site workers.
Diversity
Age management
In addition to the conclusion of agreements in
each entity, an ambitious action plan was framed
in 2011, with four main thrusts: skills management,
employability, health and working conditions, and
support into retirement.
Since 2010, all employees reaching 55 have been
offered a retirement training module to inform them
about the legal and administrative aspects of retirement
and end-of-career management and to give
them personalised support if necessary.
Gender equality
In 2011, 21% of managerial staff were women.
Various steps to encourage the employment of
women have been taken, including a campaign
with IMS-Entreprendre Pour La Cité to diversify
career choices for young women and a "Women in
Management" training course to encourage women
to aim for managerial positions.
A company-wide action plan to encourage gender
equality will be rolled out in 2012.
Disability
Most Bouygues Construction entities have concluded
agreements with Agefiph, a fund to promote
the employment of disabled people, that include
commitments in four areas: raising awareness
among staff, recruitment, ongoing employment
and subcontracting to the sheltered sector. Over
600 disabled people were employed in Bouygues
Construction's French subsidiaries at end-2011.
The use of sheltered workshops and inclusion
programmes is managed by two-person teams of
HR and purchasing managers in all entities. The
proportion of sales subcontracted to the sheltered
sector has risen by 17%.
Initiatives to raise awareness of disability proliferated
in France in 2011, especially with Handitour
roadshows on worksites.
Ethnic and cultural diversity
Bouygues Construction takes diversity issues seriously
and develops resources to take advantage
of diversity. 400 managerial staff, including HR
managers and executive committee members,
have been given equal opportunity training over
the last four years, with a particular focus on nondiscrimination.
Well-being at work
Regular satisfaction surveys are carried out to
ensure that employees' expectations are better
taken into account and a common core of issues
has been defined, against which to measure
progress.
In 2011, entities implemented the agreements on
preventing psychosocial risks concluded in 2010,
including watch and alert arrangements, workplace
stress training and a practical handbook for managers.
Bouygues Construction is looking at new
ways of organising work, including working from
home, and at parenting, especially for men (partnership
with the Parenting Observatory, circulation
of a handbook for managers).
Respect for human rights
Operating in nearly 80 countries, Bouygues
Construction encounters a very wide range of
economic, social and political situations. Its actions
are guided by respect for fundamental values and
principles of human rights enshrined in instruments
such as the Universal Declaration of Human Rights,
International Labour Organisation conventions,
OECD guidelines and the UN Global Compact.
These principles are echoed in the Bouygues
group's Code of Ethics and Supplier CSR Charter,
circulated in all subsidiaries.
Bouygues Construction does 77% of its business
in OECD countries.
Entities operating in emerging countries take action
in various ways:
> enabling local staff to benefit from Bouygues
Construction's occupational health and safety
standards, which are stricter than local requirements
in many countries;
> providing decent working conditions and
accommodation while respecting different cultures
and communities;
> introducing controls to ensure that subcontractors
and suppliers do not use forced or child
labour. Bouygues Construction also has very
strict procedures in place to combat illegal
working;
> transferring skills to local staff, through training
and the establishment of schools;
> supporting associations that help the most
disadvantaged people in the vicinity of major
projects;
> refusing to work in countries under a United
Nations embargo.
LISTENING TO
STAKEHOLDERS
As part of its sustainable development policy,
Bouygues Construction has established the
conditions for ongoing dialogue with its various
stakeholders (see table opposite).
Agefiph: a fund to promote the employment of disabled people - OECD: Organisation for Economic Co-operation and Development
BOUYGUES • 2011 Registration Document • BUSINESS ACTIVITIES AND CSR • Bouygues Construction • 62