SKILLS AND KNOWLEDGE DEVELOPMENT
The energy transition requires high-level technical and scientific skills. In light of the acceleration of nuclear programmes and technological developments, Assystem is investing in the development of the expertise essential to the success of its projects and the employability of its staff.
Skills development is at the heart of our HR strategy. Through the Assystem Institute, our induction programmes, training pathways and self-learning resources, we support our staff throughout their careers to strengthen their expertise, promote the transfer of knowledge and develop the skills of tomorrow.
Every year, nearly 100,000 hours of training are delivered across the Group. The Assystem Institute plays a central role in this initiative by offering pathways dedicated to careers in the nuclear, digital, engineering and project management sectors.
Assystem also works to renew the sector’s skills base by developing partnerships with educational institutions, supporting work-study schemes and participating in initiatives aimed at training future experts in the energy transition.
Because the transfer of knowledge is a key factor in the success of the energy transition, Assystem is also developing an ecosystem bringing together universities, research organisations, students and experts to transform academic knowledge into concrete industrial innovations.
DIVERSITY AND INCLUSION
Discrimination on any grounds (age, gender, ethnic or racial group, disability status, sexual orientation, migration status, place of residence) distorts the development of individuals and communities, disadvantaging some in different and often invisible ways throughout their lives. Beyond human development issues, they are a source of adverse economic consequences and significant gaps in education, integration and employment.
The Group seeks to create and promote an inclusive working environment, free from all forms of discrimination, where differences are considered, esteemed and leveraged without bias. These conditions promote well-being at work, balanced personal and professional lives, and the fulfilment of all.
Valid in all countries, our Made in Assystem* international diversity and inclusion charter formalizes and shares the guiding principles of this inclusion policy around 5 main themes: disability, professional equality, cultural diversity, LGBT+, intergenerational.
Our Switch & Act for Inclusion dedicated agenda supports all employees in their daily lives through the following programmes:
- Incrediblewomen : our programme in favour of equal opportunities for women and men. Click here
- Training/raising awareness about non-discrimination applicable in our various processes (recruitment, management, integration, promotion, etc.).
- Zero tolerance about inappropriate behaviour, in particular everyday sexism, and promoting the inclusion of the LGBT+ community at work. Click here
*Made in Assystem: this charter is the upshot of several internal workgroups organised with international players (HR, management, operations, etc.). Its underlying objective is to establish a realistic baseline that closely responds to local issues.
Regional presence and employment
Economic development with the ability to safeguard long-term progress is a prerequisite for the sustainable growth of regions.
Commitment to governments, customers, and the local social fabric helps to create this wealth. The resulting partnerships make it possible to devise and implement a development strategy, stimulate employment, and boost the economic structure.
At Assystem, we believe that skills development and ability to adapt expertise for new technologies are key to long-term employability. With more than 2,000 new recruits joining us per year in France and abroad, Assystem is an active employer in its areas of expertise.
We create jobs and help to foster and sustain local skill sets. As a Group, we contribute to regional economic development through activities and services conducted closely with our customers, but also through partnerships designed to champion social integration.
Within Assystem, we organise awareness training, involving our employees in initiatives and associations focused on social integration and employment.
Health and safety
Over the years, significant progress has been made worldwide in creating safe work environments and ensuring affordable access to healthcare. It is essential for companies to protect their employees against security risks and to preserve their health, however, achieving these goals is still a challenge.
The health and well-being of individuals is related to their work environment. Moreover, they foster economic and societal development and, as such, are essential with regard to sustainable development.
Operating in sensitive environments within the nuclear industry or on major infrastructure sites, we go about our activity with a view to ensuring safe working conditions for our employees and other interested parties. For this purpose, we define a common set of health and safety priorities and practices throughout the Group.
Given the importance of our employees’ health and well-being, we raise awareness and provide access to national health systems for all, thereby offering a common minimum level of social protection in line with societal contexts and country standards.
For Assystem, the matter of social links is fundamental. We endeavour to maintain a healthy social climate and prevent psychosocial risks in order to support employee welfare, while fostering positive labour relations with the social partners.
Our actions for the well-being of our employees are intended to promote quality of life at work along with individual and collective development by creating modern, high-quality and safe working environments that combine collective efficiency and comfort, whatever the work location.
Health and safety lie at the heart of our commitments, which is why we make them a priority.