Commitment to employees

Concrete objectives

• Obtain OHSAS 18001 certification at all sites with significant safety challenges by the end of 2008
• Achieve an average frequency rate of less than 3 and an average severity rate of less than 0.15 for work-related accidents within 18 months of the previously announced deadline of 2010
• Confirm our ability to limit employees’ individual dosimetry to 20 mSv over 12 consecutive months
• Enact the health policy established in 2007
• Continue recruiting, integrating and developing staff in an environment of strong growth and demographic renewal
• Facilitate the hiring and employment of disabled personnel
• Broaden the 2008 employee opinion survey to include all employees around the world

Tangible results

Promoting internal dynamics

An involved company

In October/November 2008, 50,000 employees (around 70%) took part in the second employee opinion survey. This high rate is evidence of employee involvement (in 2006, 80% of employees said they were proud to work for AREVA) and the credibility of the process.

Program for older employees

A new program, set up in May 2008, establishes 2 new interviews for older employees, at 10 years and 2 years before retirement. The program focuses on career management, better retirement planning, and organizing the transfer of specialized skills.

Becoming a leading employer

AREVA collaborates with top schools

A dynamic communication and relationship-building program with schools and universities has been launched, resulting in partnerships across Europe, the United States and Asia (particularly China and India), and the creation of a network of 200 Ecole Monde ambassadors.

Integrating new hires

A comprehensive system of communications dedicated to integrating new hires is available to all HR managers in all entities. The system offers a complete range of communication tools for organizing the various phases of the integration process and conveying a consistent message. These tools include the newcomer’s handbook, presentations, activities and videos. Newly hired European engineers and managers take part in a professional training program provided by AREVA University at a new training campus in Aix-en-Provence.

Taking actions to foster diversity

In 2005, AREVA’s European Work Council conducted a study on integrating disabled personnel and gender equality.

Employing disabled personnel

• Initiatives are in place to raise awareness among management and group employees.
• The group also works through procurement practices and development initiatives to provide assistance to the “protected sector” and create companies by and/or for disabled people.

Gender equality

• In November 2006, the European Metalworkers’ Federation and the European Work Council signed an agreement to promote gender equality. This applies to recruitment practices, training, promotions and remuneration. In 2008, they took the next step and created ODEO (Open Dialogue for Equal Opportunity).
• AREVA’s goal is to have 50% of new hires across all professions be women by 2010.
• The group has set up day care centers in many of its facilities to help staff balance their professional and personal lives.

Strengthening workplace safety: a top priority for the group

On the road to "zero accidents"

AREVA has set the objective of 3 for the annual frequency and 0.15 for the level of severity by 2010.

Our priority areas

AREVA has set an annual frequency rate target of 3 and a severity rate target of 0.15 for 2010.

Priority areas         

To achieve this, the following priorities have been identified:

• More management involvement in service and sub-contracting activities
• Management training
• Introduction of a safety management system (OHSAS 18001) for sites and operations with significant occupational health and safety issues

Taking good care of our employees

Our operations involve proven radiological and chemical hazards. That’s why AREVA is subject to strict regulation everywhere it operates. Beyond simply complying with regulations, the group takes all possible measures to limit risk exposure and, when necessary, to limit its consequences. Two innovative measures were recently implemented: health observatories near mining sites and a psycho-social risk prevention initiative.