An innovative and responsible social policy

AREVA aims to develop social dialog at all levels of the group. This approach is based on the principles of honesty and transparency, the foundations for close collaboration between the group's human resources managers, union representatives, and management teams who anticipate and prepare decisions that have a social impact.

Themes include training, professional equality, managing professions and mobility.

Reinforcing social dialog within the group

Numerous collective agreements have been signed. Following an agreement signed in 2003, the European Works council was set up, which has members from 13 European countries where the group is present.

The objectives of the European Works Council are to:
 Provide employee representatives with information on the economic, financial and social situation of the group and its future prospects.
 Take into account the proposals and views of labor partners.

AREVA's commitment to constructive social dialog has led to the signing of agreements, in particular, the European agreement for professional equality in November 2006 .

In France, several group agreements have been drawn up including the employment of disabled people, lifelong learning, group savings plan, anticipating future skills needed, and mobility.

Diversity - AREVA is open to all talents

AREVA is committed to reinforcing diversity. A major element in the human resources policy, diversity is a lever of development for the group, in terms of social responsibility and recruitment.

Discussions within the European Works Council to promote the integration of disabled people in the workplace and professional opportunities for men and women, lead to the signature of a European equal opportunities agreement in November 2006 (read the press release).

In signing the "Diversity in the workplace charter" on social cohesion in March 2006, AREVA has made a commitment to promote the recruitment of young people from less advantaged neighborhoods, jobs for disabled workers, and gender equality.

 A Diversity Manager was appointed in 2006 in France, and a group agreement was signed in 2007 for the recruitment and integration of disabled people.
Group initiatives include the adaptation of the recruitment process and an employee awareness campaign.

 Agreements were signed with AFPA, the association for adult job training, and the ANPE, the French state employment agency, for sponsorship and training initiatives.

 AREVA and the European Works Council launched a study in June 2005, based on best practice within the group on the integration of disabled people and gender equality. The results lead to negotiations with the European Federation of Metallurgy, and the signature of a European equal opportunities agreement in November 2006.