Formalize the group's commitments for hiring disabled people
 Implement the diversity indicator scorecard
 Obtain OHSAS 18001 certification for all sites with significant safety aspects
 Achieve an average work-related accident frequency rate of less than 3 and an average severity rate of less than 0.15 by 2010.

Some carried out actions 

 Promoting internal dynamics
 The group prepared an internal opinion survey based on its sustainable development commitments. Response rates ranged from 70 to 90% depending on the subsidiary. The results were shared and followed up by the implementation of action plans.

 Rules for the entire group were implemented to encourage performance and the development of talent. Most of these actions were tracked. For example, 70% of all employees had an individual evaluation interview in 2006 and, in the same period, the professional development prospects of 80% of all engineers and managers were reviewed, versus 40% in 2005. 

 In terms of skills development, an agreement on training throughout employees' careers was signed with the trade unions in France. In particular, the agreement includes the commitment to offer each employee 30 hours of training in 2008.

Finally, to limit the social consequences of industrial reorganizations, the group offers mobility and training to each employee involved. As a result, 97% of the employees at the sites in the United Kingdom and 92% of the employees at the Saint-Ouen plant in France were able to find a new job in the group or elsewhere.

  Becoming a leading employer
A dynamic program of communications and relations with schools and universities was launched and has generated partnership agreements in Europe, the United States and Asia (particularly in China and India).

According to the ranking in the "2006 Universum" study prepared by the 10 leading schools in France, AREVA ranks 14th among preferred employers and 6th among ideal employers for engineers.

 Pursuing programs that foster diversity
In 2005, AREVA's European Works Committee began taking stock of best practices in hiring disabled people and equality between men and women.

With regard to the hiring of disabled people:
 programs are in place in the group to raise the awareness of management and all employees
 the group is also working through its procurement practices and economic development programs: aid to the protected sector and the creation of businesses by and/or for the disabled.

With regard to equality between men and women:
 the European Metallurgy Federation and representatives of the European Works Committee signed a framework agreement in November 2006 that covers, among other points, equality between men and women. This applies to hiring, training, promotion and remuneration practices
 AREVA's goal is for 50% of new hires in all fields to be women by 2010 
 the group has created day care centers in several establishments to enable its employees to harmonize their work with their private lives.

 Occupational safety: zero accident objective
AREVA has fixed a frequency rate objective of 3 and a severity rate objective of 0.15 for 2010. To achieve this, the group's safety policy priorities include:
 greater involvement of management in service and subcontracting activities
 management training
 establishment of a safety management system (OHSAS 18001) for the sites and activities in which there are significant work-related safety issues.

Some figures

 In 2006, AREVA hired 8,600 new employees
 No group employees or subcontractor personnel were exposed to a dose greater than 20 mSv (unit of measure of radioactivity) in 2006, compared to 31 people in 2004 and 22 in 2005.

Focus

 The Safety Guide, a tool to improve occupational safety
Published by the Safety Committee in early 2006 for all operations managers, this guide:
 reviews fundamental safety management principles
 establishes basic rules applicable to key risk situations.

 Sharing the expertise of senior staff
This is the challenge being met by the Knowledge Brokering Bulletin Project, launched by a team from Erlangen in Germany. The project won the 2005 AREVA Sustainable Development Awards. The idea is to share the experience of senior experts.

Whenever a topic can give rise to a knowledge transfer, it is reviewed by a multidisciplinary network. The key stakeholders are consulted to prepare a user-friendly document. Thanks to this in-depth dialogue between experienced engineers and their young co-workers, 8 bulletins have already been published.