An HR policy based on the principles of professional competency, fairness, equality and career support

"Mature" was the word chosen by Mixity (a consultancy specialising in diversity and inclusion) to describe BRGM's policy in this area, which received an overall score of 74/100. "This study enabled us to assess our policy objectively and situate ourselves in relation to other companies, while identifying areas for improvement," explains Marie Belossat. Several aspects were analysed, highlighting the company's performance in terms of disability inclusion (85/100), gender equality (80/100) and generational diversity (84/100). "These positive scores are a result of a policy that has been in place for almost ten years. This policy is based on the principles of inclusion through the recognition of skills and the equal and fair treatment of all employees, based on formal commitments set out in company-specific agreements and actions aimed at reducing pay differences between employees, while also taking into consideration any difficulties employees may have." A particular emphasis is also placed on awareness-raising campaigns, notably covering all forms of disability, including less visible ones. In addition, a new agreement on Job and Career Management is currently being negotiated with staff representatives.

However, two other areas of BRGM's Diversity & Inclusion policy need to be reinforced, starting with the situation of LGBTQIA+ people (55/100). "We aim to prevent all forms of discrimination by raising awareness about sexual orientation and gender identity, notably through a major annual quiz," says Marie Belossat. A guide of best practices for supporting gender transition at work was also been produced and distributed in 2023. Equally, the multicultural aspect (56/100) needs to be improved "by reinforcing BRGM's attractiveness outside France and developing a policy to encourage the recruitment of foreign PhD students".

Internal mobility encouraged 

Internal mobility (69 employees in 2023) is another strong point of BRGM's HR policy, with 48% of job vacancies filled through this process last year (compared with a national average of 20%). "This encourages the development of skills, and reinforces employee motivation and employability, while also improving our employees' understanding of the company, all with a view to retaining talents," says Marie Belossat. A new company-specific agreement was signed in 2023 to encourage internal mobility and provide better support for employees concerned by geographical relocation (with a specific section for French Overseas Departments). "In addition to increasing the mobility bonus, it includes better provisions concerning the life-style changes involved in moving to a new place of work, both for the employee and his or her family." For example, employees can now carry out on-site reconnaissance missions before making a decision. All these improvements are the result of numerous discussions with employees who have already lived through the effects of geographical relocation as part of their mobility process. 

A new map of scientific jobs 

Following its HRS4R (Human resources strategy for researchers) accreditation in 2021, BRGM has revised the map of its scientific and technical jobs, taking inspiration from best practice and the Euraxess European database and building on the reform of its scientific-research programming. “This new map is clearer, more comprehensive and more representative of the specific features of these activities, in particular by integrating the expertise-research continuum,” emphasises Marie Belossat. “It also shows the career paths available in each sector.” By the end of 2023, all the jobs concerned (over 600) had been repositioned. This review will continue in 2024 with the support and management functions.