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Our commitments: Diversity, core component of AREVA’s policy

A woman and a man in front of a computer

Diversity is a key performance driver: it broadens the exchange of ideas and skills, brings together different views, and is a source of innovation. Believing in and committing to a world without discrimination means acquiring the means to accomplish this long-term work.

The principles

AREVA defined 4 major areas for development of its diversity policy:

  • Including disabilities through retention in employment, recruitment, integration, site accessibility, training…
  • Promoting gender balance through recruitment, equal access to career paths and opportunities for career development…
  • Valuing experienced employees and age diversity through training, mobility, prevention of difficult work conditions…
  • Encouraging social, ethnic and cultural diversity through the hiring policy and by fighting discrimination…

    Several topics have joined these 4 areas: work-life balance, parenthood support, respect for all philosophical and religious practices in the company…

The players

The group’s diversity policy is implemented and promoted by the Social Strategy and Diversity Department. Under its responsibility, liaison officers act to coordinate activities at a local level so that everyone gets involved to make diversity a reality.

  • The Social Strategy and Diversity Department
  • The Diversity network

    AREVA has set up a network of local diversity liaison officers. Involved on a daily basis in diversity issues, their initiatives at the local level and their sharing of best practices are bringing the policy to life for employees. The network is a key factor for success.

The Main Figures

" AREVA works concretely on valuing diversity, in order to support group performance, in the knowledge that diversity is source of strength and enriches our values. We measure the results of this commitment, so we can continue to make progress. The battle is not yet won, but 2016 was positive overall, with a 4.92% employment rate of people with disabilities. And 22% of our staff are women.

Philippe Thurat, Social Strategy and Diversity Department