SNCF positions diversity at the core of its vision with the ambition that its employees reflect its clients differences, from social to geographic and cultural diversity. Such an ambition requires a human resource approach based on the promotion of diversity and an in-depth dialogue with social partners.
SNCF strives for a diverse workforce
2. Human Rights
Diversity, equal opportunity, and fighting discrimination
- Place the promotion of the diversity at the heart of the human resources strategic approach.
- Diversify employees profile with an emphasis on skills and equal treatment throughout the organization.
Disability and employment
In 2016, SNCF counts 6 726 employees with disabilities compared to just over 3 000 in 2002. In 2015, all union organizations signed a new agreement planning to recruit 700 employees with disabilities over the 2015-2017 period.
“SNCF au Féminin” (SNCF’s Women’s Network) continues to thrive. The network missions are to promote the integration of women on traditionally men-held position, to ensure professional and family life balance and to raise awareness among the Group’s managers. In 2016, 5 000 SNCF women participated to the network activities.
Opening to less-favored neighborhood
The “Week for equal opportunity” becomes entrenched with the mission to recruit candidates from less-favored neighborhoods. In the group as a whole, candidates from popular neighborhoods represent 18% of the recruitment processes.
Foster youth employment
In 2016, SNCF offered 7 179 work-study contracts and recruited 1 180 former work-study students on a long-term contract.
Best Practice spotted by the World Forum for a Responsible Economy in 2012 and updated in 2017.
CONTRIBUTION TO COMPANY PERFORMANCE
The promotion of diversity fosters:
- Gain in public recognition for the group societal policy
- Reinforce SNCF image among its employees
- Develop new international markets for the group
- Diversify its approach for human resources and enhance its teams
Among its global workforce, SNCF employs:
- 24.2% of women, a rising figure (against 20.8% in 2014)
- 28 % of women executives, a rising figure (against 25.67% in 2014)
- 4.5 % of employees with disabilities
- 12 % of employees over 55 years old (against 9% in 2014)