For several months now, Eramet's human resources teams have been working to improve diversity in the company, particularly gender diversity. This commitment, which is set out in the Group's CSR road map, is the focus of practical measures in the areas of recruitment, training, compensation and career promotion.
In December 2020, a new agreement on gender equality in the workplace was signed between Eramet S.A., the Group's head office, and employee representatives. Covering a period of four years, the agreement is designed to supplement the measures already in place and to further consolidate the process:
"The new measures contained in this agreement focus on four main issues: career advancement; equality in terms of actual compensation; the balance between professional and personal/family life; and working conditions. These are not merely topical issues in terms of media coverage, but they are also crucial if we are to be an attractive company and build loyalty among our employees," explains Solenn Huguen, Human Resources Officer at Eramet S.A.
These measures include a number of new initiatives, particularly with regard to childcare, such as fully paid paternity leave as of January 2021; a partnership with a network of childcare centers beginning in 2022; changes in working conditions for pregnant and breastfeeding women (dedicated parking spaces, breastfeeding room); as well as more detailed research into any potential pay gaps between men and women, analyzed by job category.
This type of measures will help advance gender equality within the Group. With scores ranging between 85 and 93 (out of 100) on an index comparing companies operating in France, Eramet made strong progress in 2020.