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An exemplary employer

Aware that its employees are its most precious asset, Safran pursues a proactive policy in favor of equal treatment, inclusion, the fight against discrimination and the protection of health and safety at work. We strive to be an exemplary employer to all of our staff, all over the world. This key priority is one of the four pillars of our CSR strategy.

Safran: a responsible employer

28 %
Women make up 28% of the Group's workforce worldwide: 31.3% of new hires in 2021 and 15.1% of senior executives
1.5
million training hours in 2021
2,028
Safran employs 2,028 disabled workers in France
Safran employees at the Safran Paris-Saclay site

Diversity and inclusion: rich sources of strength

Safran sees diversity and inclusion as key factors to drive  performance, innovation and well-being. The Group engages in initiatives to promote equal opportunities, recognition, training  and career development, and to fight against all forms of discrimination. Safran adheres to the United Nations Global Compact and is a signatory of the Diversity Charter since 2010. The Group's commitment in this field was renewed in 2021, when our Chief Executive Officer signed Safran's diversity policy. 

Our ethical guidelines
"Scientific studies have demonstrated, and experience has taught us, that diversity in all its dimensions including opinions, experience or cultures, is a driver of innovation and success. This applies at all levels from small teams all the way up to the whole company. We all have the responsibility to welcome and respect the differences between our Group’s employees."
Olivier Andriès, CEO of Safran
Gender equality rating
90 /100
Gender equality - Safran Rating (2021)
87 /100
Gender equality - Safran SA Rating (2021)

Gender equality rating

Gender equality - Safran Rating: 90/100
Criterion No. 1: Difference in average salary between men and women.
Criterion No. 2: Comparison of the percentage of men and women having received a raise.
Criterion No. 3: Comparison of the percentage of men and women having received a promotion.
Criterion No. 4: Whether all women received a raise on returning from a maternity/adoption leave.
Criterion No. 5: Number of women in the top 10 paying positions.

Gender equality - Safran SA Rating: 87/100
Criterion No. 1: Difference in average salary between men and women : 37/40
Criterion No. 2: Comparison of the percentage of men and women having received a raise : 20/20
Criterion No. 3: Comparison of the percentage of men and women having received a promotion : 15/15
Criterion No. 4: Whether all women received a raise on returning from a maternity/adoption leave : 15/15
Criterion No. 5: Number of women in the top 10 paying positions : 0/10

 

According to the French law of September 5, 2018, and its application decree of January 8, 2019, on "Freedom to choose your professional future" (Liberté de choisir son avenir professionnel), companies have to measure five gender equality indicators and publish their overall score. The primary aim of this law is to eliminate compensation discrepancies between men and women. Safran's overall score for all of its companies with more than 50 employees in France is 89/100, which exceeds the targeted threshold of 75 points as defined by the decree. Safran SA's (the holding company that manages the Group and brings together the cross-disciplinary functions that support Safran's operating entities) score is 87/100.

 

Furthermore, the law to accelerate economic and professional equality between men and women from December 24, 2021 (called the Rixain Law) created a new requirement to have women in the executive bodies of companies with over 1,000 employees. Within Safran, the policy on the professional advancement of women, their access to positions of authority, the identification of talent, and assistance with professional development are priorities that we have also extended to our relations with engineering schools and universities in the past few years.

In concrete terms, Safran has set objectives regarding its senior executives all across the globe. The progress made every year since 2019 is significant and has accelerated: 12% of senior executives were women in 2019, in 2020 it rose to 13%, in 2021 it was 15%, and this year in 2022 17% of senior executives are women.

Within Safran SA, the indicators relating to gaps in representation between women and men in positions of greater responsibility are as follows:

  • Percentage of senior executives who are women and men, respectively: 25% / 75%
  • Percentage of members of executive bodies who are women and men, respectively: 13% / 87%

Given the actions continuously undertaken in 2021 and 2022, the results achieved to date* are continuing to improve:

  • Percentage of senior executives who are women and men, respectively: 27% / 73%
  • Percentage of members of executive bodies who are women and men, respectively: 25% / 75%

*September 2022

AGB (Accessory GearBox) LEAP-1A assembly

Employment of young people, seniors and people from disadvantaged backgrounds

Safran believes that enabling the professional integration of young people, hiring and retaining senior staff and sharing skills are issues of key importance. These principles make it possible for anyone to grow, learn, share and contribute to the long-term performance of the Group. Safran is taking decisive action to promote the social and professional integration of young people in difficult situations, offering them career advice, training and employment opportunities within the company. The Group is a partner in events and activities aimed at mentoring, training and employing unskilled young people, and supports many non-profit organisations which are very active in this field. At Safran, many employees nearing retirement are able to take advantage of specific flexible working time arrangements.

Design office

Diversity in the workplace

Safran considers that diversity and equality of opportunity between men and women are essential to face the workplace challenges ahead and contribute to the Group’s  performance and value creation. Its action plan is based on three goals: creating a more inclusive business culture, making Safran more attractive to women and increasing the number of female executives. In 2019, Safran renewed its GEEIS (Gender Equality European and International Standard) certification in 7 entities in France and abroad.

Nacelle and LEAP engine for A320neo

Integration and retention of disabled employees

For a number of years, Safran has pursued a proactive policy for hiring and supporting employees with disabilities. The Group operates a disability policy with four key areas: retention of employees with disabilities, recruitment, partnerships with subcontractors employing a majority of disabled people, and the introduction of AFNOR's "disability-friendly" standards regarding the integration of disabled people into all business processes.

Protecting employee health and safety

Safran is committed to developing a culture of risk prevention to ensure the health and safety of  its employees, supplier/vendor partners, customers and any other stakeholder affected by its activities, in a spirit of transparency and honesty. This commitment was renewed in 2019 with the signature of the HSE (Health, Safety and Environment) policy by all members of the Group Executive Committee, effective across all sites. This policy has been implemented using an in-house organizational structure and reference system. This general reference system provides a means of managing risks and improving operational performance in HSE.

2.1
Frequency of lost-time work accidents in 2021
0.08
Severity of lost-time accidents
  • © Safran
  • © Adrien Daste / Safran