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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
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.Our ethical guidelines
Gender equality rating
Gender equality - Safran Rating: 89/100
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 score is 87/100.
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.
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.
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.
- © Adrien Daste / Safran