An exemplary employer
Health and safety, quality of life at work and social dialog
Health and safety at work, a priority for Safran
Safran is committed to developing a culture of risk anticipation and prevention to ensure the health and safety of its workforce, supplier partners, customers and any other stakeholder affected by its activities, in a spirit of transparency and honesty. This commitment was renewed in 2021 with the signature of the HSE (Health, Safety and Environment) policy by all members of the Group Executive Committee, effective across all sites. The policy has been implemented using an in-house organization and reference system. The global reference system provides a means of managing risks and improving operational performance in HSE.
Our HSE policy
Social dialog
The Group ensures suitable representation of all its employees, the freedom of association and the observance of union rights, in accordance with international standards (notably the ILO conventions) and country-specific legislation, through several channels:
- Signatory of the United Nations Global Compact since 2014
- The implementation of a global framework agreement on corporate social responsibility
The quality of the labor climate is the result of ongoing dialog between management, employees and their representatives. This dialog occurs in observance of union rights as defined by the ILO, the UN Global Compact, the guiding principles of the OECD and local country-specific legislation, while retaining a neutral attitude to the labor organizations active.
Social dialog is deployed at multiple levels: global, European, country, Group, company and subsidiary.
Continue developing skills and support our local communities
Skills development and training, key measures for Safran
In a context of significant digital transformation and commitment to decarbonizing aviation, a profound change in skills and professions has been initiated. Preparing and supporting these changes represent a major challenge for the Human Resources function. Safran must ensure that the appropriate quality and number of skills required are available to handle the transformation of the sector. These skills are operational and strategic resources in both expert and managerial terms, ensuring the long-term viability of the Group.
Safran is committed to developing the skills of its workforce through a dynamic talent management policy, through which the Group anticipates its future skills requirements, takes into consideration the aspirations of all employees, strengthens their expertise, and prepares the senior management and leaders of the future.
Safran Together, four behavioral principles
By ensuring that each person can make an effective contribution to our growth objectives and access self-realization in a constantly evolving environment, Safran Together supports the career development of employees and the major transformations of the Group.
The process is built on four guiding principles: succeeding together, fostering an environment of trust, daring to innovate and committing to a shared vision. Safran Together was introduced in 2024 with the aim of providing guidance for Group employees and inspiring their daily behaviors.
Support the development of employee skills
Training plays a crucial role, not only in strengthening the engagement and employability of our employees, but also in contributing to the decarbonization of aviation and the digital transformation of the sector. The Group offers training suited to each person’s career pathways and aspirations, as well as to Safran’s strategic needs, through physical campus sites in France and abroad, alongside remote learning platforms. Safran also maintains partnerships with a network of over 70 industrial learning establishments around the world, which provide tangible and operational training on our sites or in association with external centers.
Act for our regions and their communities
Safran contributes to developing regional growth through its hiring policy, by hosting young people in training and developing exchanges between academic and professional workplaces, to attract talented people to the professions of the aviation industry.
Safran enjoys partnerships with many schools and plays a societal role in training, by developing the knowledge and know-how of numerous young people who spend part of their training within the Group every year, either on internships, work-study placements or doctoral thesis projects.
Supported by over 250 ambassador colleagues, Safran makes presentations at prestigious universities and educational establishments every year. This societal commitment supports the professional integration of young people into active working life across multiple leading-edge technological sectors.
Safran is also committed to local communities near to its sites, by supporting a wide range of initiatives, mainly through associations. In 2024, volunteer employees completed over 600 civic actions, with themes focused on society, health and the environment.
Foster equal opportunities, promote inclusion and diversity
“Scientific studies show us, and experience teaches us that in any organization, the diversity of viewpoints, pathways and cultures is a key factor in innovation and success. This applies at all levels, from the smallest team to the entire business. We are all accountable for welcoming and respecting differences between Group employees.”
Make Safran a more inclusive business
Safran sees diversity and inclusion as drivers of performance, innovation and well-being at work. The Group actively promotes the recognition and progression of its employees and employees, and fights discrimination in all areas. Safran adheres to the principles of the United Nations Global Compact, notably that of eliminating discrimination in respect of employment. It has also been a signatory of the French Charte de la Diversité (Diversity Charter) since 2010.
Promote diversity
For Safran, diversity in employment and gender equality represent key factors to face the challenges ahead for the company and contribute actively to creating value and Group performance. Its actions are focused on three ambitions: make the business culture more inclusive and favorable towards professional diversity, raise the number of women in senior management and bolster the attractiveness of Safran to women. Since 2018, the Group has held GEEIS certification, an international standard focusing on gender equality and diversity in the workplace, for some of its entities.
Gender equality rating
Gender equality - Safran Rating: 92/100 (2024)
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: 88/100 (2024)
Criterion No. 1: Difference in average salary between men and women : 38/40
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 92/100 in 2024, 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 88/100 (2024).
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%, in 2023, it was 19.5% and in 2024 it was 22%.
Within Safran SA, for the year 2024, 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: 26% / 74%
- Percentage of members of executive bodies who are women and men, respectively: 25% / 75%
Integration and retention of people with disabilities
For a number of years, Safran has pursued a proactive policy in terms of hiring and retaining employees with disabilities. The Group operates a disability policy based on four key areas: retention of employees with disabilities, hiring, partnerships with the sheltered employment sector, and implementation of the AFNOR “disability-friendly organization” standard relating to the integration of people with disabilities in all business processes.
Employment of young people, seniors and people from disadvantaged backgrounds
Safran believes that the professional integration of young people, the recruitment and retention of seniors, and the transmission of skills are key issues for its future. These principles enable each person to grow, learn, transfer knowledge and contribute to the Group’s long-term performance. Safran takes decisive action to promote the social and professional integration of young people in difficult situations with little access to employment, by offering them opportunities for mentoring, training or employment within the company.
The Group is also a partner of events and activities aimed at mentoring, training and employment for young, relatively unskilled people, and supports multiple associations active in this field. At Safran, many senior-age employees are able to benefit from specific working time arrangements.
Philanthropic action oriented towards young people
The guiding principle of Safran’s philanthropic efforts is engagement with young people. It is implemented by the Group through two corporate Foundations and direct patronage:
The Safran Corporate Foundation for Integration works to support young people with disabilities and from disadvantaged backgrounds. Its work focuses on professional integration projects managed by associations with an awareness of the difficulties faced by young people, for whom integration is difficult or impossible, and the specific circumstances for young people with disabilities, helping them to find jobs in everyday environments.
The Safran Corporate Foundation for Music supports talented young musicians as they start their professional journeys to become leading lights in the classical music of tomorrow. It has provided several generations of young people with assistance to help them find their way in a changing music industry: scholarships, support for first recordings, assistance in acquiring instruments. It also hosts an annual competition to award the Safran Foundation Prize for Music.
Patronage projects
The Group undertakes a wide range of patronage projects to support education. Safran supports multiple initiatives with educational aims. Its actions are focused on improving the acquisition of mathematical and scientific knowledge.
Furthermore, continuing on from the emergency aid projects in Morocco in 2023, the Group sponsored two long-term educational projects in 2024, in regions hit by the earthquake on September 8, 2023.
Corporate foundations & patronage
- Maps are available under the Open Database Licence.
- © OpenStreetMap contributors.
- © Safran
- © Laurent Pascal / CAPA Pictures / Safran
- © Raphaël Soret / Safran
- © Adam Wiseman / CAPA Pictures / Safran
- © Cyril Abad / CAPA Pictures / Safran
- © Adrien Daste / Safran