Collective agreements that go beyond legal and regulatory requirements allow BRL employees to work in optimal conditions.
Since January 1, 2022, an experimental teleworking agreement has been in effect, renewed at the end of 2024 for a one-year period.
The Group implements numerous initiatives to promote workplace health. BRL follows a structured approach to Preventing Psychosocial Risks (PSR), with risk identification and prevention now integrated into each subsidiary’s Single Risk Assessment Document (DUER).
Special attention is given to monitoring working hours and maintaining a healthy work-life balance. BRL also raises awareness among employees on topics such as breast and prostate cancer, as well as domestic and family violence.
Since 2020, BRL has been a signatory of the CEASE Charter (“Involve Companies to Cease Gender-Based Violence”), which encourages companies to support employees who are victims of violence and to raise awareness among staff and managers about best practices.
Employee safety is also a top priority for BRL, with the Group striving toward a “zero accidents” goal. In December 2021, BRLE obtained ISO 45001 certification.
BRLI educates its employees on risks associated with international travel.
Through its training policy, BRL ensures performance by aligning career and skills management with the Group’s strategic objectives.
For more information, see Chapter 4.2 “Employees at the Heart of Social Dialogue” in the DPEF.
BRL is a signatory of the Corporate Diversity Charter and the LGBT Engagement Charter of L’Autre Cercle.
The Group’s professional equality agreement focuses on five key themes, each with associated objectives, actions, and resources: pay equity, recruitment, professional promotion and career paths, working conditions and safety, and work-life balance.
BRL Engineering, the Group’s engineering subsidiary, was among the first 70 signatories of the Engineering Charter for Gender Diversity established by Syntec-Ingénierie. This charter commits signatories to implementing measurable initiatives at all levels, including:
In accordance with the French “Freedom to Choose One’s Professional Future” law, the Group publishes the Gender Equality Index for its companies, as well as a consolidated INDEX.
Additionally, BRL, the central CSEC, and each subsidiary’s CSE have appointed a reference person for sexual harassment and sexist behavior among their members.
The Group has implemented initiatives to support the inclusion of people with disabilities (tracking RQTH files, raising awareness of invisible disabilities, etc.) and uses the STPA framework for certain procurement activities.
The new Intergenerational Agreement has been in effect since January 1, 2022, continuing the deployment of the Group’s action plan. Its measures aim to promote the sustainable employment of young people under 26, retain senior employees over 56, and ensure the intergenerational transfer of knowledge and skills.
