At ATALIAN, respect for people and recognition of work well done, go beyond words written in a charter. For us, it is a question of behavior on a daily basis and a work culture that is transmitted through awareness-raising campaigns involving all our teams.
In line with these objectives, in late 2014 ATALIAN signed the French Diversity Charter in order to demonstrate and formalize its commitment to non-discrimination and diversity and promote equal opportunities, whilst contributing to improving HR practices
The Charter demonstrates ATALIAN’s commitment to cultural, ethnic and social diversity. It includes 6 articles that guide the Group in setting-up new practices, in close collaboration with staff and stakeholders. It also encourages the Group to implement a human resources policy that is centered on the recognition and appreciation of individual skills.
We are convinced that it is by valuing our human capital and supporting our staff that we can cater to the satisfaction of our clients, which is our constant preoccupation.
DIVERSITY AND NON-DISCRIMINATION
Our employment policy is embedded within our CSR commitments. It is respectful towards both women and men, whatever their background, age, sex or situation. It guarantees the perfect integration of new staff and fosters the loyalty and motivation of all employees.
In compliance with these commitments, ATALIAN’s employment policy focuses on 4 themes:
1. Gender equality
2. Inter-generational agreements
3. Integrating staff facing hardship
4. Encouraging the assimilation of disabled staff
ATALIAN is particularly committed to gender equality within the company and includes 56% of women and 44% men amongst its employees.
In 2012 ATALIAN negotiated an agreement with its social stakeholders, in favour of diversity and equal professional opportunities for women and men. These agreements set the objectives of guaranteeing gender equality in recruitment and in our different service lines, guaranteeing the same conditions for access to employment and professional training and to ensuring that pregnant women work in suitable conditions (converting work-spaces, temporary posting, and interview before and after maternity, adoption or parental leave).
ATALIAN negotiated a number of inter-generational agreements in 2013 across all of its entities to guarantee: durable professional integration of young people, the recruitment and retention of senior staff and the transmission of skills and expertise.
An initial evaluation was carried out in order to set-up the most relevant actions relating to the following:
• Defining the pyramid of ages
• Defining the characteristics of junior and senior staff and the professional development of both categories
• Anticipating the retirement of staff
• Recruitment prospects
• Key competencies that are considered as essential for the Group
• Identifying the work conditions of senior staff
ENCOURAGING THE INSERTION OF COLLABORATORS FACING HARDSHIP
ATALIAN supports projects that foster the professional assimilation of persons facing hardship or who are isolated from the professional world.
To this avail, in 2016 ATALIAN acquired a company called DPS (Dialogues Partenaires Services), a company that fosters professional insertion through economic activity. The objective of DPS is to assist those people who are isolated from the professional world in their endeavours to return to employment, by giving offering them training or a job.
In collaboration with a number of different employment and non-profit organisations that assist people who are isolated from employment in their endeavours to return to employment, ATALIAN’s Human Resources Department has been working to fight exclusion and promote professional insertion.
ENCOURAGING THE INSERTION OF DISABLED STAFF
Wherever possible, ATALIAN also supports the employment of disabled candidates, especially through apprenticeship contracts. ATALIAN has decided to resort more and more, for its major clients, to sub-contracting and or co-contracting with companies that promote the professional insertion of disabled people and thus help them remain in employment.
When associated with training, recruiting disabled staff onto professionalization contract allows the person to grasp the Group’s various professions. Disabled staff generally spend between 12 to 18 months in the field under close supervision, with the aim of obtaining a professional certificate at the end of the training.
With more than 1200 disabled staff currently employed and an employment rate of 9.4% within the Group, ATALIAN is actively pursuing its strategy in this area.