The Group’s human resources and employee relations policy embodies a long-term commitment to social responsibility.

With its recognised technological expertise, growing international footprint, rich array of skills and a track record of innovation and success, Thales is in a strong position to meet the challenges of a rapidly changing world.

Recruiting and retaining the best talent is vital to sustaining this leadership, and constantly developing employees’ skills and capabilities is a core management commitment at every level of the organisation.

 

Toward recognition as a top employer

Thales joined the United Nations Global Compact in 2003 and adopted its ten principles, in particular those related of human rights and labour practices which are based on the Universal Declaration of Human Rights and the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work. These principles are implemented through a series of agreements and best practice guidelines to ensure that our business activities are conducted in a responsible way.

The Group introduced a human resources reporting tool called e-Social Responsibility Reporting, enabling HR directors in each country to provide data on the basis of a standard set of qualitative and quantitative indicators. These indicators are based largely on the recommendations of the Global Reporting Initiative (GRI) but also on indicators negotiated with management and employee representatives at national and European levels, which require highly specific data input.

 

Constructive social dialogue

Thales has always maintained a constructive dialogue with employee representatives in a spirit of trust and openness. Three pioneering European agreements, affecting around 54,000 employees in 11 European countries, are particularly noteworthy:

  1. 1993: Establishment of a European Works Council
  2. 2009: IDEA (Improving professional Development through Effective Anticipation), the first European agreement formalising employee professional development actions through anticipation
  3. 2010: TALK (Transparent annual Activity discussion for mutual Listening and developing professional Knowledge), Europe-wide agreement that establishes a clear framework and practical guidelines to ensure that all Annual Activity Discussions are conducted according to the highest standards of openness, mutual respect and understanding.

 

Promoting well-being and safety

One of Thales’s highest priorities is to provide a safe and healthy workplace by implementing statutory provisions, monitoring procedures, preventing health risks and occupational hazards.

The Group’s Human Resources and Operations and Environment Departments work together to address a broad spectrum of health and safety issues. Workplace risk prevention policy has been revised and a new organisation has been put in place in all countries:

  • Human Resources is now responsible for managing health and safety (H&S) related risks, which involves defining H&S policy in each country in line with local legislation and regulations.
  • The Operations and Environment Department focuses more on environmental health and safety issues with regard to specific installations and activities.

Formal procedures are in place for anticipating and managing major health risks:

  • A Health Monitoring Unit was set up in 2011 to monitor health risks at national and international levels.
  • Specific procedures are in place for managing missions in countries with major health risks. These include issuing a preliminary statement prior to travel, providing health and safety instructions and guidelines, and, in certain cases, cancelling assignments when risks are deemed to be too high.
  • The agreement on quality of life in the workplace signed on 2 July 2009 sets out a general framework for Group-wide health and safety policy and establishes a system for identifying and preventing workplace hazards and risks.