Committed to our employees

APRR takes action against all forms of discrimination. To this end, APRR has signed several company agreements on gender equality, the employment of seniors and the integration of people with disabilities. The Group also implements practical actions to give everyone with equal skills and professional experience the same opportunities to access employment and build their professional career. 

To better accommodate employees with disabilities, APRR has developed an action plan focused on integration, job retention and career development. This also includes an important awareness-raising component for the Group's employees. The rate of employees with an RQTH (the official recognition procedure for disabled workers) has steadily increased, to 5.76% in 2018. 

To reduce gender inequalities, APRR has taken specific measures. These have shown results: today within the company, the gender pay gap, across equivalent skills and jobs, is less than 1%. This is compared to 16% nationally. The percentage of women among senior managers is 10.8%, and 12.5% for members of the governing bodies. In addition, the overall rating of the professional equality index for 2022 is 89 out of 100 for APRR. 

Safety at work is a constant requirement: we are committed to a global safety approach to meet the objective of zero accidents. This includes three areas of focus:  

• management accountability ("Safe pilot", training adapted for managers)  
• the introduction of integrated safety   
• the development of preventive behaviours.  

Every year, 700 employees are welcomed to our internal training centre to be made aware of safety issues in their professional environment. 

APRR’s 3,200 employees guarantee the quality of APRR’s products and services. Their involvement is the primary driver of the company’s effectiveness. For APRR, career support and skills development are strategic objectives.   Induction courses, tutoring, continuing professional development, promotion of internal mobility, etc.: All these measures are offered to each of the Group’s employees, including an important aspect of risk prevention. 

APRR’s induction policy for new employees facilitates their transition into new positions and fosters their professional development. A personalised induction programme is planned for each newcomer, focused on sharing information and pooling experiences. In-house trainers and tutors then assist employees in taking up their positions. 

Working methods within the company promote cross-functionality and the transmission of knowledge. In addition, no fewer than 250 in-house trainers and more than 200 tutors support employees each year in acquiring their knowledge.  At APRR, forward-looking management of employees’ jobs and skills is an important element. The Group has put in place the necessary resources to make them feel valued for their work, respond to requests for transfers, entrust employees with new responsibilities, etc. 

Within the company, training courses promote upskilling and support each individual’s professional development. For APRR, this strong commitment translates into one of the highest budgets in the sector. Each year, employees take part in nearly 70,000 hours of training. In 2018, 91% of them had received training.     

A promotion and mobility charter has been put in place to facilitate employee mobility within the Group. It specifies the principles and procedures for their support: a single procedure applicable to all and objective assessments based on skills. This has enabled almost one in four employees to change jobs over a three-year period. Measures have also been taken to encourage seniors to remain in employment.