Our HR policy
How can we define ARD's HR policy?
ARD has a proactive HR policy with two complementary pillars: Helping young people enter the job market and developing and promoting internal talent.
- Helping young people enter the job market
Thanks to a proactive and forward-looking human resources policy, every year, ARD helps young students by offering them long-term work placements or block-release training contracts.
These work placements can be with various departments in the company, in particular R&D.
Attracting talent thanks to the targeted recruitment of highly qualified candidates also helps ARD improve its teams with experts and continue to grow sustainably.
- An ambitious training policy
ARD makes ongoing professional training and career development a priority for its employees. This is due to an ambitious personnel management policy, both regarding the challenges and the development of the company's activities, as well as the career development and personal development of employees throughout their time with the company.
There are several permanent training objectives :
- Improving business expertise (updating and perfecting techniques, project management, etc.)
- Managerial training for supervisors
- Hygiene, health and safety - a crucial field in ARD's business
- Career management
Good career management is vital for the long-term success of a company. ARD's HR policy, and in particular the management of human resources, has a particular focus on its employees' development. Employees meet their manager twice a year. As well as the annual performance appraisal, an annual development interview is organised in order to discuss the employees' career plans and help them work towards them.
- égalité professionnelle H/F
La loi de 2018 pour la « Liberté de choisir son avenir professionnel » soumet les entreprises à une obligation de calcul et de publication d’un « index d’égalité professionnelle » entre les femmes et les hommes*.
La valeur de l’index égalité professionnelle dans notre entreprise, pour l’année 2023 est de 93/100.
Cet index est calculé sur la base de 4 indicateurs permettant de comparer la situation des femmes et des hommes au sein de l’entreprise :
- L’écart de rémunération entre les femmes et les hommes
- Comparaison du pourcentage de femmes et d’hommes ayant perçu une augmentation
- Le pourcentage de salariées augmentées l’année de leur congé maternité
- Le pourcentage de femmes dans les 10 plus hautes rémunérations
Index égalité femmes/hommes chez ARD en 2023
39/40
Écart de rémunération entre les femmes et les hommes
35/35
Écart du taux d’augmentations individuelles entre les femmes et les hommes
5/10
Nombre des femmes et d'hommes parmi les 10 plus hautes rémunérations
(*en 2022, la part des femmes dans l’effectif d’ARD était de 42,74 %).
