Enhancing accessibility The integration and wellbeing of employees with disabilities is one of our ESG priorities. Our Mission Handicap program in France is a good example of the actions we are implementing. It has been created to promote the employment and professional integration of people with disabilities. Our talent acquisition officers are trained to consider accessibility (accessible workspace, ergonomic workstations, home working solutions etc.) as part of a more inclusive recruitment process.

Taking care of mental health In addition to the global challenges we have all faced with Covid-19, the company has been through lots of changes in recent years, which can create stress and put pressure on mental health. This is why one of our Inclusion in Action gold standards focuses on fostering a caring environment, where employees are respected and feel comfortable to express their concerns and be heard, by managers, colleagues, and medical teams. Our goal is to break the silos of isolation, to identify early signs of stress and provide support at the earliest opportunity.

SmartWorking Thanks to digital technology almost everyone can work from almost anywhere. But this accessibility to work creates other challenges. Our response is called SmartWorking , which means working differently to facilitate team collaboration, even when we are all in different locations. This includes a Group policy for working from home which offers a flexible approach and is designed to contribute towards creating a better work/life balance. We are committed to keeping offices open and promoting social interaction to have a positive impact for employees wellbeing and enhance performance.

It s okay not to be okay October 10th, World Mental Health Day, is the occasion to remind employees that it s okay not to be okay. Our wellbeing affects our performance and mental health, like health in general, is part of life. The Covid-19 pandemic has raised awareness and highlighted the risks, which is why we believe, that when we face difficulties at work or in our personal lives, it is important to communicate to others how we feel.

Among our mental health toolbox, we have an employee assistance program with a 24-hour hotline giving people support, and proactive programs focused on mental wellbeing and how it connects to physical and social wellbeing. BÉNÉDICTE MONCOMBLE, Group Medical Manager

We want every employee no matter what race, creed or color to be able to bring their authentic selves to the workplace, with a sense of pride about who they are. SIDNEY BARRAU, Director People & Culture, Americas

Promoting inclusion and diversity Our B.O.L.D. program is a good example of an initiative launched in the USA, to promote a diverse and inclusive workplace. The Black and Brown Organization for Leadership and Development (BOLD) was launched to support the recruitment, development, advancement, and retention of Black and Hispanic professionals in the company. It is an Employee Resource Group (ERG) which organizes internal events, conferences and lectures with external speakers to identify educational opportunities and make necessary resources available to targeted groups and communities. Its goal is to promote hiring, wellbeing and retention within the company.

SEE VIDEO on World Mental Health Day 2021

Technip Energies Sustainability Report 2021 . 63