Because our future depends on our human capital, Colas Rail has always been committed to managerial excellence to attract, develop and retain talented people so that they reach their full potential throughout their careers. To achieve this, our managers and human resources teams base their work on 5 main lines:
Join a profession with a future
Colas Rail operates in a fast-changing sector, transforming the mobility of the future.
It is one of the recognised leaders in rail infrastructure design, construction and maintenance in France and abroad.
Joining Colas Rail means choosing a sustainable future for yourself and for others.
Do you have a keen interest in the future? So do we.
Make a safe commitment to meaningful projects, with a community of talented people from all walks of life whose raison d'être is to make good on the promise of sustainable mobility so as to have an impact now and in the future on the world around us.
It means having the courage to take on responsibilities quickly with a committed international leader that gives everyone a chance and affirms its values of ethics and transparency in its relations with its customers, service providers and employees.
It means growing, learning, training and sharing with men and women who have experience and expertise and who pass on their pride and enthusiasm for a demanding profession like nowhere else.
The inspiring stories of our employees make up the History of Colas Rail with a capital H. It's up to you to add your own.
Our HR policy: managerial excellence, disability, etc.
Attracting, developing and retaining talent through managerial excellence.
Diversity and inclusiveness
Our diversity is our most valuable asset, enabling us to benefit from everyone's experience, skills and points of view and fostering dialogue, open-mindedness and learning. This is why our diversity and inclusion policy is among our top priorities at Colas Rail. In January 2022 Colas Rail signed the charter of the StOpE initiative against casual sexism and the company is raising awareness and training all its employees to counteract all forms of discrimination and promote an inclusive working environment.
Gender diversity is also among our major challenges.
Disability policy
We aim to encourage the recruitment of people with disabilities, to integrate them and to support them in their daily lives. For this purpose we take all the steps required to improve their well-being at work, whether through adaptations linked to their disability such as modified workstations, or special leave of absence.
Quality of life at the workplace
It is essential for us to support our employees to improve their quality of life at work.
We do everything we can to ensure that our employees work safely in a healthy working environment that ensures a work-life balance.
We are committed to developing the mental, physical, emotional and social well-being of our employees. In particular, this includes raising awareness of stress and promoting physical activity and healthier eating habits.
Mobility
We operate in 23 countries and encourage our employees to be mobile. This means that career paths can be developed, best practices can be exchanged and real personal enrichment can be achieved. We encourage international mobility between our various business lines, but also mobility between support and operational jobs.
Retaining our talent - training:
Our aims We want to be the company of choice in terms of attracting and retaining talent. For this purpose, we have set up induction modules for all our new employees to acquaint them with our culture and develop a sense of belonging to the company.
Through annual performance reviews and career interviews, we work with our employees to create individual career paths and personal development plans that meet their expectations. For example, these personal development plans may include technical and business training, role-plays, coaching, mentoring, management and leadership training programmes, geographical or job mobility or promotion.
Gender equality index:
Since 2019 we have been measuring our gender equality performance and publishing the results from our gender equality index.
Companies with at least fifty employees are required to publish a gender equality index based on indicators relating to the pay gap between men and women.
This 100-point index is calculated on the basis of 4 or 5 indicators depending on the size of the company.
This index comprises 5 indicators:
- A 36/40 gender pay gap between men and women
- Pay rise proportions between men and women 20/20
- Proportions of women and men promoted 10/15
- Percentage of women returning from maternity leave with a pay rise 15/15
- Numbers of women and men among the company's 10 highest earners 0/10
Following this calculation, COLAS RAIL scored 81/100 points for the year 2023 on 1 March 2024.
For our Colas Rail Infra Services entity, as of 1 March 2024 for the year 2023, the gender pay gap indicator results cannot be calculated for the following reasons:
- The workforce to be taken into account for the calculation of all the indicators is less than 40% of the Company's total workforce for the "Pay gap" indicator;
- The maximum number of points that can be obtained in the calculation of indicators other than those referred to above is less than 75.
Further information about our gender diversity plan:
Through a committed and proactive policy, COLAS RAIL's management has made gender equality a major issue. The score obtained bears witness to the effectiveness of the steps taken by the Group under its Gender Equality Plan established at the beginning of 2021. However, while this result is encouraging, Colas Rail intends to take further steps by adopting a long-term approach to gender diversity and gender equality in the workplace and thus move closer to achieving the maximum score for all the indicators that make up this index.
In this context, Colas Rail's Gender Diversity Plan focuses on the following areas:
Encouraging vocations:
- Relations with education establishments: Visiting secondary schools to raise awareness of our businesses and organise visits to our work sites;
- Taking part in flagship events organised by high-profile associations via our "Elles Bougent" (Women on the Move) network of ambassadors.
Attracting new female employees:
- Retaining our recruited employees: taking part in dedicated forums, reviewing the title and content of our job/internship offers, raising awareness among managers and always putting forward a female applicant for target jobs;
- Portraits of women: using videos about inspiring women's careers to be viewed outside the company.
Retaining our female talent:
- Initiating a combined internal network to support our talented women in asserting their ambitions and gaining access to responsible jobs, drawing inspiration from role models so that they can then become company ambassadors.
- Integration facilitated by dedicated mentoring.
At the same time, the Management has decided to establish an effective remuneration policy to be overseen by a Head of Remuneration to be appointed in 2021. One of the tasks of the Head of Remuneration is to ensure equal pay for men and women at COLAS RAIL, particularly in the course of pay reviews.
In addition, in companies with at least 1000 employees, any differences in the representation of men and women among senior executives and members of management bodies must be published.
