Getlink employees are at the heart of the value created by the Group and their commitment is the prerequisite for any performance. That is why we strive every day to promote the inclusion and diversity of our teams, to guarantee their health and safety, to develop their skills and to attract new talent.

Promoting inclusion and diversity in teams

For Getlink, diversity, fairness and inclusion are major drivers of the commitment and attractiveness of teams. These dimensions contribute to the organisation’s performance by transforming each person’s differences into strengths.

Guaranteeing equal treatment

The Group’s commitment in this area is reflected in the application of an equitable policy in terms of recruitment, access to training, remuneration and promotion for all team members throughout their careers. This policy is also applied in the process of identifying high-potential individuals and of appointing leaders.

Published in July 2020, the Charter on Equality between Women and Men has given rise to an action plan, with the following objectives:

• At least 25% of promotions to be awarded to women
• Guarantee of equal pay for men and women, with equal pay for equal work, experience and qualifications
• In 2023, several entities of the Group will have a specific budget of 0.2% of the payroll to reduce inequalities related to gender or other discriminatory criteria.

Promoting the inclusion of people with disabilities

Following a diagnosis carried out in partnership with Agefiph, an action plan was drawn up and shared with the staff representative bodies. It is structured around five main areas:

• managing disability issues in the workplace;
• information and communication (internal and external);
• supporting career development and job retention;
• the integration and development of partnerships with the supported and disabled sectors;
• recruitment and integration.

Several disability awareness-raising initiatives were carried out in 2024, particularly during the European Disability Employment Week (disability awareness-raising workshops, sharing of employee testimonials, forum organised in partnership with companies in the protected employment sector in the region).

Allowing everyone to feel like themselves

Getlink strives to promote the inclusion of LGBTQ+ people.

In 2024, awareness-raising events were once again organised in partnership with associations around Pride month (communication campaign, survey, sales organised to raise funds, interventions by the associations Fiertés Pas-de-Calais and FFLAG*) as well as during Pink October and Blue November (cancer prevention webinars with contributions from expert associations on the subject).

* FFLAG: UK organisation providing information to friends and families of gay, lesbian and bisexual people.

Creating a fulfilling work environment

Getlink is committed to building a work environment that promotes the personal fulfilment of each employee, through concrete actions in terms of prevention, training and measures promoting well-being at work.

Preventing psychosocial risks

Introduced in 2009 for ESGIE employees, the charter on the management of psychosocial risks led to a company agreement in 2015 allowing for the granting of days of rest in the event of the illness of a child or partner. This agreement was extended to the entire Group in 2023 and also applies to employee carers.

Measures to promote well-being at work and mental health have been taken in all the Group’s subsidiaries. At Europorte, a platform offers all employees the opportunity to talk confidentially with coaches or expert psychologists about work-related or personal issues that concern them. An equivalent scheme exists for all Group employees in France and the United Kingdom.

Boosting team commitment

Creating the conditions for constructive social dialogue

Getlink attaches great importance to social dialogue and has long endeavoured to establish sustainable and constructive industrial relations. All the teams in the Group and its various subsidiaries have free access to independent employee representative organisations and are covered by collective agreements.

In 2024, 26 agreements and 2 amendments were signed at the level of the subsidiaries and the Group, including an agreement on professional equality and diversity for the ESGIE entity and an agreement at the Group level allowing the donation of days of leave between colleagues.

Promoting respect at work and combating harassment

Getlink has created an awareness-raising module entitled ‘Respect at Work’, which has been rolled out to all Group employees. This module provides information on how to prevent all forms of harassment and raises awareness of the rules of non-discrimination in recruitment. The Group regularly runs poster and reminder campaigns on the subject.

Attracting and developing talent

The attractiveness of our professions is a strategic factor in the success of the Group’s projects. That is why we pay the utmost attention to the recruitment, training and development of our teams, as well as to the management of career paths.

Promoting apprenticeships

The Group has an active work-study programme, with a view to securing skills in the years to come.

The number of apprentices and trainees remained stable in 2024. More than 80 work-study students were employed by the company in 2024, some for 3 years. The objective for 2025 is to continue welcoming work-study students.

Encouraging women to enter our professions

In 2023, Getlink signed a partnership agreement with the association Elles bougent to introduce schoolgirls and students to our professions through exchanges with Group mentors.

Getlink is therefore committed to promoting exchanges between mentors and young girls by organising meetings or participating in external events (sector meetings, InnovaTech challenge, ‘Réseaux et Carrières au féminin’ forum, etc.).

At the cutting edge of learning technologies for railway training

As a nationally recognised training organisation for railway operators, CIFFCO (Centre International de Formation Ferroviaire de la Côte d’Opale) has expanded its range of training courses, in particular by investing in new state-of-the-art mobile driving simulators and renovating its cabin simulator. In this way, it anticipates the needs of its customers and develops skills in railway professions, which are also professions of the future.

CIFFCO also trains internal teams in all the skills necessary for the development of the Group’s activities.

CIFFCO has been QUALIOPI certified since 2022, following an audit by AFNOR. This certification recognises the quality of our services.

Promoting collective and individual performance in remuneration

The Group strives to balance individual and collective measures in its performance recognition schemes.

In addition to the individual performance recognition schemes (salary increases, bonuses, etc.), the Group has set up :

• a profit-sharing scheme based on the achievement of short- and medium-term collective objectives
• employee savings plans with matching contributions
• employee share ownership, which aims to involve employees in the Group’s long-term results, by awarding free shares annually to all employees for more than ten years, and performance shares to executives and key managers.