Anchored in our corporate culture, our health and safety policy has a target of "zero accidents". This is achieved through various prevention actions, which is the best way of limiting high-risk behaviours, through training and making our employees aware of their own responsibility. In 2013, awareness was raised with 20,000 employees and representatives during the shutdown of hundreds of sites for health and safety dedicated days.

This is demonstrated through various actions:

• training and accountability of our employees.
• improvement of the ergonomics with, in particular, the creation of skills centres in order to install ergonomic equipment on the sites, the development of grids for assessing postures and actions, or the rollout of a travelling event offering interactive workshops, warm-up sessions, talks or presentations on new equipment.
• controlling the efficiency of actions via our sustainable development process's assessment system. The indicators retained for health and safety are the frequency rate (number of workplace accidents with time off work X 1,000,000/number of hours worked) and the degree of seriousness (number of days off work X 1000/number of hours worked). Their development is measured over time and published every year in the extra-financial reporting section of our annual report.

In parallel, we have established a psychosocial risk prevention procedure with:

• employee satisfaction surveys,
• a stress observatory with a dedicated telephone hotline,
• a questionnaire on mental health carried out during periodic examinations by the Occupational Health Physician.

As safety is a shared responsibility issue, we provide training on this procedure to all of our sub-contractor partners. Thus, within the framework of its partnership with OPPBTP (French construction industry accident prevention organisation), Bouygues Bâtiment Ile-de-France carried out important risk awareness work with its sub-contractors: unannounced site inspections, debriefings for site workers on the basis of photos taken during the inspection, and raising of awareness of specific risks, etc.

Present in 80 countries, our international dimension makes us attractive. To develop it, we have devised the INTERNational Program which offers start-of-career opportunities worldwide to promising young graduates.
As a recruiter, we are also committed to developing the skills of our employees, and this, regardless of their profile, with the greatest respect for diversity and equal opportunities. Also, so that our employees and management committee members understand all of the benefits of this policy, we have created a training course within the framework of our "Success in Diversity" programme labelled by Afnor in 2012. In 2013, we had this training course translated so that it could be rolled out in Qatar, Cuba and Turkmenistan.

Also as gender mixing is a performance factor, we would like to develop the presence of women within our teams. To do this, we have implemented a gender mixing action plan that includes:

• training dedicated to raising managers' awareness,
• the publication of a gender mixing guide,
• a dashboard monitoring the development of women within the Group.

In addition, since 2014, our HR managers must put forward at least one female candidate as soon as a position becomes available, internally and externally.

We also promote mobility projects, whether geographical or functional, for our employees. To help them with this process, we provide them with a dedicated site: Moov’in. In a few clicks, you can find in-house job vacancies and a great deal of practical information on our mobility assistance measures.