People-focused management
_Recruiting, developing and training all employees in a safe and sustainable working environment
The Ginger Group strives to combine the pursuit of corporate profitability with that of employee well-being and confidence, all of which contribute to the Group's long-term viability. The main strength of our services company lies in its men and women. Our HR policy puts people at the heart of our business.
_Leading and developing the Group's wealth of human resources and skills
The diversity of skills within the Group strengthens our ability to position ourselves in new markets, whether national or international. This human strength is also what defines our companies’ DNA. It sets us apart by combining a wide range of talents to respond effectively to all types of projects.
Skills development and internal mobility are key priorities of our human resources policy. Processes and tools have been created to identify and assess skills, to give employees and managers a clear view of possible career paths, and to support professional development.
A strategic training plan is drawn up each year to support the development of our employees' skills, with a substantial proportion devoted to technical and safety issues. Given our areas of expertise, many of our training courses are provided in-house by our experts and are precisely tailored to our needs.
_Giving priority to the working environment, the quality of relationships and the safety of individuals
The Ginger Group cares about its employees' quality of life, particularly through redevelopment projects and the construction of new buildings, and is committed to maintaining a work/life balance.
The management of human relations is fundamental to the life of our Group. It depends both on the frequency and quality of the dialogue established with dedicated social organisations and staff representation bodies, and on the direct relations maintained with and among employees. Whenever possible, the Group tries to bring teams from different companies together on shared office platforms.
With the objective of zero accidents, health and safety are at the heart of the Group's policy. Given that our employees work on contaminated sites or land, or operate complex machinery, health and safety is all the more important. Ginger is also actively involved in developing standards to prevent specific risks.
_Group satisfaction survey
- Commitment: a strong sense of belonging among employees, pride in working for the Ginger Group (84%), adherence to values, motivation and confidence in the Group and in long-term employment.
- Professional fulfilment: interest in the work and autonomy are assets to be capitalised on in this chapter, along with the feeling of doing quality work, having varied assignments and being able to develop and use one's skills.
- Human relations: 95% overall satisfaction, a real strength within the Ginger Group. Courteous internal climate, mutual respect, good working atmosphere within teams and good working relations with the outside world (clients, etc.).
- Local management is always a real source of technical and moral support for the teams: managers are recognised by their staff for their technical skills, their exemplary attitude, their team spirit, the working atmosphere, their ability to delegate, their support and their availability. They know how to instil confidence.
_Promoting diversity and equal opportunities
The Group's HR policy is based on one fundamental principle: diversity. The company's entire social policy is aimed at equal treatment in terms of employment, training, career management and remuneration. To reaffirm this principle and reinforce its practice, specific agreements have been implemented, notably on professional equality and disability. Equality issues are addressed in areas such as access to positions of responsibility, access to training, organisation of working hours and remuneration. Measures to promote equal treatment and diversity are an integral part of Ginger's values and are integrated into all HR processes.
_Involving employees in value creation
The Ginger Group is committed to a sustainable pay policy that includes profit-sharing and incentive schemes. Since 2014, employee share ownership has been offered to employees through a company equity mutual fund with very favourable matching contributions, and this share of the capital open to employees, but also covered by them, has continued to grow ever since. At the beginning of 2024, 26.90% of the capital was held by employee shareholders (with 889 employee shareholders via a company equity mutual fund and 156 direct employee shareholders).
FOCUS
Increasing the number of women in our professions is one of the challenges of Ginger's diversity policy. Our company's main strength lies in its women and men. The diversity and range of our workforce strengthen our expertise and our ability to innovate and grow.
Increasing the number of women in the workforce means treating women and men equally throughout their careers. The Ginger Group is committed to increasing the proportion of women within the Group in the future, both in terms of recruitment and job retention. This commitment was reflected in the signing of the Syntec Gender Charter in 2021.
