Fostering Well-being, Safety, and Inclusion for Collective Success

At ETT, we believe that our employees’ well-being, safety, and inclusion are fundamental to our collective success. By placing these values at the heart of our corporate culture, we create optimal conditions for sustainable achievement and innovation.

Promoting Well-being at Work

We are convinced that the well-being of our employees is essential for our collective success. A healthy and stimulating work environment improves satisfaction, professional fulfillment, and team engagement, as well as productivity, creativity, and innovation. To promote workplace well-being, ETT implements various initiatives:

  • Team-building activities: We organize events throughout the year to strengthen bonds between colleagues and create a positive work atmosphere.
  • Workplace health programs: We offer workshops on topics such as healthy and sustainable eating, proper posture at work, and addiction awareness.
  • Work-life balance: We enable remote work when possible and respect employees' right to disconnect, preserving a healthy balance between professional and private life.
  • Professional development: We provide numerous training opportunities to support employee growth, skill enhancement, and employability.
  • Personal development: We regularly organize workshops linked to thematic days, such as World Oceans Day and World Water Day, to foster open-mindedness and personal growth while strengthening connections between colleagues.

 

Safety as a Top Priority

In our industrial environment, adapting to health and safety challenges is paramount. At ETT, our safety culture is built on two pillars: awareness and continuous improvement.

Awareness : We emphasize ongoing training and communication about risks and internal procedures, starting with a safety induction on an employee's first day.

Continuous improvement : We take a proactive approach by thoroughly analyzing incidents and accidents to identify vulnerabilities and develop targeted action plans to strengthen our practices and prevent recurrence of risky situations.

Gender Equality Index - French ‘Career prospects’ Law

 

Note 2024 for 2023

Indicator 1 :34/40Progress targets : 
Indicator 2 :20/20
  • Achieve a pay gap rating of 35/40, by introducing a pay scale by profession on recruitment and conducting a systematic annual analysis of m/f salaries and positions to detect anomalies and make any necessary corrections.
  • When recruiting new senior managers with similar skills, qualifications and experience, encourage applications from women in order to develop indicator 5, relating to the 10 highest salaries.
Indicator 3 :15/15
Indicator 4 :15/15
Indicator 5 :0/10
Final score out of 100
Total number of points obtained :		84/100

Note 2023 for 2022

Indicator 1 :25/40Progress targets : 
Indicator 2 :20/20
  • Achieve a pay gap rating of 35/40, by introducing a pay scale by profession on recruitment and conducting a systematic annual analysis of m/f salaries and positions to detect anomalies and make any necessary corrections.
  • When recruiting new senior managers with similar skills, qualifications and experience, encourage applications from women.
Indicator 3 :15/15
Indicator 4 :15/15
Indicator 5 :0/10
Final score out of 100
Total number of points obtained :		75/100

Note 2022 for 2021

Indicator 1 :34/40
Indicator 2 :20/20
Indicator 3 :15/15
Indicator 4 :0/15
Indicator 5 :0/10
Final score out of 100
Total number of points obtained :		69/100