Orano Mining
Corporate Social Responsibility
Report 2017
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Our commitment to employees in 2017 within the scope of mining activities saw on-going commitment to the implementation of policies to improve quality of life at work, in areas related to work-life balance, psycho-social risks and support for people with disabilities.

Roadmap: strategic orientation 2017-2018


"People" constitutes one of the pillars of the group's strategic plan. This strategic area aims to anticipate future needs in terms of skills, promote mobility within the group and offer a wide range of professional training, as well as ensure progress is made towards the successful implementation of our pro-diversity policy.

2017: Key figures

Notre implication sociale au cours des dernières années

Turn Over

In a very difficult market context in 2017, controlling employee numbers (20 recruitments in France) and making several adjustments at production sites (49 employees recruited for Katco, 41 in Canada, 35 for Cominak and 73 for Somair) has enabled Orano Mining to adapt the workload while maintaining and developing skills.


Subsequent to the reorganization of the Group, a new agreement on "Quality of life at work" is going to be negotiated in 2018. This agreement will in particular include measures protecting the right to disconnect and guidance on new working methods such as teleworking. This agreement will have a direct impact, demonstrating the commitment of Orano Mining's management at the highest level.

Gender balance in the workplace

With regard to gender balance in our teams, the indicators in our mining activities are encouraging: women make up 30% of the teams in France, and 40% of the Orano Mining Board of Directors. However, some work remains to be done to improve the overall numbers of women in our mining activities abroad (10%), by ensuring that women are promoted at all levels of the organization, and particularly in Management Committees, to reach Orano's target of 25%.

Knowledge transfer

We aim to rigorously manage our technical know-how and expertise, ensuring knowledge is transferred. We do this by paying particular attention to the Orano Mining pool of experts, maintaining and consolidating our work-study figures to contribute effectively to the professional integration of young people, and preparing for the future.

The employment of people with disabilities

Currently, people with disabilities make up 4.66% of the workforce. We seek to recruit and include all talents by favoring skills, and raise awareness about disability among employees and management.

The Human Resources Department working together with the occupational health authorities has made it possible for 2 employees to have their status as disabled workers recognized this year.

Social, ethnic and cultural diversity

We aim to develop local skills and promote mobility in order to reflect the international and multicultural dimension of our mining activities.

Managing skills

Between November and February, employees benefit from:

In 2017, a performance review was held for 98.8% of managerial and non-managerial staff in France.

Knowledge transfer


Access to training

Training is a key factor in skills development and career advancement. It also help to improve performance. In France, Niger and Kazakhstan, a training plan is drawn up for each employee every year.

Number of hours of training for men and women by employee category in France in 2017

Mining College

The Mining College has...
  • 23 training courses provided in 2017 (18 in France and five at subsidiaries) to 239 trainees
  • 30 theoretical and practical training courses, organized into 2 levels ("fundamentals" & "advanced"), designed and facilitated by Orano Mining employees, experts and specialists in our activities

The Mining College of Orano's Mining BU offers training courses in technical areas, health, safety and radiation protection, CSR and remediation to employees of Orano Mining and Orano, in France and on our subsidiaries' sites (Canada, Kazakhstan, Mongolia and Niger).

When it was founded in 2006, the aim of the Mining College was to train and develop the professional skills of engineers newly recruited by Orano Mining.

Today, our needs have evolved, and the Mining College supports the maintenance and development of technical skills in our core businesses, and, above all, the mining lifecycle from exploration to mine closure.

The Mining College is aimed at mining engineers, managers and technicians in both technical and support disciplines who wish to bolster their knowledge.

Age diversity

Répartition de l'âge des salariés en 2016

Age pyramid (world employees)

Our policy with regard to older employees aims to harness the value of our most experienced workers by ensuring knowledge is transferred . These employees benefit to manage their careers more effectively, in a context in which people are now working longer and planning is needed to fulfil future skills requirements.

With regard to young people, since 2005 the group has been committed to promoting work-study programs, offering annual apprenticeship and vocational training opportunities to young people and jobseekers in France. Over the period from 2017 to 2019, the Group aims to take on 5% of work-study trainees.


Orano Mining college of experts

Quality of life at work

Programs for work-life balance

Work-life balance

The work-life balance holds an important place in the Quality of Life at Work agreement. Following the signature in 2008 of the parenting at work charter, several changes have been made: a pre- and post-maternity leave review has been introduced, and pay is continued during paternity leave.


The introduction of teleworking will be negotiated with the "Quality of life at work" agreement in 2018.

As of the end of 2017, 18% of Paris employees work remotely for one day a week (55% women/45% men).

Part-time work

Among the staff engaged on permanent contracts, 27 are part-time: 8 men, 19 women.

Prevention of psycho-social risks during organizational changes

The "Quality of life at work" (QVT) agreement also launched the draft of common guidelines for all Orano group entities to evaluate the human impact of organizational changes, as well as the creation, in France, of a joint national observatory for quality of life at work.

Any organizational changes are made with the participation of staff representative bodies (within varying notice periods enshrined in a collective bargaining agreement), and a presentation is given to the Site Committee. In 2017, for example, the working of labor relations within Orano Mining France was such that management practiced a one-month notification period between the presentation of documents and the consultation. For individual, significant changes of position, a contract amendment is always offered to the employee.

Any project that requires a significant and major development in working conditions must be given special attention and examined in terms of its psycho-social impact, using an analysis table comprising around 20 elements (e.g. clarity of roles, change management, skills development, etc.).

In Canada and France, there is a program offering assistance to employees in difficulty, whether due to personal or professional problems, with a counseling and support service available for employees who so wish.

Employee benefits

The Orano Mining collective agreement signed in 2012 governs the relationship between the company and its employees and demonstrates the joint willingness of the company and union organizations to maintain a good level of employee benefits at its French sites. The agreement deals with all provisions related to union law and management-labor dialog, careers and professional development, working hours (including leave and absences), health and contingency costs, retirement management, etc.

All subsidiaries can take advantage of benefits such as life insurance, medical care, disability coverage and a pension scheme. Only the parental leave and shareholder plans are unique to French sites.

Parental Leave

All employees have the right to take parental leave, with their job being kept open for them on their return.
A salary supplement is paid by Orano Mining for maternity, paternity and adoption leave.
In the case of maternity and adoption leave, a pre- and post-leave review is carried out.
Employees are also entitled to take leave to look after a sick child. This applies to women and men.
There is a 100% employee retention rate following parental leave, across all three types of leave.

Equal opportunities


Promoting diversity is vital to be able to guarantee respect for the cultures and differences of all our employees. This is a multi-faceted commitment that simultaneously covers the development of gender balance in the workplace, support for employees with disabilities, and diversity in terms of age and social, ethnic and cultural background. As part of this commitment, in 2014 Orano's mining activities underwent an audit for 4 years to renew its Diversity Label certification at its French entities.

Find out more

Recruit and train locally

Gender equality in the workplace

Agreement on gender equality and parenting

The agreement on gender equality and parenting dated July 1, 2013, aims to guarantee the following provisions within the French entities of Orano's mining activities:

  • Equivalent remuneration levels for men and women;
  • Neutralization of the impact of maternity or adoption leave when assessing the performance of managers for their variable share (bonus) and for individual raises;
  • Pre- and post-leave reviews for maternity/adoption/parental leave;
  • Adjustments to working conditions and hours during pregnancy;
  • Use of the leave entitlement (“bank”) account (CET) to finance full-time parental leave;
  • Reconsideration of working hours.
Equality of remuneration provision

An equality budget of 0.03% allows salary adjustment in the event of a discrepancy for women and older employees.

A presentation is given to union organizations as part of the obligatory annual negotiations.

In France, the total compensation is broken down into:

  • Basic salary: basic salary, seniority pay, etc;
  • Variable compensation related either to the job (premiums for constraints, on-call duty, etc.) or to individual performance (bonus/variable portion or premium);
  • Benefits: health cover, death and invalidity insurance, same as for all companies in France;
  • Incentive and profit-sharing schemes, which use certain criteria to remunerate collective performance.

Remuneration depends on the branch agreements and collective agreements. Every year, negotiations are held with the trade union organizations to determine the budget allocated to changes in remuneration.

Provisions for people with disabilities

A "disability" agreement is currently being finalized and is close to being signed at Orano group level. The agreement covers the recruitment, integration and training of employees with disabilities, as well as support for the supported employment sector, awareness-raising actions and employee retention measures.