Human capital, our most valuable asset


Human capital

The men and women of Artelia are a cornerstone of the group’s approach to social responsibility, far beyond merely complying with labour law and statutory dialogue between management and employees.

A learning, listening company

Artelia aims to be a place of personal and professional development where opportunities abound for enhancing talent.

Our employees must see this as a source of motivation encouraging them to engage, take initiatives, be creative, grow and move forward with the Group. Artelia intends to assert itself as a “learning” company with the means to accompany its employees at each stage of their career

To achieve this objective we have rolled out an original continuous and integrated development process called the Artelia Way, comprising six areas of focus:

  • Promotion of CREATIVITY, a desire to be pro-active and innovate
  • Recognition of TECHNICAL and/or MANAGERIAL SKILLS
  • DIVERSIFICATION of our training grounds
  • Management of TALENTS via a skills matrix
  • A TRAINING OFFERING focusing on career paths

Constant attention to our employees’ health and safety

It contributes to the process of continuously improving employees’ working conditions and quality of life and is the focus of a special action plan. 

The constantly changing socio-economic context is altering the conditions in which our assignments are carried out (configuration of our premises, business travel, fieldwork) and can have an impact on our employees’ health and the company’s performance. For this reason we considered it essential to formalise a group-wide health and safety policy. A number of related indicators are hence monitored closely by bodies set up specifically for this purpose.  

Because safety concerns everyone on a daily basis, Artelia actively encourages all its employees to join in its Safety Day, the annual event organised simultaneously at several Group sites to discuss and share experience of this issue. Each year more than a thousand employees thus attend a range of talks and have opportunities to discuss specific topics such as “Key risks on our work sites illustrated by some interesting feedback”, “Work station ergonomics”, “Personal security during business travel in foreign countries”, and “Risks of working in proximity to roads, railways and waterways”.


A firm commitment to promote diversity

Accord handicap

We attach particular importance to ensuring that our teams reflect civil society in all its diversity. 

Artelia is pursuing a proactive policy to promote diversity, notably including: 

  • employing people with disabilities and supporting them in the workplace,
  • ensuring equal treatment of male and female employees,
  • managing age-related issues (from young people to older workers) and integrating people from disadvantaged backgrounds. 


Our commitment is underpinned by four key shared convictions.
For us, diversity means:

  1. A pledge to reflect civil society and align our services with its needs; 
  2. A force for building a sense of internal social cohesion;
  3. A driver of change and agility;
  4. A stimulus for creativity and innovation.

In this way, in 2019 we renewed the group agreement in favour of people with disabilities and the framework agreement on non-discrimination, the promotion of diversity and intercultural management.

In addition, by signing the Syntec-Ingénierie Engineering Charter for Gender Equality, Artelia has committed to taking concrete action each year to make gender equality a lever for meeting the challenges of the future.

Les sciences et le genre

The following figures and achievements illustrate our commitment: 

  • the Diversity Agreement was signed in June 2016,
  • Artelia is cited as an example in a work on science, gender and androcentrism published under the supervision of Anne-Marie Devreux, a research director at the French national Centre for Scientific Research (CNRS),
  • the framework agreement on non-discrimination, the promotion of diversity and intercultural management was signed in 2019,
  • the disability agreement was renewed in 2019 for a period of 5 years,
  • in 2019, 32.5% of the Group's workforce will be female,
  • the rate of women in management and leadership is 23% in 2019, an increase of 5 points compared to 2017,
  • the rate of access to training is 63% in 2019.