雇员

我们的人力资源目标

Our objectives are to increase the number of women among managers and professionals to35.%and hire33.%of recent graduates among managers and professionals到2025..

Employee engagement

In order to reinforce well-being in the workplace at Air Liquide, various actions have been implemented in the Group

• 集体反馈：液化空气has launched “MyVoice”, a program similar to the “Voice of Customer” project introduced as part of the customer-centric NEOS company program. This program has been designed to encourage feedback from employees and to rapidly implement measures resulting from this feedback to improve the Employee Experience at Air Liquide. Over 12,700 employees were asked to respond to the MyVoice survey in 2019. Broader deployment is planned for 2020 before the program becomes an annual one for all entities in 2021.
• Well-being at work:for sustainable commitment and performance. Co-designed with Air Liquide European Works Council, “Care & Perform” defines seven principles and rules to promote the well-being and mental health of employees for long-term commitment and performance. These principles cover topics such as workplace relationships, the right to disconnect, respect for private life and inclusion.
• 工作与生活的平衡of employees (support for new parents, access to service platforms and expertise, raising awareness of health-related issues). Working from home or mobile work在本集团的几个实体中普遍存在。这种方法是对员工对工作生活平衡方面的愿望的回应。

Evolving skills

The objective is to set up an effective action plan to help employees evolve with their job. In 2019, around 70% of employees will have received at least one day of training during the year.