On the occasion of Women's Day, TDF reiterates its commitment to gender equality in the workplace, one year after signing its company-wide agreement with all the trade unions. The company is a forerunner in this field.
For its employees, TDF has a global action plan focusing on two areas: respect for equality between men and women in career management; balance between personal and professional life, including parenthood.
This agreement, signed on April 21, 2017, illustrates the dynamism of the company's human resources and labor relations policy, based on high-quality dialogue with social partners.
Christophe Maximilien, Group Human Resources Director, confirms TDF's commitment: " This agreement, particularly innovative in its spirit and commitments, reveals a lesser-known face of our Group, that of a company that listens to its employees' expectations and seeks to meet them. For TDF, this means preserving our lead in pay equity and making progress on new issues such as the experience of parenthood in the workplace. We are convinced that a company's performance goes hand in hand with a social pact that is shared and assumed. To this end, we are creating opportunities for discussion with trade unions, managers and TDF employees. In April, we plan to present our social partners with an assessment of the actions we have already taken.
Compensation and career
In 2016, within TDF, the average pay gap between women and men on permanent full-time contracts was 1.3%, across all classifications. This places TDF among the best French companies, whose average gap was 24% in 2014 (INSEE data). Each year, TDF commits a specific budget as part of its mandatory annual negotiations aimed at reducing the gap.
Between 2015 and 2016, 27.5% of management committee participants were women.
Work-life balance: TDF focuses on parenthood
TDF is committed to facilitating the balance between the personal and professional lives of its employees, and in particular their family life.
In 2017, TDF introduced a Parenting Guide that provides:
- Extended parental and paternity leave: Paid at 50% by TDF, parental leave extends maternity/paternity/adoption leave by one month. New fathers benefit from 15 calendar days' paternity leave instead of the 11 days stipulated by law, paid at 100% by the company;
- The possibility for female employees, from the sixth month of pregnancy, to reduce their working hours by up to 10 hours per week;
- An additional four weeks' breastfeeding leave on top of maternity leave;
- The creation, over three years, of twenty cribs in the Babilou group's "1001 crèches" network.
- Coverage of the employer's and employee's share of basic and supplementary pension contributions during part-time parental leave.
- A birth bonus of 380 euros gross ;
- Coverage of up to 100 euros of tutoring costs (grades4 to 12) and/or guidance costs (grades3 to 12) >.
TDF encourages women to choose technical professions
TDF, a French company and operator of audiovisual and telecommunications infrastructures, is committed to the "Elles bougent" association. Through this partnership, TDF encourages women to choose technical or scientific professions. To date, six female TDF employees have already become sponsors. Whether they are engineers, technicians or have a scientific background, these TDF employees share their experience with young women, whether at secondary school or university, to help them choose a career path and inspire them to dare to enter a profession traditionally reserved for men.
For its employees, TDF is committed to opening up the diversity of jobs on offer within the company to all, women and men alike. To this end, a specific budget of 100,000 euros has been earmarked for training courses for women wishing to switch to a technical profession, and for men wishing to switch to a support profession.
Recruitment: diversity training and recruitment charter
TDF is offering diversity training for its managers and members of the human resources department. The aim is to understand the company's new challenges in terms of diversity, identify the different types of discrimination, determine the roles of the different players in diversity and develop best practices.
In addition, TDF has adopted a recruitment charter designed to raise awareness among external recruitment agencies of the need for neutrality in job offers and the recruitment process, and for representative parity among candidates selected on the basis of applications received.
For the 2017-2019 period, TDF has set itself the target of recruiting 45% women on permanent contracts and 40% on fixed-term contracts in relation to the number of positions to be filled. Over the 2015-2016 period, women accounted for 27% of hires on permanent contracts and 34% on fixed-term and work-study contracts.