Diversity policy

Diversity at TechnicAtome

The use of a diversity of individual profiles in the company, along with attention to the fact that no form of discrimination exists or is perpetuated for any reason whatsoever are the two guidelines of TechnicAtome’s social action for diversity.

Sabrina Duporté – Diversity manager

Diversity policy

We believe that the quest for diversity, in addition to being a duty in the face of the mosaic-like nature of the society that we live in, is also an argument that helps to maintain our professional efficiency, because of the pride of belonging that it inculcates in all our staff. And we also believe that the ability of the company to guarantee that no-one in any way risks being a victim of personal discrimination at any point in their career is an essential argument to maintain fidelity and the will of its staff to merge into a single entity. Fair treatment, regardless of sexual orientation, age, origin, disability, and of course gender, is one of the cornerstones helping the company to run smoothly and efficiently.

In keeping with the terms of the law of February 28, 2017, to verify that there is no discrimination of any kind when hiring, recruiters and managers are regularly made aware of its various possible facets. Training courses on the quality of life at work, on psycho-social risks, and on diversity in general, are given to all managers.


Regarding the issue of disability in companies, every year events are organized on the various TechnicAtome sites to raise awareness of disability among the staff, help the disabled to integrate, and help people to overcome their differences. The commitment of management and social partners on the subject of disability is embodied in an Agreement signed in 2017.

TechnicAtome is at the crossroads of the French defence industry and the national nuclear industry, and engineering is the bulk of its activities. Each of these characteristics would be enough on its own to face the company with a predominantly male recruiting pool. Recruiting and retaining a significant proportion of women (now about one-quarter) in the workforce is therefore a preoccupation that is dealt with by means of an active approach, which begins with recruitment, and whose effects are consolidated by ensuring that no form of discrimination in wages or in promotion opportunities creeps in. The measurement index set up by the decree of January 8, 2019, to measure the standing of the company in terms of professional equality between men and women, awards TechnicAtome a result of 78/100. This shows a satisfactory situation and encourages us to maintain our commitment and actions.

L’index de mesure mis en place par le décret du 8 janvier 2019, et qui vise à mesurer la situation de l’entreprise sur le plan de l’égalité professionnelle entre les hommes et les femmes, attribue à TechnicAtome un résultat de 39/40 à l’indicateur relatif à l’écart de rémunération entre les femmes et les hommes, 20/20 à l’indicateur relatif à l’écart de taux d’augmentations individuelles entre les femmes et les hommes, 15/15 à l’indicateur relatif à l’écart de taux de promotions entre les femmes et les hommes, 15/15 à l’indicateur relatif au pourcentage de salariées ayant bénéficié d’une augmentation dans l’année suivant leur retour de congé maternité, et enfin 0/10 à l’indicateur relatif au nombre de salariés du sexe sous-représenté parmi les 10 salariés ayant perçu les plus hautes rémunérations. Le pourcentage de femmes parmi les cadres dirigeants s’élève à 5% et le pourcentage de femmes parmi les membres des instances dirigeantes s’élève à 9%. Le résultat global de l’index est de 89/100, et TechnicAtome a signé en 2021 la charte de l’ingénierie pour la mixité (SYNTEC) dans le but de promouvoir les métiers de l’ingénierie auprès des femmes. Ceci témoigne d’une situation convenable et qui nous encourage à maintenir notre engagement et nos actions.

The balance between work and private life is another area that we monitor, with the conviction that this is also a way of securing long-term equality between men and women and between the different generations at TechnicAtome. To achieve this we use various means, such as dedicated concierge services or year-round reservations in day nurseries. We also make no secret of the importance we attach to allowing our staff to switch off their computers outside normal working hours, and conversely many of them use teleworking, on an ad hoc or regular basis depending on the needs of their work.

To conclude, the quest for diversity and the consolidation of a harmonious mix are for TechnicAtome both a duty and a source of collective enrichment. Given the specific features of our business, this requires long-term commitment from our management.

Diversity manager
Diversity policy

Our Key-figures

Overall, more than 100 permanent positions are available, and as many proposals for block release training, particularly in the various fields of nuclear engineering for compact reactors, fuels and associated facilities.

Each year we recruit a hundred or so trainees, either full-time or as part of a sandwich course.

1 %
of people under 30 recruited
1 %
of women in all of our mainly technical positions