Recrutement & Formation - Nos engagements RH

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sans-serif;"><strong>N</strong></span><span style="font-style:normal;font-weight:400;font-size:13.0093px;font-family:tahoma, geneva, verdana, sans-serif;"><strong>ous avons la volonté de faire du CEA un environnement où chacun trouve un sens à son travail, se sente engagé dans une démarche collective valorisante et puisse s’épanouir personnellement à travers des valeurs partagées.</strong></span><br></p></div> </div> </div> <div id="bando-infos" class="clearfix"> Publié le 20 décembre 2024 <div class="navtools right menu-horizontal"> <div class="navtools right menu-horizontal"> <ul> <li class="nv-item imprimer"> <a href="javascript:window.print()" rel="nofollow" title="Imprimer"> <img src="/_layouts/15/I2I/web/img/share/print.png" alt="Imprimer" width="18" height="16"> </a> </li> <li class="nv-item addBookmark"> <a href="javascript:void(0)" rel="nofollow" title="Ajouter aux favoris" onclick="triggerBookmark(this)"> <img src="/_layouts/15/I2I/web/img/share/favori.png" alt="Ajouter aux 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Nous mettons tout en œuvre pour que votre environnement de travail soit source de motivation et de développement personnel.</strong></p><ul><li>Jusqu’à 100 jours de télétravail par an en fonction des métiers,</li><li>Possibilité de temps partiels aménagés et individualisés pour tous, </li><li>Jusqu'à 52 jours de congés annuels dont 23 RTT/an sur la base d'un temps plein 35h,<br></li><li>Offre de transport et de restauration collectifs.<br></li></ul><div><table cellspacing="0" class="ms-rteTable-default" style="width:100%;"><tbody><tr><td class="ms-rteTable-default" style="width:50%;text-align:center;"><img src="/recrutement/PublishingImages/Family%20Score%20Sticker%20CEA%2095100%20v2.png" alt="" style="margin:5px;width:180px;height:180px;" /><br></td><td class="ms-rteTable-default" style="width:50%;"><p>95/100 : c’est la note obtenue par le CEA dans le cadre du label Parents on board pour son engagement en matière de parentalité. Ce score est le résultat de la mise en place de mesures favorisant l'équilibre vie professionnelle/vie personnelle (aide au financement des modes de garde hors crèche, congés payés pour événements familiaux, temps partiel, télétravail etc.) pour une meilleure inclusion de la parentalité dans le quotidien de ses salariés.<br></p></td></tr></tbody></table><br></div></div></div></div><div data-sf-element="grid"><div data-sf-element="WideGridContent" data-placeholder-label="Wide Grid Content"><div><h2>La mixité : vecteur de performance <br></h2></div></div></div><div data-sf-element="grid"><div data-aos="fade-up" data-aos-delay="400" data-aos-easing="ease" data-sf-element="Column 2" data-placeholder-label="Column 2"><div><p><span style="font-style:normal;font-weight:400;font-size:13.0093px;font-family:tahoma, geneva, verdana, sans-serif;">La mixité est une dimension importante de l’égalité professionnelle et un facteur d’enrichissement collectif, de cohésion sociale et de performance pour l’entreprise. Le CEA souhaite favoriser et promouvoir une représentation des salariés des deux sexes dans ses métiers.</span> L’égalité professionnelle fait l’objet d’accords signés avec l’ensemble de nos partenaires sociaux. Le CEA s’engage aussi pour la féminisation des recrutements et apporte une attention particulière au développement professionnel des femmes et à leur évolution de carrière.<br></p><p style="margin-top:0pt;margin-bottom:4pt;margin-left:0in;font-style:normal;font-weight:400;font-size:13.0093px;line-height:normal;font-family:tahoma, geneva, verdana, sans-serif;text-indent:0in;direction:ltr;unicode-bidi:embed;word-break:normal;"></p><p style="font-style:normal;font-weight:400;font-size:13.0093px;font-family:tahoma, geneva, verdana, sans-serif;">Aujourd’hui, l’accord d’entreprise, signé le 18/12/2020 et déployé par un réseau de référents en ressources humaines, agit sur <strong style="text-decoration-line:underline;">3 axes</strong> :<br></p><p></p><ul><li>Favoriser la mixité dans les métiers du CEA</li><li>Appliquer à situation équivalente, le principe d'égalité de rémunération et d'évolution professionnelle</li><li>Favoriser et promouvoir la conciliation entre vie professionnelle et vie personnelle.</li></ul><p></p></div><div><div class="ms-rteElement-cea-rte-box-1" style="font-style:normal;font-weight:400;font-size:13.0093px;font-family:tahoma, geneva, verdana, sans-serif;"><p>Depuis le 05/09/2018,  <a href="https://travail-emploi.gouv.fr/grands-dossiers/loi-pour-la-liberte-de-choisir-son-avenir-professionnel/article/egalite-femmes-hommes-ce-que-change-la-loi-pour-la-liberte-de-choisir-son" class="ms-rteElement-cea-link ms-rteElement-cea-external" title="loi-egalite-homme femme">la loi pour la liberté de choisir son avenir professionnel</a> impose aux entreprises de supprimer les écarts de rémunération entre les femmes et les hommes. Pour mesurer si l'obligation est respectée, cinq indicateurs sont pris en compte et donnent une note sur 100 points.<br></p><p>En 2023, le CEA a obtenu les notes suivantes pour chacun des indicateurs : <br></p><ul style="margin-bottom:0px;"><li style="margin-bottom:0px;">Les écarts de salaire entre les femmes et les hommes à âge et poste comparables : 39 sur 40 points<br></li><li style="margin-bottom:0px;">La même chance d'avoir une augmentation individuelle entre les femmes et les hommes : 20 sur 20 points<br></li><li style="margin-bottom:0px;">La même chance d'avoir une promotion entre les femmes et les hommes : 15 sur 15 points<br></li><li style="margin-bottom:0px;">Toutes les salariées augmentées à leur retour de congé maternité, dès lors que des augmentations ont été données en leur absence : 15 sur 15 points<br></li><li style="margin-bottom:0px;">Le nombre de salarié du sexe sous-représenté parmi les 10 plus hautes rémunérations : 5 sur 10 points<br></li></ul><div><br></div><p>Ainsi, entre le 1er janvier et le 31 décembre 2023, la note du CEA est de <span style="text-decoration-line:underline;"><strong>94 sur 100 points.</strong></span><br></p></div><div style="font-style:normal;font-weight:400;font-size:13.0093px;font-family:tahoma, geneva, verdana, sans-serif;"><p></p><p>La loi visant à accélérer l'égalité économique et professionnelle du 24 décembre 2021, dite loi Rixain, impose aux entreprises une représentation équilibrée entre les femmes et les hommes parmi sa population de cadres dirigeants et au sein de ses instances dirigeantes ainsi qu'une transparence quant à cet équilibre.<br>Au 31/12/2023, les femmes représentaient au CEA <strong>39,4</strong><strong><strong>%</strong> des cadres dirigeants </strong>et <strong>57,6% des membres des instances dirigeantes.</strong> <br></p><p><br></p><p></p><p><strong>À lire</strong></p><ul><li><a href="/recrutement/Documents/L’égalité%20professionnelle%20au%20CEA.pdf" class="ms-rteElement-cea-link ms-rteElement-cea-internal" target="_blank">L'égalité professionnelle au CEA (chiffres clés 2023)</a></li><li><a href="/recrutement/Documents/Plan%20d%27action%20égalité%20professionnelle%20du%20CEA_2024.pdf" class="ms-rteElement-cea-link ms-rteElement-cea-internal" target="_blank">Plan d'action d'égalité profe<span style="font-family:tahoma, geneva, verdana, sans-serif;font-size:13.0093px;font-style:normal;font-weight:400;">ssionnelle du CEA</span></a><span style="font-family:tahoma, geneva, verdana, sans-serif;font-size:13.0093px;font-style:normal;font-weight:400;"></span></li><li><a href="/recrutement/Documents/Professional%20gender%20equality%20plan_2024.pdf" class="ms-rteElement-cea-link ms-rteElement-cea-internal" target="_blank">CEA's professionnal gender equality plan </a><br></li></ul></div></div></div></div><div class="grid grid--100 grid--small grid--top-null grid--bottom-small grid-no-margin-left grid-no-margin-right" data-sf-element="grid" style="font-style:normal;font-weight:400;font-size:13.0093px;font-family:tahoma, geneva, verdana, sans-serif;"><div class="sf_colsIn grid__col" data-sf-element="WideGridContent" data-placeholder-label="Wide Grid Content"></div></div><div data-sf-element="grid"><div data-sf-element="WideGridContent" data-placeholder-label="Wide Grid Content"><div data-aos="fade-up" data-aos-delay="500" data-aos-easing="ease"><div class="pave__text"><p><strong><span style="font-size:large;">« Oser ! » : un programme au féminin</span></strong><br></p><p>Convaincu de l'importance que revêt la mixité au sein de ses équipes, dans les filières management, expertise et projet, le CEA investit en faveur de ses salariées en développant des dispositifs nationaux d'accompagnement de carrière parmi lesquels le parcours « OSER ! ». Cette formation permet, via l’acquisition de soft skills, de lever l’un des freins à la carrière des femmes : l’autocensure. <br></p><p>OSER ! s'adresse donc à toutes les femmes du CEA qui souhaitent développer leur potentiel afin de mieux maitriser leur évolution professionnelle. <br></p><p><br></p></div></div></div></div><div class="grid grid--100" data-sf-element="grid" style="font-style:normal;font-weight:400;font-size:13.0093px;font-family:tahoma, geneva, verdana, sans-serif;"><div class="sf_colsIn grid__col" data-sf-element="WideGridContent" data-placeholder-label="Wide Grid Content"><div class="content-block"><h2 style="background-size:auto;background-repeat:no-repeat;">Diversité & Inclusion</h2></div></div></div><div data-sf-element="grid" style="font-style:normal;font-weight:400;font-size:13.0093px;font-family:tahoma, geneva, verdana, sans-serif;"><div data-aos="fade-up" data-aos-delay="300" data-aos-easing="ease" class="sf_colsIn grid__col aos-init aos-animate" data-sf-element="Column 1" data-placeholder-label="Column 1"><legend style="width:928px;"></legend></div><div data-aos="fade-up" data-aos-delay="400" data-aos-easing="ease" data-sf-element="Column 2" data-placeholder-label="Column 2"><p>La diversité est un engagement majeur au CEA., elle repose sur des actions déployées depuis plus de 30 ans pour lutter contre toute forme de discrimination, assurer l’équité entre les collaborateurs et inclure toutes les différences. </p><ul style="margin-bottom:0px;"><li style="margin-bottom:0px;"><strong>Une mission handicap</strong> nationale appuyée par un réseau de référents et correspondants locaux,<br></li><li style="margin-bottom:0px;"><strong>Un accord relatif à l'accès et à l'insertion des travailleurs handicapés au CEA</strong> du 14/12/2023,<br></li><li style="margin-bottom:0px;"><strong style="font-style:normal;font-size:13.0093px;font-family:tahoma, geneva, verdana, sans-serif;">880 personnes en situation de handicap</strong> dans les effectifs du CEA.<br></li></ul></div></div><p><br></p><p>Conformément aux engagements pris par le CEA en faveur de l'intégration des personnes handicapées, nos emplois sont ouverts à toutes et à tous. Le CEA propose des aménagements et/ou des possibilités d'organisation pour l’inclusion des travailleurs handicapés. </p><p><br></p><h2>Juniors et séniors<br></h2><p style="font-style:normal;font-weight:400;font-size:13.0093px;font-family:tahoma, geneva, verdana, sans-serif;">Le Contrat de génération du CEA constitue un des éléments fort de sa politique des ressources humaines. Il définit des plans d'actions répondant<strong> aux trois objectifs suivants</strong> :<br></p><ul style="font-style:normal;font-weight:400;font-size:13.0093px;font-family:tahoma, geneva, verdana, sans-serif;"><li>Améliorer l'accès des jeunes à un emploi en contrat à durée indéterminée,<br></li><li>Maintenir l'emploi des seniors (un salarié âgé de 50 ans et plus),<br></li><li>Assurer la transmission des savoirs et des compétences.<br></li></ul><div><p style="font-style:normal;font-weight:400;font-size:13.0093px;font-family:tahoma, geneva, verdana, sans-serif;"><span style="font-weight:normal;font-size:1.53em;font-family:fontface, tahoma, geneva, verdana, sans-serif;background-color:transparent;color:#b3000f;letter-spacing:0px;">Santé et sécurité au travail</span></p><p style="font-style:normal;font-weight:400;font-size:13.0093px;font-family:tahoma, geneva, verdana, sans-serif;">Au-delà du respect de la réglementation, excellence et exigence sont les mots clés au CEA pour assurer la protection de ses collaborateurs et de leur environnement. 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