Coastline survey in Corsica (Cagnano, northern Corsica, France, 2006). © BRGM - Eric Palvadeau

Human resources

As a major player in the French and European scientific communities, BRGM's vocation is to respond to the major current issues in geosciences. To achieve this, it relies on the skills of its 1,000 employees, whom it mobilises and supports in their professional careers.

BRGM's human resources policy aims to offer career development opportunities, prevent psychosocial risks, promote equality between women and men, and make it an inclusive institution (which hires people with disabilities, etc.). BRGM has a human resources policy that promotes the quality of working life for its employees.

Development opportunities throughout its employees’ careers

Forward planning for management of jobs and career paths (GEPP in French) is an important issue for BRGM. By ensuring that the institution's needs are matched with its resources, the Human Resources Department helps to maintain the highest level of skills among its employees while contributing to the balance between its activities (R&D, helping to shape public policy and commercial activities). This striving for efficiency is also designed to guarantee the work-life balance of its employees.

Following through on its commitment to a policy of forward-looking management of jobs and skills, BRGM signed a new agreement in January 2019. This gives employees some perspective for their careers and enables BRGM to better manage its human resources. Within this framework, several measures have been taken:

  • The implementation of an observatory of professions which should make it possible to have a strategic overview of human resources through a projection and analysis of BRGM's resources and needs over 5 years.
  • The implementation and monitoring of an orientation and integration programme that allows each new recruit to discover BRGM, its organisation and its values in order to facilitate his or her integration into the establishment.
  • Encouraging professional mobility (to broaden employees' technical skills, enable them to take on responsibilities as a project leader, expert or manager, change jobs, etc.). To this end, all job opportunities are first offered to BRGM employees. Career committees have also been set up to validate professional changes by validating the skills needed for a given position.
  • Ongoing vocational training (6% of the payroll invested each year).
  • The organisation of career interviews, which complement the annual professional interviews in order to provide more in-depth follow-up of employees throughout their careers and to guide them so they can achieve their professional objectives.

HR key figures 2018

Quality of life at work and prevention of psychosocial risks

In order to reduce psychosocial risks, BRGM implemented a Plan for the Improvement of Working Conditions in 2017-2018. In particular, this plan has made it possible to:

  • take measures to prevent psychosocial risks,
  • to create a unit for resolving stressful situations at work.  

In January 2019, BRGM carried out a social survey among its employees to find out how they perceived the quality of life at work. This survey achieved a 76% response rate. Based on the 10 criteria of this survey that revealed the lowest levels of satisfaction, an action plan was implemented jointly with volunteer employees to improve working conditions over a 2-year period (2019-2021). The new PACT-2021 plan started in October 2019 and will be evaluated through a forthcoming ‘social barometer’ in January 2022.

BRGM's commitment to equality between women and men at work

Gender equality index at the BRGM - 88/100

BRGM is committed to gender equality in the workplace, as required by the Act of 4 August 2014 and the company-level agreement on diversity and gender equality at work.

Equality in the workplace means ensuring that there is no discrimination within a company. The challenge for BRGM is to achieve true equality between men and women at work, in particular by precluding day-to-day sexism at work, and by promoting equal pay, gender parity at management level and a gender-balanced workforce.

At BRGM, the gender equality index provided for by the Act of 5 September 2018 on freedom of choice in professional careers, scored 93/100 in 2018.

The score is calculated from five indicators:

  1. Concerning equal pay at BRGM: the pay gap was1.2% in favour of men (in 2018 it was 1.4% in favour of men).
  2. Concerning pay rises: the gap stands at 0.8% in favour of men (in 2018 it was 3.1% in favour of women).
  3. Concerning promotion of men and women there was a 0.5% gap in favour of men whereas in 2018 it was 1.4% in favour of women.
  4. One hundred percent of women returning from maternity leave received the pay increases they were entitled to during their absence (this was also the case in 2018).
  5. There were few women among the most highly paid employees.

Disabilities and life in the workplace at BRGM

BRGM is commitment to promoting the employment of  people with disabilities. As an institution it is developing a proactive policy to promote inclusion through competence.  

Since 2015, BRGM has been implementing an action plan with 5 goals:

  1. Raising awareness to change the way we perceive disabilities and build trust.
  2. Ensuring job stability through personalised support for individuals and accessibility to BRGM sites.
  3. Sustainable recruitment to include all talents.
  4. Promoting training to help make the careers of young people with disabilities more secure.
  5. Innovating in collaboration with the sheltered or adapted employment sector (ESATs, EAs, etc.) to contribute to indirect employment and visible inclusion at BRGM.

In 6 years, the disability employment rate at BRGM has risen from 2% in 2014 to 5.5% in 2019, not far from the regulatory target of 6%.

In February 2020, BRGM signed the Inclusive Business Charter, which is part of the national initiative "France, an opportunity, businesses commit".

Disability employment rate 2019

Evolution of end-of-career management

In order to better manage the winding-up of careers and facilitate the transmission of knowledge to new recruits, a series of measures have been taken for employees aged 55 and over:

  • tutoring, training, sharing and capitalising of knowledge;
  • re-organising working time, with the possibility of working 80 or 90% of the time, without diminishing pension contributions;
  • improving working conditions and increasing medical surveillance.



BRGM recruits 60 to 80 people every year on permanent contracts, as well as doctoral and post-doctoral staff, block release trainees and other trainees on professional integration schemes, interns, etc.

See BRGM employment opportunities

BRGM - 3 avenue Claude-Guillemin - BP 36009 45060 Orléans Cedex 2 - France Tel.: +33 (0)2 38 64 34 34