Our HR policy
We are an organization on a human scale. We are committed to fostering the professional fulfilment of our salaried employees, and to support them in their career development. We take great care to integrate as best we can our new staff members, to forge links between our different specialisms, and to attract new talents.
Employment of Young People
Being committed for several years now to offering young people vocational training, Nantes ‒ Saint Nazaire Port has chosen over the past four years to reinforce that support. In this way, each year block-release trainees or interns join Nantes ‒ Saint Nazaire Port to receive training in the Port’s specialisms, notably in mechanical engineering, metal fabrication, accounting, marketing, international trade, human resources, communication, or safety and environment. 47 block-release trainees and 86 interns were received by the Port Authority in 2024.
Training
We encourage the development of skills: nearly 80 % of our salaried employees access at least one training course a year. Every year, Nantes ‒ Saint Nazaire Port devotes the equivalent of over 4 % of the payroll to vocational training, thereby also helping to maintain and to improve the level of expertise.
Internal Mobility
We support the career development of each of our staff members. We therefore encourage internal mobility. Last year, nearly 50 % of vacancies for shore-based and sea-going personnel taken together were filled in this way.
Health and Safety at Work
Working alongside the two Health and Safety at Work Committees (H&SWCs), the first for shore-based personnel and the second for sea-going personnel, we act to prevent the risks associated with our salaried employees’ professional activities. The aims of our approach to health and safety at work are to reach our goal of "zero accidents" and to enable our salaried employees to carry out their work in the safest possible environment.
Social and Professional Inclusion
Ever since 1998, we have been committed to encouraging the social and professional inclusion or reintegration of persons excluded from the workplace. The inclusion unit team comprises 4 to 6 salaried employees every year. Each team member is given a 12- to 24-month "employment skills pathway" contract, so as to be able to reintegrate the world of work more easily. Following their experience with Nantes − Saint Nazaire Port, two thirds of the members of personnel that we have assisted through this scheme have subsequently found a job or have gone on to vocational training leading to a qualification.
Inclusion of Disabled Workers
10 years ago now, Nantes − Saint Nazaire Port embarked on an initiative in support of the professional inclusion and the maintenance in employment of disabled workers, who represented 2.5 % of the overall headcount at that time. The Port Authority made a commitment to promote the integration of all employee profiles without discrimination (adaptation of the procedures for the recruitment and inclusion of disabled workers), to safeguard career paths (identification, establishment and monitoring of maintenance-in-employment and redeployment situations), and to develop partnerships with local players so as to professionalize practices (recruitment, maintenance in employment and subcontracting with the protected sector). In 2024, the level of employment of individuals with a recognized disability now represents 6.7 % of the overall headcount.
Lig'Entreprises initiative
Concerned about the well-being of its employees, Nantes Saint-Nazaire Port launched a partnership with Lig'Entreprises in October 2024. This association has been fighting cancer since 1918. This partnership will enable us to train our teams in the best possible way, through a range of awareness-raising activities: webinars, workshops, serious games, etc. All these activities will enable us to provide real support to help people with cancer return to work.
Feminisation of professions
Nantes Saint-Nazaire Port is committed to promoting women in maritime and port professions by joining the Elles bougent association.
The association's goal is to promote gender diversity in industrial and technological companies. The idea is to introduce middle school, high school and university students to exciting careers in engineering and technology, thereby inspiring them to pursue these fields. Throughout the year, meetings are organised through events that bring mentors and young girls together. Two inspiring mentors represent Nantes Saint-Nazaire Port. They are accompanied by representatives (men or women) who also speak about gender diversity issues and the importance of increasing the number of women in teams.
Professional equality index for women and men
In application of the decree of 8 January 2019, all companies with at least 50 employees must calculate and publish their Professional Equality Index.
This index allows the companies concerned to assess the level of equality between men and women on the basis of 5 criteria, the results of which for the period 2024 are as follows
Gender pay gap: 31/40
Difference in the rate of individual increases between women and men: 20/20
Difference in promotion rates between women and men: 15/15
Salary increases following maternity leave: 15/15
Parity among the 10 highest paid: 0/10
If the index falls below 75 points, the company must implement corrective measures.
For the period from 1 January to 31 December 2024, Nantes Saint-Nazaire Port has obtained an overall score of 81/100.