CORPORATE SOCIAL RESPONSIBILITY by DRT

Our people

Our staff are the first to be impacted by the social aspect of our CSR (Corporate Social Responsibility) commitment. Our missions are to improve the working environment and conditions, and to promote equal opportunities.

85
DRT score at the gender equality index as of March 1, 2021
2.55
absenteeism rate
-35
accidents at work in 1 year

We believe that a responsible company must be ethical and people-oriented. This means keeping the health, safety and quality of life at work of all our employees as a priority, with particular attention to the quality of the social dialogue and skills development.

Our publications

Well-being at work: a priority

We constantly strive to improve the working environment and conditions and have thus become a member of the non-profit organization SEDEX (Supplier Ethical Data Exchange). This aims to promote responsible and ethical improvements within the company.

Today, our low staff turnover is proof that we are working in the right direction.

Safety at work: essential for all our activities

We make it a point of principle to offer exemplary working conditions where the protection and safety of staff are the highest priority (Cross-analysis of tasks, regular safety briefings, ergonomic workstations…).

Our initiatives have enabled us to reduce the frequency of accidents by half since 2012, bringing it to less than 4, the lowest in the industry.

Encouraging personal development

We value the skills and talents of our staff, and encourage career progression while adapting the work. We enroll our employees on real development plans.

In parallel, training is also a means to ensure cohesiveness, cooperation, and consistency between our services, which contributes to the individual and collective well-being of our teams.

Combating discrimination

As part of the annual publication of its Gender Equality Index, DRT obtained a score of 85/100 in March 2021 for the year 2020.

This score is broken down as follows:

  • The gender pay gap, by age group and “equivalent position” category = 38/40.
  • The gap in the rate of individual salary increases, excluding promotions = this indicator is incalculable in accordance with applicable regulations.
  • The difference in promotion rates between women and men = 15/15.
  • The percentage of female employees who received an increase after returning from maternity leave, when increases occurred during this period = 15/15.
  • The number of employees of the underrepresented gender in the top 10 highest paid = 0/10.

DRT’s score is the fruit of a long-standing commitment and encourages us to pursue our anti-discrimination policy.

CORPORATE SOCIAL RESPONSIBILITY by DRT

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CORPORATE SOCIAL
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