Our commitments to all
Services world is driven by People. Our team is our greatest asset. We’ve always worked together on a daily basis to help one another and the community. Because of the size of our workforce and our many business locations, our company has a major social and societal impact.
We are responsible for creating a positive impact wherever we can. We believe that there is strength in numbers. We want to encourage our employees to embrace a culture of environmental and social responsibility.
Developing talents and skills
Our commitment
Our group is strongly committed to investing in skills development as a social responsibility. Employee loyalty and motivation are direct results of our effort to support all members of the Onet team as they grow and develop their skills.
Recognizing employee potential and capitalizing on workforce skills is central to our company’s talent management strategy, which is why we place a strong emphasis on internal training through our corporate learning center.
Onet University
Training is the ideal vehicle for strengthening the team, bringing people together and giving them meaning. The strength and richness of our collective lies in the diversity of our professions.
The principle of Onet University is first and foremost to offer training resources with the aim of making the learner’s life easier and facilitating the transfer of knowledge. It has a truly strategic dimension because it conveys a strong vision of the company. The main purpose of our University is to develop the skills of all our employees, from operatives to managers, whatever their job, to help our managers grow and develop their leadership, to digitalise training, to contribute to the employer brand and to offer an opening onto the company’s external environment.
Our employees talk about it
Promoting social inclusion
For several years now, we have been committed to a global approach to diversity and inclusion, integrating these values into our strategy.
The diversity of men and women, in terms of their backgrounds, training and experience, is an asset for the company.
For many years now, we have been investing in programs to promote diversity and gender mix, in order to make the most of the singularities and differences within our teams, formidable vectors of success and dynamism for us.
We are committed to fighting against all types of discrimination.
Since 2016, we have been one of the signatories of the French Diversity Charter, a text that commits us to condemn discrimination practices in the workplace and to fight for diversity.
All our recruitment processes seek to exclude all forms of discrimination. The key players in our company’s recruitment process are trained to help them better understand diversity, be familiar with the law and be aware of the power of stereotypes, in order to combat all forms of discrimination.
We also carry out awareness-raising and training activities among our supervisors and field staff in certain sectors.
Since 2016, we have had a disability policy in place and, since 2019, we have been coordinating our policies towards the various diversity groups.
In this way, we aim to develop a culture conducive to the employment and professional development of people with disabilities. We are committed to including people with disabilities in all the Group’s business lines and hierarchical functions.
In order to change the way employees view disability and to encourage RQTH recognition, it is necessary to explain and promote disability. We have set up a network of volunteer advisers to help with this process. The inclusion adviser acts as a relay for the disability policy, helping employees to obtain recognition of their disability and assisting managers with any adjustments they may need to make to their workstations.
Promoting equal access to employment for people who are far from it is one of our priorities. We have put in place a coherent set of measures targeted at the difficulties encountered by these groups in gaining access to employment. We give priority to the creation of direct and indirect jobs in each of the local employment areas. As part of our practical initiatives, we sit on the boards of France’s 10 GEIQ Propreté. These are groups of companies working together to address their recruitment issues. In this way, we are working to develop a more responsible approach to recruitment.
In 2022, we contributed to 731 integration and qualification programmes via 158,280 hours of secondment.
We also believe that diversity and equality between women and men are factors that contribute to efficiency, social cohesion, and innovation in the workplace.
We are committed to equal treatment for women and men throughout their careers. In total, 60% of our workforce is made up of women, but employee distribution varies widely by occupation.
Every year, we publish our group survey based on 4 to 5 indicators required by French labor legislation.
Protecting employee health and safety
Health and safety prevention is a constant priority in all our activities. We are committed everywhere to guaranteeing the physical and psychological integrity of our employees. To meet this commitment, we have been implementing the “Piloting Onet in Prevention” policy for several years now, with the aim of establishing a genuine health and safety culture throughout the Group.
Vigilance on the road and road risk prevention
Since 2016, we have been partners and signatories of the “Committed Employer” charter with road safety. The 7 golden rules listed in this charter are regularly reminded through fun and educational materials and in particular during Road Safety Week. This scheme, which is supplemented by personalised support for our branches with the highest number of claims, has been put in place thanks to a partnership with Codes Rousseau and ECF. Over 2 years ago, we joined the college of professionals and companies of the new National Road Safety Council (CNSR), which is working to put forward concrete proposals to the Government to reverse the trend in road deaths. For example, in 2022, Onet worked on Recommendation No. 3 “Strategy for mobilising professional branches on road risk”.
Prevention of musculoskeletal disorders (MSD)
In the cleaning sector, occupational statistics still confirm that MSDs account for the vast majority (97%) of recognised occupational illnesses. Recognising the importance of these issues and working in partnership with various stakeholders (FEP/CARSAT/ARACT), Onet has been implementing an MSD prevention programme for several years, supported by its network of 67 certified MSD prevention coordinators (APTMS), 16 of whom will be trained by 2022.
Psychosocial risks and quality of life at work
In 2009, we set up a freephone hotline with a psychology firm to help prevent RPS. In addition to this help from a health professional, since 2020 we have implemented a specific training plan on RPS.
Improving working conditions and quality of life for employees
At Onet, we believe that occupational health is a priority, and that every employee should be able to do their job while enjoying a high quality of life.
For many years we’ve relied on two main strategiesas part of our psychosocial risk prevention policy. A toll-free hotline has been in place since 2008 to connect employees with psychologists and to provide help and support at key moments in their lives.
At the end of 2016, a more comprehensive approach to quality of life at work was implemented at the group level. It was designed to improve working conditions, foster employee engagement and improve overall company performance. As a responsible employer, Onet has spent many years investigating the impact of daytime shifts and/or continous work, among other factors, on the quality of life of our employees. Our “win-win-win” approach represents a real step forward for employees, employers and beneficiaries.
There have been many observable advantages to this strategy. The quality of our cleaning services has improved since we began to recognize our employees’ work, leading to higher levels of motivation, involvement and diligence. Additionally, tasks have been optimized based on the actual use of work premises, resulting in increased responsiveness, security and privacy, as well as energy savings.