We are building a good place to work

Our listening approach

Our employees are at the heart of our performance, and their engagement is essential to the success of our transition. As part of our people ambition Better Together, listening to our employees is an essential part of a just transition. Social dialogue plays a key role in achieving this. Beyond, our employees participate every two years in a survey to share their perceptions of the Company across various themes (ambition, collective performance, management, talent development, working conditions, etc.).

Since 2023, following the Executive Committee’s decision, a complementary and more concise survey now takes place alternately every other year to measure employee engagement and well-being.

In 2024, the engagement score for TotalEnergies was 83.7% ⁽¹⁾, i.e. 14 points higher than the benchmark ⁽²⁾.

Tangible measures for our employees’ well-being

The Company has rolled out the Care Together by TotalEnergies program to guarantee high social standards for its employees worldwide, regardless of the applicable legislation in their country.

This program is based on tangible measures around four essential pillars: social protection, health, family sphere, and working environment and conditions.

With the aim of developing a culture that fosters well-being on a daily basis, we help our employees to preserve their balance in a safe working environment. In order to measure our progress and draw up action plans, in 2022 we defined, in collaboration with Ipsos, an annual measurement of our employees’ level of well-being using a Care index. In 2024, our score was 83.1%, which is 12 points higher than the benchmark⁽²⁾.

Our Care Together program (pdf)

⁽¹⁾Excluding Hutchinson
⁽²⁾Ipsos benchmark composed of companies larger than 10,000 employees throughout the world.

We develop and support our employees’ skills

Developing everyone’s skills is a major challenge for a just transition. Our goal is to empower all employees to take charge of their career development, notably through the internal mobility platform, or to freely decide which training courses they consider important for their development, up to three days per year, in addition to mandatory training.

As part of its just transition plan, TotalEnergies has designed the “Visa for TotalEnergies” program as a multi-year upskilling program, aimed at preparing all employees for the new challenges facing the Company and society in general, as well as supporting the development of their skills. In 2024, the program was aligned with the Company’s aim of accelerating the appropriation of generative artificial intelligence tools by creating training on how to use Copilot and Microsoft Power Platform.

The OneTech branch, which brings together 3,400 engineers, technicians and researchers of TotalEnergies inside one entity, is today a hub of technological excellence serving all the Company’s multi-energy activities. The concentration of technical skills makes it possible to build multidisciplinary teams to carry out new industrial projects, regardless of the sector of activity. This generates a decompartmentalization of skills, creating value for the Company and its employees. The result: greater flexibility to better develop our projects across the entire energy mix.

At TotalEnergies, we are convinced that diversity of talent is a decisive lever for increasing our competitiveness and our capacity for innovation.

Every day, we take care to prevent any form of discrimination and build a respectful collective allowing everyone to express their talents, ideas and energy.

We promote women’s ambitions

The energy industry especially suffers from a lack of gender diversity on a global scale. In France, women still represent less than 20% of the sector’s workforce⁽¹⁾.

Promoting gender equality at TotalEnergies not only means hiring more women but also keeping a close eye on their career development, guaranteeing that they receive equal treatment and ensuring that more of them hold positions of responsibility.

⁽¹⁾International Energy Agency, 2023.

⁽²⁾Senior executives with the most important responsibilities. Together with the Executive Committee, they form part of the Company’s management bodies within the meaning of point 8.1 of the AFEP-MEDEF Code.

At TotalEnergies, we have long been working to promote gender equality. Since 2008, we have been signatories to binding agreements, both internationally and in France:

• In 2008, we signed France’s Parenthood Charter, which commits the Company to implementing the resources and structures that will enable employees with children to achieve a better work-life balance.
• In 2010, we signed the Women’s Empowerment Principles - Equality Means Business defined by the United Nations Global Compact.
• In 2015, , we signed an agreement with IndustriALL Global Union to ensure gender equality in the workplace.
• In 2016, we signed the World Economic Forum’s Closing the gender gap - a call to action, which lobbies for greater gender equality in the oil and gas industry.
• Since 2011, we have been a partner to the French “Elles bougent” association to encourage young women to study technical subjects.

Since 2006, the TotalEnergies Women’s Initiative for Communication and Exchange (TWICE) network has been promoting career growth for women in the Company, especially through a mentoring program. The network is aimed at enabling its members to meet, exchange ideas and take action to raise awareness of gender equality issues among all employees.

We are developing a more international management pool

With nearly 170 nationalities within the Company, TotalEnergies benefits from a great cultural diversity and considers it important to reflect that diversity at all levels of the Company. For the Company, this means providing everyone with the same access to career opportunities and building a common culture that transcends nationalities while respecting differences.

Our ambition: 40% international employees in senior management and 45% international senior executives within the Company.

To offer the same opportunities to everyone, we are committed to:

• Setting up career paths designed to create more international careers
• Provide expatriate assignments for employees of all nationalities
• Offer orientation and personal development training organized within large regional hubs (e.g. Houston, Johannesburg and Singapore).

We are committed to people with disabilities

Disability affects 1.3 billion people worldwide, i.e. one person in six⁽³⁾. Our commitment to diversity is reflected in our specific measures to integrate employees with disabilities and provide appropriate support throughout their careers, both in France and abroad.

We are committed to combating discrimination and the stigmatization of people with disabilities, as well as adapting work spaces and practices to facilitate everyone’s integration.

Since October 2018, we have been a member of the International Labour Organization’s Global Business and Disability Network, by which we commit to:

• Promote and respect the rights of persons with disabilities by raising awareness and combating stigma and stereotypes faced by persons with disabilities.
• Develop policies and practices that protect persons with disabilities from all types of discrimination.
• Progressively make the company premises and communication to staff accessible for all employees with disabilities.
• Undertake appropriate measures to enable current employees who acquire a disability to retain or return to their employment.
• Respect confidentiality of personal information regarding disability.

In January 2020, TotalEnergies joined The Valuable 500, a global initiative aiming at putting the inclusion of people with disabilities and the unlocking of their potential on the agenda of multinational companies, through several initiatives:

• Set up awareness programs to reduce stigma and change perceptions of disability and people with disabilities.
• Implement specific training programs for HR and managers.
• Carry out targeted recruitment campaigns for people with disabilities.
• Support people with disabilities at work by considering their disability in the organization of their workspace.
• Promote digital inclusion and accessibility of communication.

⁽³⁾World Health Organization (2023)