We are convinced that active listening is an essential component for leading a just transition, since it provides a clearer insight into society’s expectations and allows us to measure the well-being of those affected by these changes. Listening to our employees is especially important, since we need their full commitment to roll out our balanced, integrated multi-energy strategy.

That is why we pay special attention to fostering dialogue with our employees and their representatives by:

• promoting social dialogue; and
• using participatory approaches.

Promote social dialogue

We encourage social dialogue at the local, head office and central levels, by taking part in employee representative bodies and negotiating agreements. The topics covered may vary, but they include some cross-cutting themes, such as:

• health and safety;
• working hours;
• compensation;
• training; and
• equal opportunities.

We promote social dialogue

Implement participatory approaches

Our people ambition Better Together brings together a set of measures to make the Company a good place to work together.

We have set up tools for monitoring and measuring employee engagement, and taking the necessary action:

• TotalEnergies Survey: every two years, our employees around the world are invited to their share their perception of the Company on a number of topics (Company’s ambition, collective performance, management, talent development, working conditions, and so on).
• TotalEnergies Pulse Survey: since 2023, this survey has been conducted every other year, alternating with the TotalEnergies Survey. This complementary survey goes into greater detail and allows us to measure employee engagement and well-being on an annual basis.
• Speak-up Campus: this annual event was launched in 2022 and brings together approximately 300 Company employees for discussing and working on key issues with the Executive Committee and senior executives.

Our employees are central to our transition (PDF)

Our ambition of placing sustainable development at the heart of our strategy, projects and operations requires the mobilization of all our employees. In 2024, the Company identified five “Levers for a Sustainable Change” to bring about a collective change in behavior. They support our Sustainab’ALL approach, for which we have engaged our 100,000 employees through the local progress plans defined at each of our sites.

Mobilize our employees to support sustainable development through the Sustainab’ALL program

The Sustainab'ALL program is aimed at encouraging the entire Company to embrace the Sustainable Development Goals (SDGs). Through Sustainab'ALL, we want to show that every affiliate, site or entity can contribute to the SDGs, and that they enable us to take part in the Company’s transition.

To move forward together and put our approach into action, we deployed “Our 5 Levers for a Sustainable Change” in 2024. These five action levers are designed to help our corporate culture evolve collectively, over the long term, mirroring what we have achieved in the area of safety over the past 20 years. Such a change calls for a collective effort, which needs to be initiated by first focusing on certain priority attitudes:

Energy consumption

Low-carbon operations

Discharges in the environment

Our communities

Care

Learn more about “Our five levers for a sustainable change” (PDF)

Our transition also involves developing our employees’ expertise and enabling them to acquire new skills and meet changing needs. Since 2019, we have been implementing our people ambition Better Together to enhance everyone’s talents.

The Company’s training policy is structured around five major areas:

• sharing TotalEnergies’ corporate values, particularly with respect to HSE, the climate, ethics, leadership, innovation and digital technology;
• supporting the development of existing activities and creating new ones in order to achieve the Company’s ambitions;
• strengthening key skills in all our business areas to maintain a high level of operating performance;
• promoting employees’ integration and career development through training designed to teach employees about the Company, management skills and personal development; and
• supporting the policy of mobility, diversity and inclusion within TotalEnergies through language and intercultural training.

Give every employee an active role in shaping their professional development

To promote our employees’ well-being while meeting their needs and expectations, we have rolled out several initiatives, including:

• the creation of an internal mobility platform enabling employees to develop their careers within the Company; and
• the freedom for each employee to independently choose the training courses that they consider useful for their professional development, with up to a maximum of three days per year, in addition to the mandatory training courses.

The Company’s training catalog offers nearly 6,000 courses covering all technical, business and cross-functional areas, including soft skills.

We train our employees and develop their talents (PDF)

Our employees’ well-being is one of our top priorities. That is why we are rolling out the Care Together by TotalEnergies program, which is based on tangible measures around four essential pillars:

• health: protect the physical and mental health of all employees worldwide;
• social protection: ensure decent wages and high-quality social protection for all employees, regardless of their location;
• working environment and conditions: promote flexible, modern and attractive working conditions for our employees, while preserving collective efficiency in a safe working environment; and
• family sphere: give our employees the opportunity to look after their families.

We are taking action for our employees’ well-being

Protect the health of all our employees worldwide

We help our employees maintain their balance in a safe working environment, by stepping up the attention that everyone pays to the well-being of their colleagues, and by encouraging local managers to create the ideal working environment for achieving sustainable performance.

The Company has deployed a global policy of preventing psychosocial risks and provides medical check-ups for employees exposed to occupational hazards that could have a harmful effect on their physical and mental health. Since January 2023, we have been implementing Green Fridays. This innovation liberates employees from any collective meetings scheduled by management every other Friday and allows them to organize their work as required.

This attention to our employees’ well-being is reflected in TotalEnergies’ Care index score⁽²⁾. In 2024, our score was 83.1%, which is 12 points higher than the Ipsos 2024 benchmark.

We take care of each other (PDF)

⁽²⁾ Excluding Hutchinson. ↑

Along with Safety, Respect for Each Other is a core value within TotalEnergies’ collective ethics. With its long-standing investment to promoting equal treatment and opportunities, the Company strives to foster a conducive corporate culture for expressing and developing everyone’s potential.

Talent diversity is crucial to the Company’s competitive advantage, capacity for innovation and appeal. That is why TotalEnergies is committed to developing skills and careers through a human resources policy that excludes any form of discrimination.

The Company is also highly active in terms of employing and integrating people with disabilities and getting young people into employment. We also lead awareness-raising, training and communication campaigns for managers and employees to promote a culture that respects differences.

We strive to nurture talent diversity (PDF)