Naval Group communicates on its commitment to the inclusion of LGBT+ people. Why?
Pierre-Yves Miton: Some people see this as a private matter, having no place within the company, however we need to remember that sexual orientation and gender identity are not a preference but an integral part of a person’s identity. No one should feel discriminated against based on their identity at work or otherwise. Figures show that this is still the case.
In January 2024, L'Autre Cercle and the polling institute Ifop conducted a survey to gauge the situation for LGBT+ employees within companies. More than 48,000 employees responded to this survey in France, including 5,926 LGBT+ people.
At Naval Group, 685 employees (including 68 LGBT+ people) responded to the survey. The results of this survey, published internally in July 2024, showed that we must continue to raise awareness among our employees on this subject and pursue our commitment to promoting an inclusive, respectful and caring work environment for all employees, regardless of their sexual orientation and gender identity. The non-profit organisation L'Autre Cercle and the polling institute Ifop renew this survey every two years. We will of course take part again in early 2026 to gauge Naval Group’s progress in this regard and adapt our future action plans, if need be.
Could you give us some concrete examples of discrimination?
Pierre-Yves Miton: The figures compiled from the 2024 survey speak for themselves and show that such discrimination can have serious consequences on the well-being at work and on the careers of the employees concerned.
Here are some concrete examples:
- coming-out is uncomfortable for 28% of employees surveyed,
- 59% of Naval Group’s LGBT+ employees hear inappropriate language within the company,
- 21% of LGBT+ people say they have been victims of LGBT-phobic behaviour (mockery and derogatory comments),
- LGBT+ employees prefer to remain discreet: at Naval Group, just 22% of them share their gender identity or sexual orientation with their colleagues compared to 45% at other charter signatory companies.
These numbers are significant and imply that LGBT+ people may feel obliged to keep a low profile, preferring to remain “invisible” to avoid negative repercussions on their career and well-being at work.
This invisibility has consequences: self-censorship (refusal to take part in corporate events) or limited access to certain rights (e.g. mutual insurance).
For the employees concerned, working in an environment that does not understand their true identity can be a cause of stress and unease.
Naval Group is and will continue to remain committed to this subject to ensure fair treatment for these employees.
Since when has Naval Group been committed to diversity and inclusion?
Pierre-Yves Miton: This is not a new subject and certainly not a passing trend: the Diversity and Inclusion (D&I) policy has been a group priority for more than 10 years now.
Then, in 2021, the agreement on diversity and inclusion was signed with all representative trade union organisations. The key objectives of this agreement are:
- to attract and integrate diverse profiles;
- to develop employees’ skills and careers;
- to promote inclusion within teams;
- to integrate diversity and inclusion into societal commitments and relationships with the ecosystem.
Naval Group wants to offer its teams the opportunity to work with profiles as rich and varied as those that make up our society, and to look beyond people’s background, gender, disability and sexual orientation to discover their personalities. Employees learn to adapt and accept each other’s differences. When relationships become more fluid, the level of trust increases and the company has everything to gain.
The inclusion of all employees is both a requirement of social justice and a source of strength for the company.
What steps are being taken by Naval Group?
Pierre-Yves Miton: In renewing our signature of the charter on 11 December, Naval Group undertakes to:
- ensure equal rights and treatment for all employees, regardless of sexual orientation and gender identity;
- support employees who are victims of discriminatory comments or acts and punish LGBT-phobic behaviour;
- measure progress and share best practices in order to improve the working environment.
In order to support our diversity and inclusion (D&I) policy, we have deployed a network of contacts on all our sites, comprising an HR partner (the D&I Officer), and an operational partner (the D&I Ambassador).
The D&I Officer and D&I Ambassador together ensure the coordination and deployment of actions to achieve Naval Group’s commitments and the objectives set.
Since the start of 2025, our employees can also show their willingness to act as LGBT+ allies by wearing a rainbow pin. This allows them, should they wish, to show their commitment to inclusion and respect for LGBT+ employees, and their willingness to listen to and support their LGBT+ colleagues. Being an ally does not need you to be LGBT+ but is primarily about being an agent of change by helping to create an environment where everyone can fully be themselves, without fear of judgement or discrimination.
A reminder: in the event of discrimination, harassment or aggression, anyone at Naval Group has the right to file a report via the group’s website. This goes for permanent or temporary employees, interns or apprentices as well as external stakeholders.
The reporting system is accessible 24/7 at the following address: speakup.naval-group.com.
What does LGBT+ mean?
LGBT, or LGBTQIA+, are acronyms used to describe lesbian, gay, bisexual, transgender, queer, intersex and asexual people.
L stands for lesbian. A woman engaging in sexual intercourse with another woman.
G stands for gay. A man engaging in sexual intercourse with another man.
B stands for bi. A person engaging in sexual intercourse with a man or a woman.
T stands for transgender. A person assigned male or female at birth and who does not feel they belong to their assigned gender.
Q stands for queer. A person may refer to themselves as queer when they do not recognise themselves in heterosexual sexuality, or do not feel they belong to a defined gender.
I stands for intersex. Intersex people are born neither male nor female. In France, about 200 children are affected out of the 800,000 annual births.
A stands for asexual. “Asexual people do not feel the need to engage in sexual relations”, according to the association for asexual visibility.
+ refers to all others, including LGBT+ allies.