Social strategy
Getlink employees are at the heart of the value created by the Group and their commitment is the prerequisite for any performance. That is why we strive every day to promote the inclusion and diversity of our teams, to guarantee their health and safety, to develop their skills and to attract new talent.
Safety for all
The Group implements its policies and procedures in close collaboration with national safety authorities and regulators at a binational level, in strict compliance with national and European regulatory frameworks.
The Safety and Security Committee of the Board of Directors oversees all matters relating to safety and security, approves strategic directions in this area and reports on them to the Board.
Getlink implements a centralised approach to health and safety issues, under the responsibility of the Group HSEQ Director, who is a member of the Executive Committee. The Group’s entities implement this policy through their own operational procedures.
The health and safety strategy aims to strengthen the safety culture within the Group in order to protect everyone present: employees, subcontractors, customers and any other individuals on any of the Group’s sites.
Getlink’s safety strategy aims to move from a systems-centred approach to safety towards a fully integrated safety system combining cultural and behavioural excellence with systems excellence. The Group’s HSQE policy is a key driver for the continuous improvement of its performance, by establishing a proactive risk management framework to anticipate future challenges.
The Group’s safety strategy is based on several key pillars, including:
- Protecting people, through rigorous monitoring of incidents and the promotion of a culture of dialogue on health and safety issues.
- Protecting the workplace, by ensuring safe working conditions, complying with legal obligations and adopting best practice.
- Working safely, through the continuous improvement of safety management systems, better identification and control of risks, and the provision of adequate resources and training.
- Making decisions with safety in mind, through a risk-based approach, enhanced collaboration with partners and subcontractors, and the systematic integration of risk management considerations into strategic planning.
These gestures that bind us.
Promoting inclusion and diversity in teams
For Getlink, diversity, fairness and inclusion are major drivers of the commitment and attractiveness of teams. These dimensions contribute to the organisation’s performance by transforming each person’s differences into strengths.
The Group reaffirms its commitment to employment, skills development, employees’ purchasing power and fair pay. Getlink is also continuing its work on gender equality in the workplace, diversity and reducing the pay gap.
In 2026, Getlink launched its women’s network, which aims to raise awareness amongst staff of the importance and benefits of inclusion and diversity within teams. The purpose of this network is to bring staff together to promote female leadership and a shared commitment to making a positive impact within their sphere of influence.
By partnering with Women in Rail and developing its own internal women’s network, Getlink reinforces its commitment to gender equality and greater diversity across the transport and infrastructure sectors. This collaboration helps promote a more inclusive culture, celebrate women’s career achievements and contribute to lasting progress across the rail industry.
5%
Group-wide gender pay gap in 2025
Promoting the inclusion of people with disabilities
The Group’s aim is to enable everyone to find their place within Getlink without their disability acting as a barrier to their integration, continued employment or career progression.
Employees with a recognised disability are supported in adapting their role: adjustments to their work schedule, adaptation of tools, specialist equipment, remote working, etc. The entities implement this policy at their own level through internal charters and schemes. For example, Eurotunnel developed its disability charter into a structured policy in 2025, and Europorte formalised its approach through a charter in 2025.
The aim is to:
– strengthen communication about the scheme both internally and externally;
– raise awareness of the issue amongst employees;
– support employees in their career progression and ensure job retention;
– ensure the continuity of relations with stakeholders in the adapted and sheltered employment sector.
Allowing everyone to feel like themselves
Every year, the Group organises awareness-raising initiatives during Pride Month to promote health and inform staff about cancer prevention (breast cancer through ‘Pink October’, prostate cancer through ‘Blue November’, miscarriages, the menopause, mental health, etc.) and organ donation, in partnership with charities.
Creating a fulfilling work environment
Getlink is committed to building a work environment that promotes the personal fulfilment of each employee, through concrete actions in terms of prevention, training and measures promoting well-being at work.
Preventing psychosocial risks
Initiatives have been introduced across all the Group’s subsidiaries to promote wellbeing at work and mental health.
Since 2009, Eurotunnel has had a charter on psychosocial risks. In 2025, a specific survey on psychosocial risks was carried out within Eurotunnel, enabling the development of an action plan tailored to employees’ needs.
At Europorte, a platform offers every employee the opportunity to speak confidentially with coaches or expert psychologists about professional or personal issues that are causing them concern.
Measuring and improving team engagement
Every year, an engagement survey is conducted amongst all teams at Getlink and its subsidiaries. The main objective of Getlink Voices is to measure the level of commitment teams have to the group, their company and their role, and to identify the extent to which they have embraced Getlink’s strategy.
This survey also gathers feedback on how each individual perceives their relationship with their manager and measures the progress made following the action plans implemented with the teams since the previous survey.
In 2025, the team engagement rate stood at 73 per cent.
Creating the conditions for constructive social dialogue
Getlink attaches great importance to social dialogue and has long endeavoured to establish sustainable and constructive industrial relations. All the teams in the Group and its various subsidiaries have free access to independent employee representative organisations and are covered by collective agreements.
In 2025, 26 agreements and 2 amendments were signed at the level of the subsidiaries and the Group.
The agreements within the Group cover a range of topics, including workplace equality and diversity, working time management, staggered hours and night shifts, and support for employees approaching retirement…
Promoting respect in the workplace and combating harassment
As part of its Code of Ethics and Conduct and its human rights policy, Getlink promotes diversity and respect in the workplace.
To raise awareness amongst employees and strengthen measures to prevent all forms of harassment and discrimination, the Group has introduced e-learning modules on respect in the workplace, gender identity, disability, discrimination in recruitment, etc. Getlink also organises practical workshops on the topics of diversity and equality.
As part of its ethical whistleblowing policy, the Group has set up an email address for reporting any breaches of human rights, cases of corruption and any other ethics-related issues (in accordance with the Sapin II Act in France). This whistleblowing scheme is open to both employees and people outside the company.
As part of its Human Resources policy, the Group has set up a whistleblowing scheme for employees, enabling them to report any instances of harassment or discrimination at work in confidence.
Attracting and developing talent
The attractiveness of our professions is a strategic factor in the success of the Group’s projects. That is why we pay the utmost attention to the recruitment, training and development of our teams, as well as to the management of career paths.
Promoting apprenticeships
The Group has established an active work-study programme with a view to securing the skills it needs for the years ahead.
The number of trainees and vocational training contracts remained stable in 2025.
More than 100 work-study students were employed by the company in 2025, some of whom were on three-year contracts.
The aim for 2026 is to continue taking on work-study students.
Immersion day for work-study students at Eurotunnel in October 2026.
Encouraging young women to pursue careers in our sector
Getlink, a partner of the ‘Elles bougent’ association since 2023, organises annual site visits to introduce young female secondary school pupils to careers in the rail sector and to support them in their career choices through discussions with mentors and contact persons within the Group.
Getlink is thus committed to fostering dialogue with the younger generation by organising meetings or taking part in external events (industry meetings, the InnovaTech Challenge, the ‘Women’s Networks and Careers’ Forum, etc.).
