Skills Development: Training for Growth.
Key highlights for 2025 : an average of 22 training hours per employee, with nearly two thirds dedicated to safety and technical fields (electricity, pressure, lifting, etc.);
The rollout of innovative training programmes, including: a Generative AI e-learning module, available in six languages; over 210 Soft Skills modules, accessible to all; foreign language training open to all employees.
These initiatives empower everyone to develop the skills needed to thrive in a constantly evolving technical environment, while fostering autonomy and versatility.
Promote internal mobility to enrich career paths.
Convinced that employee growth is a driver of performance, Apave encourages internal mobility to allow everyone to build their career within the Group. In 2025, the Group strengthened this policy to highlight professional trajectories and facilitate access to new opportunities.
Internal mobility is a key lever for enriching career paths—whether functional or geographical—with increasingly visible momentum across the Group. This approach relies on practical tools that allow employees to apply based on their aspirations and skills:
- an internal job board for all vacancies;
- structured application tracking.
This initiative is already successful:
- over 500 internal moves completed;
- one-third of positions filled internally.
This policy is gradually expanding internationally, offering every employee concrete perspectives for growth and the chance to contribute fully to the Group's success.
Apave Climate School
Understanding in order to act: this is the ambition driving the Apave Group. Knowing how to take concrete action at an individual level, within one's daily role, to create a real impact.
To ensure its 18,500 employees become true stakeholders in sustainable transitions,
Apave Climate School, a sustainability school open to 100% of employees, offers tailored pathways for every function (Finance, HR, Marketing, Technical, etc.).
Two mandatory modules, completed during working hours, establish a common foundation:
- The Great Climate System: understanding the scientific phenomena that govern the climate.
- The Low-Carbon Transition: identifying energy transition levers and concrete actions to implement.
By the end of 2025, nearly 9,000 employees had completed these modules, strengthening their understanding of the associated challenges and their ability to take concrete action for sustainability, extending beyond climate issues alone.
Extremely interesting for the general knowledge of all our teams. Everyone was pleasantly surprised by how educational and accessible the modules are, which also boosted the enthusiasm of employees who were already environmentally conscious.
Key Figures
trained in 2025