Growing
the teams
Our employees
are key to our success
57 employees (including 8 apprentices), with an HR policy based on skills development, fairness and well-being: Société de the Tour Eiffel implements a demanding framework to attract, train and retain its talent, with 100% of employees covered by a collective bargaining agreement and an individual CSR objective.
ATTRACT, DEVELOP AND RETAIN TALENT
Training per Employee
30h
2025 average · target ≥ 14 hours
4.03% of payroll invested in training
Gender Equality Index
84/100
2025 · 67% of the COMEX are women
Gender pay ratio: 1.23
Workplace Accidents
0
2025 and 2024 turnover: 5.3%
Average length of service: 7 years
A demanding HR policy
100% of employees are covered by a collective bargaining agreement and an employee representation system. The Works Council (CSE) meets at least 10 times a year (12 meetings held in 2025). In 2025, two information sessions dedicated to CSRD were organised during ordinary CSE meetings.
Variable compensation for all employees is 20% linked to individually defined ESG objectives. 88% of employees have a formalised annual CSR objective (target: 100%).
INTERNAL ETHICS CHARTER
Through our internal ethics charter, 100% of our employees are committed to preventing corruption, combating discrimination and upholding ethical principles.
Membership of the real estate equal rights charter
By signing this charter, Société de la Tour Eiffel proudly undertakes to recruit, support and promote female talent within its teams and in real estate professions in general. Creation of an Observatory for the Charter on Equal Rights in Real Estate means that the progress of member companies can be monitored.
AN INITIATIVE EXAMPLE
In early 2023, Société de la Tour Eiffel launched a partnership with the “Vendredi” platform for its employees, the aim being to allow them to participate in volunteering or skills sponsorship actions offered by the many associations involved in its initiative. To do this, management has set aside one day of work per year for any employee who wants it. This citizen-minded platform also raises awareness of key subjects for society, through content and stimulating challenges.
Training & Skills Development
- Training sessions for the Executive Committee and middle management covering governance, ESG topics (building data, climate adaptation, ethics and professional conduct).
- Continuation of the Seabird management training programme in 2025.
- +25% compared with 2024 of employees participating in volunteering activities through the Komeet platform, providing diverse field experiences.
Performance Indicators – Teams
| Target | 2025 | 2024 | |||||||||||||||||||||||||||||||||||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
Employees Trained on ESG Topics (since 2024)Target: ≥ 200 cumulative hours | 90 % / | 96 % / | 89 % / | ||||||||||||||||||||||||||||||||||||||||||||||
Training Hours per Employee | ≥ 14 h | 30 h | 20 h | ||||||||||||||||||||||||||||||||||||||||||||||
Share of Payroll Dedicated to Training | ≥ 3 % | 4,03 % | 3,29 % | ||||||||||||||||||||||||||||||||||||||||||||||
Completed Annual Performance Reviews | ≥ 95 % | 88 % | New ind. | ||||||||||||||||||||||||||||||||||||||||||||||
Employees with an Annual CSR Objective | 100 % | 88 % | New ind. | ||||||||||||||||||||||||||||||||||||||||||||||
Women on the Executive Committee | 50 % | 67 % | 67 % | ||||||||||||||||||||||||||||||||||||||||||||||
Gender Pay Ratio H/F | ≤ 1,4 | 1,23 | 1,32 | ||||||||||||||||||||||||||||||||||||||||||||||
Absenteeism Rate | 0 % | 3,63 % | 3,79 % | ||||||||||||||||||||||||||||||||||||||||||||||
Workplace Accidents | 0 | 0 | 0 | ||||||||||||||||||||||||||||||||||||||||||||||
Average Annual Length of Service | ≥ 4 ans | 7 ans | New ind. |
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