Skills Development: Training for Growth.
Overall, the year 2025 is characterized by:
- an average of 22 hours of training per employee in 2025, nearly two-thirds of which will be dedicated to safety and technical fields (electrical work, pressure systems, lifting, etc.).
- the rollout of innovative training programs, including:
- an e-learning module on generative artificial intelligence, available in six languages,
- more than 210 soft skills modules, accessible to all,
- foreign language training courses open to everyone.
These initiatives enable everyone to develop the skills needed to thrive in a constantly evolving technical environment and to foster autonomy and versatility.
Promoting internal mobility to enrich career paths
Convinced that employee development is a driver of performance, Apave encourages internal mobility to enable everyone to shape their own career path within the Group. In 2025, the Group strengthened this policy to promote career development and facilitate access to opportunities.
Internal mobility is emerging as a key driver for enriching career paths—whether functional or geographic—with trends becoming increasingly visible across the Group. This approach is supported by practical tools that allow employees to apply for positions based on their aspirations and skills:
- An internal platform for posting job openings,
- A structured application tracking system.
This initiative is already bearing fruit:
- More than 500 internal transfers completed
- One-third of positions filled internally
This policy is gradually being expanded internationally to offer every employee concrete opportunities to grow and contribute fully to the Group’s success.
Career Paths
I started out as an electrical technician. Over the years, I developed specialized expertise in radon and infrared thermography before becoming the Inspection Unit Manager. Today, my appointment as Branch Manager allows me to lead a team of 120 employees and put all my experience to work for our projects and our clients.
At Apave, my career path has been built on agility: from data protection to leading a business unit in the United Arab Emirates, I’ve been able to transform my legal expertise into a strategic operational role.
Apave Climate School
“Understanding to take action ”: that is the Apave Group’s mission. Knowing how I can take concrete action at my own level, in my day-to-day work, to make a real impact.
To ensure its 18,500 employees become active agents of sustainable transitions, Apave trains its employees in sustainable transitions.
Apave Climate School, the sustainability school open to 100% of employees, offers programs tailored to each profession (finance, HR, marketing, technical roles, etc.). Two mandatory modules, completed during work hours, help establish a common foundation.
- The Climate System: understanding the scientific phenomena that govern the climate.
- The Low-Carbon Transition: identifying the drivers of the energy transition and the concrete actions to be implemented.
By the end of 2025, nearly 9,000 employees had completed these modules, strengthening their understanding of the challenges and their ability to take concrete action for sustainability—beyond just climate issues.
This was very beneficial for the general knowledge of all teams. Everyone was pleasantly surprised by how educational and accessible the modules were, which also bolstered the enthusiasm of employees who were already attuned to environmental issues.
Key Figures
trained in 2025