Professional onboarding

Our 6 Ecoles des Métiers technical schools aim to provide practical experience of industrial facilities and processes with the support of technical trainers. The schools offer interactive and immersive courses that are as close as possible to realities on the ground and feature virtual reality rooms, test halls and serious games. The newly created Orano Academy supports the development of engineering skills related to the large-scale Aval du Futur project.
The Management School trains over 2,500 managers each year in France and abroad.

With over 3,000 courses on offer for technicians, engineers and managers, we do everything we can to help you become an expert for the future.

At Orano, employees are committed to sharing their expertise and experience. Over 200,000 hours of training are delivered in-house each year, with many different forms of experience shared for the benefit of everyone. Now that’s what we call team spirit!

Through its network of over 150 ambassadors, the group takes part in more than 300 events in schools each year. When it comes to contact with students, our employees are the ones best placed to talk about Orano!

At Orano, we have set up training and development programs specifically for women. The “Women and Talents” program has already supported more than 260 female managers and engineers in developing their skills and affirming their leadership abilities.

“One in two people will be faced with cancer during their lifetime, either directly or indirectly.”

In October 2024, Orano joined the Working with Cancer Pledge to support employees affected by cancer. The objectives of the pledge: inform and raise awareness among the group’s health personnel, managers and employees in relation to active listening and support during illness; promote cancer screening and prevention; support employees diagnosed with cancer in remaining at work or returning to work. The pledge is deployed both in France and internationally, and is included in the new France 2025-2029 Quality of Life and Working Conditions Agreement (QVCT) focusing on well-being at work and solidarity.

Nuclear power has a future and we need talent! The Orano group has more than 18,500 employees worldwide, of which 15,500 work in France. It also offers a variety of jobs with prospects for career mobility and development in a group focused on future-oriented sectors such as the energy transition, the circular economy and health. We welcome candidates from all backgrounds: from those with a high school diploma to a Master’s degree, with or without experience in the nuclear industry. Over the period 2025–2035, Orano is planning to hire 13,000 new staff, or 1,300 recruitments per year on average, to support our growth and offset natural attrition.

Each year, Orano recruits around 600 work-study students who find support and an environment conducive to their development and career progression. In 2025, 1 in 2 students were recruited by Orano on a permanent or fixed-term contract at the end of their studies. A win-win contract!

Orano offers a variety of career paths and experiences! With its internal mobility support scheme and training offering, the group encourages its employees to engage in career development.

In 2026, Orano started organizing educational tours of its sites in France and abroad to demystify artificial intelligence and help employees explore its many uses. Through fun and educational workshops, managers and employees are helped to better understand the impact and benefits of AI in their day-to-day professional lives. More than 750 employees have already been made aware of the issues involved. The message is clear: we don’t need to be wary of AI if we control it and use it intelligently and wisely.

It’s almost science fiction! For the past few months, a Design Fiction initiative has been inviting the Orano group to take part in an unprecedented exercise: to challenge our cognitive biases, free ourselves from our immediate technical constraints and look at the future differently. Through a series of inspiring workshops and lectures, we are collectively exploring the impact on our activities of the societal, technological and organizational transformations and changes that will shape our industry in the long term.

Through the France 2025-2029 Quality of Life and Working Conditions Agreement (QVCT), the Orano group recognizes the particular situation of employees who are caregivers and reaffirms its commitment to facilitating a good balance between work and home life. As a result, the group helps employees with caregiving responsibilities understand the support and assistance available to them, but also makes adjustments such as maintaining pension rights, adapting working hours, setting up annualized part-time work, supporting professional training through employer co-financing and donating days off.

Protecting the health and safety of employees is an important issue for Orano. The group therefore offers its employees and their beneficiaries the most comprehensive and optimal coverage possible of health and welfare costs.

A 24/7 medical teleconsultation service is provided by the Orano group for when your usual doctor is unavailable. It allows you to speak or have a video call with a general practitioner, wherever you are, from your smartphone, tablet or computer. If necessary, a prescription can be sent to the pharmacist of your choice anywhere in the European Union.

The 2025-2029 Quality of Life and Working Conditions Agreement (QVCT) places a strong emphasis on “Care” to promote well-being at work and solidarity.
It reflects a collective desire to facilitate work-life balance, support caregivers and employees facing illness, strengthen the quality of relationships and team cohesion, and encourage civic engagement and solidarity.

Up to 90 days of remote working a year, increased for employees with disabilities, pregnant, carers or aged 58 and over.

Numerous initiatives aim to involve our employees in the group’s innovation dynamic. For example, the FABLabs to generate ideas, immersive experiences in startups, in-house competitions such as the Orano Awards, and participation in hackathons and monthly lectures (JeudInnovation Thursdays) to showcase the group’s innovations.
#Inspiration #Sharing #Innovation culture

How can we adopt the right leadership behaviors and best practices to motivate teams? Through 6 key skills and associated behaviors, each manager is invited to strengthen their impact, promote talents and prepare for the future. A collective commitment to guide the group’s actions and address its challenges.

Diversity is a key value at Orano. It’s based on a commitment and actions deployed over more than ten years to fight against all forms of discrimination, ensure equality between employees and embrace diversity in all forms. For example, the employment rate for employees with disabilities in France was 6.25% in 2025. The French National Standards Institute AFNOR has certified Orano’s policy through the award of its Diversity label since 2010.

O’Pluriel is a network of group employees independent of the company’s management structure, whose purpose is to offer a forum for reflection on current societal issues: diversity, inclusion and transformation. With more than 500 employees, the network aims to be bold, caring and open to all, bringing Orano’s values to life on each of our sites. With O’Pluriel, Orano is taking another step in its commitment to gender diversity, the increased presence of women in traditionally male roles, intergenerational dialog and health.

The aim of Orano’s Labor Relations Month is to encourage employees to get involved in advancing labor relations within the group. Activities include weekly quizzes, maps explaining the role of those involved in labor relations and an E-Learning module. The idea is to show that everyone can contribute to labor relations, a real driver of progress, quality of life at work and collective performance. How? By taking part in professional elections alongside staff representatives and trade union organizations.