JSF: Human Resources Policy Promoting Excellence and Inclusion

JSF's Human Resources Policy

The total number of Group employees, including staff at subsidiaries and offices located in France and Sub-Saharan Africa, Europe, and the U.S., will eventually total (excluding the African defense and security subsidiary) 35,000 people (JSF France: 10,000, JAF New York and JSF USA offices: 3,000, JSF Europe offices: 2,000, EUAS: 10,000, JAB: 8,000, JAP: 2,000). We will promote the establishment of local subcontracting companies that will employ 70,000 people across 100 industrial or residential parks, and we will support the training of senior executives. This expenditure, along with that for the 50,000-strong security force—including structural and equipment costs—will be covered by the five partner countries at a total annual cost of approximately 3.5 to 4 billion euros.

Since our model is based on the central role of women in the economic development of sub-Saharan Africa to reduce population growth and prevent humanitarian chaos, the appointment of women, with equal qualifications, to numerous key leadership and expert positions will best embody this vision and convey a message consistent with my analysis published in Le Figaro in 2021 regarding Africa: “When tens of millions of women in sub-Saharan Africa lead small-scale or larger businesses, hold industrial positions, and occupy three or four times as many service, indirect, and induced jobs, birth rates and poverty rates will naturally fall. A rise in the standard of living will encourage children’s education and women’s empowerment, and the family model will evolve. Thus, Africa’s population will decrease by several hundred million people, defying current projections.”

We aim to build a cohesive company whose members are driven by a shared vision and share a common culture of results and performance, working together to create a caring community that looks after its own and where everyone can thrive both professionally and personally, so that we may succeed together throughout this remarkable journey that will benefit 1 or 2 billionAfricans but will also provide a multitude of jobs in the industrial and service sectors, from engineers to workers and from senior executives to employees, within a French economy that is rebuilding itself and growing once again.

The competence and excellence of our senior executives are the sine qua non of our success. Given the high standards required in terms of academic backgrounds and proven experience, as well as the heavy responsibilities in achieving financial targets that will be closely scrutinized by private and public investors, the substantial amounts of salaries, variable bonuses, and profit-sharing for JSF department directors and their teams will be aligned with those of their counterparts at investment banks, investment funds, consulting firms, and the most prestigious industrial groups—from which they will, moreover, most often come, such as JP Morgan or Goldman Sachs, BlackRock or Vanguard, Deloitte or Ernst & Young. To fulfill our mission, we must rapidly elevate the JSF Group to the ranks of the world’s leading consulting and fundraising firms. We will occasionally use recruitment techniques such as “lift-out,” “talent poaching,” or “mapping” to accelerate growth.

The challenge of a project of public interest—both for the French economy, which has been unable to generate growth for many years, and for Sub-Saharan Africa, which official development assistance (ODA) policies have failed to lift out of extreme poverty—also gives our mission a special significance that could ultimately win over the most talented individuals.

In addition to compensation comparable to or higher than what they earned in their previous roles, JSF offers them the prestige of having their names listed among the pioneers who helped bring this historic and unparalleled program to fruition.