Social pillar
The social pillar of CSR at JEMS plays a crucial role because human capital is the DNA of our economic model. This model is based on the skills, expertise, well-being, and fulfillment of our employees. Our active policy in favor of inclusion and equal opportunities aims to integrate a variety of profiles, regardless of origin, gender, disability, age, or education.
I. Inclusion
Inclusion responds to a issue of non-discrimination and promotion of all forms of diversity while valuing the uniqueness and interpersonal skills of each and every one of our employees.
A) Diversity
With women making up 28% of our workforce, our ambition is to reach parité by 2034.
We implement targeted recruitment and promotion strategies for women, mentoring programs, training, and events. Women in Tech by JEMS to raise awareness, promote, attract, and retain female talent.
The discussion surrounding women in tech goes beyond gender equality: it carries with it the seeds of a more profound transformation of the technology industry as a whole. By continuing to raise awareness, mentor, and promote gender diversity (Women in Tech, Femmes@Numérique), JEMS is helping to shape the future of the digital sector, where innovation thrives on diversity.
When it comes to professional equality, our Egapro index scores 95/100 for the 2023 financial year. That's an increase of more than 16 points in four years.
B) Disability
The health and disability mission aims to create an inclusive work environment where every employee, regardless of their physical or mental abilities, can thrive and contribute fully to the collective success. Through this approach, we support and assist our employees with disabilities by providing them with the resources and accommodations they need to succeed.
We have reinforced this commitment with the signing of a Disability Agreement approved by the DRIEETS and we are proud to have achieved a rate of 2% of employees with disabilities.
JEMS collaborates with companies in the adapted sector (ESAT). These partnerships reflect our commitment to promoting the social and professional inclusion of people with disabilities.
Every year, we celebrate the Disability Awareness Month with training and awareness programs and events throughout the region and in our subsidiaries.
C) Equal opportunities
For us, diversity is a driver of performance, cohesion, and innovation, essential to our sustainable development and collective success.
The POEI (Individual Operational Employment Preparation) at JEMS allows us to recruit differently while combating discrimination against people who are distant from the job market. This program meets our specific skill needs and helps job seekers return to the workforce.
This commitment allows us to share our best practices with other companies, learn from each other's initiatives, and join forces to build together. the company of tomorrow, more inclusive and sustainable. We are convinced that this collective approach is a lever for generating long-term positive impact, both for our company and for society.
With 34 nationalities represented within our teams, JEMS demonstrates its commitment to inclusion and diversity by signing the Diversity Charter. This initiative reinforces our desire to create a respectful and open working environment for all. We see diversity as a major asset that enriches our company culture and stimulates innovation.
JEMS has joined the “Les entreprises s'engagent” (Companies Commit) community because we believe we have an essential role to play in addressing social and societal issues. By joining this initiative, we are making a concrete contribution to causes such as youth integration and equal opportunities, while strengthening our responsible actions.
II. Employee fulfillment at JEMS
At JEMS, we believe tha fulfillment at work is essential to the satisfaction and performance of our employees. We are committed to creating an environment that promotes well-being, work-life balance, and recognition of talent. By encouraging personal and professional development through training, mentoring, and opportunities for evolution, we aim to give everyone the means to thrive and reach their potential.
A) Well-being at work
At JEMS, well-being is a key priority in order to accompany, advise, and support our employees facing difficult personal situations. We are aware that these moments can impact professional life, and we want to offer the necessary resources to overcome these challenges.
We have created a well-being guide, which has been released and is accessible to all. We reaffirm our commitment to promoting a healthy, caring, and harmonious work environment where everyone can feel supported and encouraged.
We foster a management style based on trust and a friendly corporate culture among our employees, enabling them to fulfill their mission and thrive professionally.
B) Parenting
At JEMS, parenting is a strategic issue in our Human Resources (HR) policy. We recognize that balancing work and family life can be a major challenge for our employees who are parents, and we are committed to supporting them throughout their parenting journey.
Our parenting guide, which has been released and is accessible to all, has been designed to provide future parents and parents within JEMS with information, advice, and tailored solutions to help them manage their responsibilities as effectively as possible. Furthermore, it is part of our commitment to promoting an inclusive and supportive work environment that takes into account the realities of family life and values quality of life at work. Through this guide, we offer a work environment that is conducive to parenting and support for parents in their daily lives.
The parenting journey is an individualized and personalized support program for all future parents, from the moment they announce the arrival of their child until they return to work.
A breastfeeding room is available for all employees who wish to breastfeed at work.
C) Top Talent Program
As part of our talent management strategy, we have implemented a process focused on defining career plans tailored to each employee.
This project is based on the development of a skills matrix and personalized career paths. Through a structured process that includes regular evaluations and a mentoring program, we support the evolution of our teams' professional skills and development. Our employees progress through different levels, from Consultant to TechLead, with continuous evaluations and quarterly or semi-annual follow-ups.
This approach allows us to support the development of our talent and prepare future evolutions towards management and leadership positions, while ensuring a healthy work-life balance.
