This year, our equal pay policy has enabled us to make further progress on the Egapro index, scoring 95/100, as high a score as last year. This result confirms our strong commitment to being exemplary on the subject, with a cumulative increase of 16 points in 5 years.
Here is the detail of our statement:
Inclusion means working with different people by adapting to their differences. To achieve this, we first established indicators that are regularly monitored by the HR team. We also chose to adhere to Global Compact and to apply the principles laid down by the United Nations within our Group:
In 2023, we welcomed 57 different nationalities among our employees (27% of our workforce), which helps to accelerate our international development.
For JEMS, diversity of viewpoints allows for the proposal of different solutions thanks to various interpretations of the world around us (training, languages, codes, cultures, etc.).
The IT consulting sector is an area where the proportion of women in 2021 was estimated at 16%% in so-called technical roles (Syntec Numérique study of 04/03/2021). Today, we have 28%% women in our workforce.
We have chosen to implement the Syntec Numérique's recommendations to recruit more women:
Concretely, within the framework of the POEI (Operational Preparation for Individual Employment) that we organise with Pôle Emploi and our partners devenez.fr and Datascientest, We form male/female pairs from the recruitment phase. Furthermore, as part of our employee support, we ensure that pay is identical for the same work between a man and a woman.
For JEMS, inclusion is a source of wealth and a driver of performance!
The Professional Equality Index has been designed to advance pay equality between men and women within companies. It allows for the transparent measurement of gender pay gaps and highlights areas for improvement. When pay disparities are identified, corrective measures must be taken. All companies with 50 or more employees must calculate and publish their Index each year by 1st March at the latest. Furthermore, those that have achieved an index below 85 points must set progression objectives for each of the Index indicators, by agreement or unilateral decision.
