Social pillar
The social pillar of CSR at JEMS plays a crucial role because human capital is the DNA of our business model. It 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, whatever their origin, gender, disability, age or training.
I. Inclusion
Inclusion responds to the challenge of non-discrimination and the promotion of all forms of diversity, while at the same time valuing the uniqueness and know-how of each and every one of our employees.
A) Gender diversity
With 28% women in our workforce, our ambition is to reach parity by 2034.
We are implementing targeted recruitment and promotion strategies for women, as well as mentoring and training programs, and “Women in Tech” by JEMS events to raise awareness, promote, attract and retain female talent.
The discussion around women in tech doesn’t stop at gender equality: it carries with it the seeds of a deeper transformation of the tech industry as a whole. By continuing to raise awareness, mentor, and act in favor of gender diversity (Women in Tech, Femmes@Numérique) JEMS is helping to shape the future of the digital sector, where innovation thrives on diversity.
In terms of professional equality, our Egapro index obtained a score of 95/100 for the 2023 financial year. That’s more than 16 points gained in 4 years.
B) Handicap
The health and disability mission aims to create an inclusive working environment, where every employee, whatever their physical or mental abilities, can flourish and contribute fully to the success of the Group. Through this approach, we support and accompany our employees with disabilities, offering them the resources and accommodations they need to succeed.
We strengthened this commitment with the signature of a Disability Agreement approved by the DRIEETS in 2023, and we are proud to have reached the 2% rate of disabled employees.
JEMS works with companies in the adapted sector (ESAT). These partnerships reflect our desire to promote the social and professional inclusion of people with disabilities.
Every year, we celebrate Disability Month with training and awareness-raising programs and events throughout the regions and in our subsidiaries.
C) Equal opportunities
For us, diversity is a lever for performance, cohesion and innovation, essential to our sustainable development and collective success.
The POEI (Préparation Opérationnelle à l’Emploi Individuelle) program at JEMS enables us to recruit differently, while combating discrimination against people who are far from employment opportunities. This scheme meets our specific skills needs and helps jobseekers return to work.
This commitment enables us to share our best practices with other companies, to learn from the initiatives of others, and to pool our efforts to build together the more inclusive and sustainable company of tomorrow. We are convinced that this collective approach is a lever for generating a positive long-term impact, both for our company and for society as a whole.
With 34 nationalities in our teams, JEMS has demonstrated its commitment to inclusion and diversity by signing the Diversity Charter. This approach reinforces our desire to create a respectful working environment open to all. We make diversity a major asset in enriching our company culture and stimulating innovation.
JEMS is committed to the “Les entreprises s’engagent” community, because we have an essential role to play in meeting social and societal challenges. By joining this initiative, we make a concrete contribution to causes such as youth integration and equal opportunities, while reinforcing our responsible actions.
II. Employee development at JEMS
At JEMS, we believe that fulfillment in the workplace is essential to employee satisfaction and performance. We are committed to creating an environment that fosters well-being, work-life balance and the recognition of talent. By encouraging personal and professional development through training, mentoring and evolution opportunities, we aim to offer everyone the means to fulfill their potential.
A) Well-being at work
At JEMS, well-being is a key priority for us, as we accompany, advise and support our employees facing difficult personal situations. We are aware that these moments can have an impact on professional life, and we want to offer the resources needed to overcome these ordeals.
To this end, we have set up a well-being guide, which is released and accessible to all. We reaffirm our commitment to fostering a healthy, caring and harmonious working environment, where everyone can feel supported and cared for.
We are building a management culture based on trust, and a friendly company culture that enables our employees to accomplish their mission and develop professionally.
B) Parenthood
At JEMS, parenthood is a strategic issue in our Human Resources (HR) policy. We recognize that reconciling work and family life can be a major challenge for our employee-parents, and we are committed to supporting them throughout their parenting journey. Our parenting guide, released and accessible to all, has been designed to provide future parents and parents within JEMS with information, advice and solutions adapted to managing their responsibilities in the best possible way. It is also in line with our desire to promote an inclusive and caring work environment, which takes into account the realities of family life and values quality of life at work. Through this guide, we offer a working environment that is conducive to parenthood, and support parents in their day-to-day lives.
The parenthood program provides individualized, personalized support 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 wishing to breastfeed in the workplace.
C) Top Talent program
As part of our talent management strategy, we have set up 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. Thanks to a structured process including regular appraisals and a mentoring program, we support the professional evolution and skills enhancement of our teams. Our employees progress through different levels, from Consultant to TechLead, with continuous assessments and quarterly or half-yearly follow-up points.
This approach enables us to support the development of our talents and prepare for future evolution towards management and leadership positions, while maintaining a balance between professional and personal life.