A care policy and improved occupational health (100% of managers trained in psychosocial risks by 2025)
An ambitious talent and skills strategy (5.78% of the payroll in France allocated to training by 2023)
Disruptive parenting support (gradual return to 80% of normal working hours for the first 2 months after maternity or paternity leave, with full pay), a fight against dropping out (individual coaching before, during and after maternity leave) and for professional equality (score of 93/100 on the Gender Equality Index in 2024)
Support for vulnerabilities and inclusion of the most fragile (menstrual leave in case of disabling dysmenorrhea)
A balance of life and preserved collective efficacy (disruptive teleworking agreement with 1 common base of 4 days of min. presence per month concentrated around key moments of the company)
Employees as stakeholders in a more inclusive and supportive company (100% of employees can dedicate part of their working time to a community project)
