Assystem is convinced that gender diversity in the workplace is a driving factor for business performance. To this end, it has rolled out various major measures since 2010, including the launch of its #INCREDIBLEWOMEN programme. In 2018, Assystem re-affirmed its commitment to diversity by signing the French national Diversity Charter and implementing a third company-level agreement which further strengthens the Group’s gender equality goals.
In addition, having been a member of the United Nations Global Compact since 2011, on 7 March 2018 Assystem signed up to the UN’s Women’s Empowerment Principles” (WEPs), which are a set of seven principles for businesses, offering guidance on how to empower women in the workplace.
Lastly, in 2022 Assystem scored 87/100 for AEOS in the Gender Equality Index launched by the French government – a result that clearly reflects the Group’s commitment to promoting gender diversity.
UK 2021 Gender Pay Gap report
Assystem is committed to addressing gender imbalance at all levels of the company’s operations. It views gender inequality as a risk, which is why it has a well-established gender diversity programme, #INCREDIBLEWOMEN, focused on increasing the recruitment, retention, development, and progression of women to senior roles within the company.
Read our UK 2021 Gender Pay Gap report here
The #INCREDIBLEWOMEN programme is based on three pillars aimed at raising awareness and promoting the recruitment of women, retaining our talents and helping them develop their careers.
First of all, Assystem takes action upstream by raising awareness among young girls about the career opportunities in technology and science. Every year we take part in career fairs and networks and we also organise awareness-raising events in secondary schools. These events are attended by Assystem’s women mentors who recount their own career paths and experience to the younger generation.
One of Assystem’s major goals is to achieve full gender equality in its workforce. To reach this, the Group is doing its utmost to increase its recruitment of women, notably by holding women-only recruitment evenings. In 2018, Assystem hired 400 new female employees in France and intends to increase this figure further in 2019 and the coming years. So far in 2019, 37% of Assystem’s recruits in France have been women, and 40% of its interns are female.
Improving the well-being of its people and maintaining a healthy work-life balance are also key preoccupations for Assystem. Specific initiatives have been implemented in this area, including a work-life balance support hotline open 7 days a week, a day’s paid leave per year and per child in the event of hospitalisation, and a parental guide to help employees attain a healthy work-life balance.
Another of the Group’s priorities is to ensure that its women employees are fulfilled in their jobs and can effectively develop their careers. Training specifically dedicated to women has been set up (such as “young managers”, “marketing yourself” and “women leaders” courses), as well as a mentoring programme, in order to partner women’s career development. New initiatives have also been rolled out to encourage better representation of women in management positions, such as diversity awareness-raising measures targeted at all managers.
In order to successfully carry out these gender diversity measures, a dedicated project team with a specially-allocated budget manages the programme on a daily basis in France and abroad.
All of the measures put in place are also monitored and approved every three months by Assystem’s Executive Committee.