FEMINIZATION OF OUR PROFESSIONS
In a business sector that is overwhelmingly male-dominated, we are taking steps to attract women to our technical professions (28% of our workforce will be female by 2023) and to propose measures to achieve equal pay within the company.
Our 2023 gender equality index score was 73/100.

23/40 : pay gap
35/35 : gap in individual increase rate
15/15 : proportion of female employees who received a raise in the year following their return from maternity leave.
0/10 : number of employees of the under-represented sex among the 10 highest-paid.

Our objectives are :

• • Achieve greater gender diversity within the company's technical teams
• • Increase the number of internal and external hires of the under-represented gender in positions where it is under-represented.
• • Adjust salary policy to reduce pay inequalities where they exist.
• • Reduce the pay gap (as calculated by the gender equality index)

Our program OUTSCALE for Women committed to promoting the place of women in the Tech sector by raising awareness of IT careers from secondary school onwards, through :

• • testimonials from our female employees
• • 3rd grade observation internships

DIVERSITY AND DISABILITY
Our commitment to the integration of priority groups and people with disabilities is expressed through internal actions and awareness-raising campaigns. Our recruitment team is in contact with Cap Emploi 92 and publishes all our job offers on the Agefiph website..

WELL-BEING AT WORK
We are convinced that a group's greatest strength is its human capital. That's why we attach particular importance to the well-being of our employees. Through our social listening barometer and our training and awareness initiatives, we do everything we can to retain our talents.

WORK LIFE BALANCE
To make the organization of working hours more compatible with the personal lives of our employees, we facilitate the management of parenthood within the company and enable our employees to gradually reconcile the balance between their professional activity and the exercise of family responsibilities. Our teleworking charter contributes to this balance.

SANTÉ ET SÉCURITÉ
We guarantee and deploy a health and safety policy by preventing physical and psychosocial risks.
This policy is manifested through :

• • the annual update of the Single Risk Assessment Document
• • mandatory fire training for each employee and a team of line guides and line holders
• • a Baywatch Group, made up of a team of lifeguards and first aiders
• • specific safety training for technical professions
• • awareness raising integrated into the annual awareness plan
• • psychological support systems (hotline, etc.).

As an employer, we comply with our obligation to set up a harassment prevention system, so that we can act swiftly in the event of an alert. To this end, we have appointed a “harassment referent” to our CSE.

SHARING KNOWLEDGE
Because we are convinced that the quest for excellence requires the sharing of knowledge and technology, we have created OUTSCALE Academy for our customers, employees and partner schools. This program offers :

• • Conferences on the Cloud, its businesses, AI, Big Data, Machine Learning, IoT...
• • Presentations to complement your students' training
• • Workshops on Cloud and Business Experiences with experts

We want to train tomorrow's players in new technologies thanks to our business experts. We have set up a mentoring program, supported by a dedicated in-house team called “Rookie Advisor”, in conjunction with a dozen engineering and IT schools and associations, to help young people find their way more easily into the digital sector and facilitate digital inclusion. We enable our employees to devote 2 days a year to civic actions benefiting associations and schools in line with our corporate social responsibility priorities.

INNOVATION AND ENTREPRENEURSHIP
Our “OUTSCALE for Entrepreneurs” acceleration program aims to support startups in their development and encourage innovation, as well as contributing to the development of local projects.