We have a long-standing commitment to employing people with disabilities. Diversity and inclusion are not just the result of legal obligations, but rather a marker of our social responsibility, both today and in the future, which will enable us to be recognized as a leading provider of employment for all.
We are developing partnerships to promote the integration of all groups who are far from employment: EPNAK, ARPEJEH, Les Entreprises s'engagent, Fondation agir contre l'exclusion (FACE).…
These commitments are reflected in numerous actions during events such as the European Week for the Employment of People with Disabilities (SEEPH), Duoday and Pink October.
In 2025, we formed 40 pairs between an employee and a person with a disability. Thanks to the "TH pathway" certification, a disability advisor is trained in nearly 162 agencies.
We are attentive to vulnerable groups and those far from employment, which is reflected in our involvement, from the very first experiment, in the Hope programs, pathways to employment for refugees.
We are also sensitive to the fight against illiteracy for temporary workers.
As a signatory to the United Nations Global Compact, we apply an absolute zero-tolerance policy towards child labour, forced labour and modern slavery, in accordance with ILO principles.
| Indicators | 2025 results | 2026 Targets |
|---|---|---|
| The target rate for the delegation of temporary workers with disabilities | 2,19% | 2,7% |
| Rate of recruiters trained in non-discrimination | 91,45% | ≥ 90% |
| F/H index (see details below) | 91/100 | 90 |
Gender Equality Index 2025
The group Partnaire, with its strong values, guarantees a fair assessment based on objective, precise and identifiable criteria with revaluations consistent with the performance, level of professionalism and skills development of each employee.
In 2025, we exceeded our progress targets by achieving a score of 91/100, broken down as follows:
the pay gap between women and men: 36/40
the gap in the rate of increase between women and men: 20/20
the promotion gap between women and men: 15/15
percentage of employees who received a raise in the year of their return from maternity leave: 15/15
Top management parity: 5/10