United by difference, stronger through inclusion
Promoting diversity
The range of differences in today’s world is immense, and that is precisely what makes humanity and our company so rich.
By signing the Diversity Charter initiative spearheaded by social innovation association “Les Entreprises pour la Cité”, Schmidt Groupe has sent out a clear signal of its determination to promote inclusion, equal opportunities and diversity in all its forms. This approach bears testament to our unshakeable belief that a diverse range of backgrounds, talents and points of view is key to improving collective performance, fostering innovation and forging stronger ties between people.
Improving equality in the workplace
With a gender equality index of 94/100 in 2026, Schmidt Groupe is confirming its strong commitment to improving gender equality and balance. But there is a lot more to the company’s ambition than achieving high scores, since efforts are underway to push the boundaries and guarantee fair career paths. This score comprises five key indicators:
- 39/40 – Pay gap (eliminating pay gaps between women and men of similar ages in comparable positions)
- 20/20 – Pay rise gap (equal chance of receiving a pay rise)
- 15/15 – Gap in promotions (equal chance of receiving a promotion)
- 15/15 – Return from maternity leave (updating salaries after returning to work if pay rises were granted during their maternity leave)
- 5/10 – Executive pay (at least four women among the ten highest earners)
Executive positions:
- 50% (F) / 50% (M) – Gender gap in senior management (gender balance among the executive team)
- 12.5% (F) / 87.5% (M) – Gender gap in governance (gender balance in the governing bodies)
Closing the gender gap in industry
Guaranteeing equal opportunities
We are committed to opening up more jobs in industry through targeted initiatives to bridge the gender gap:
- Workshops on female leadership are organised to encourage discussions, dispel stereotypes and instil a greater sense of responsibility
- Enhanced training on harassment
- initiatives to raise awareness of women’s health issues (endometriosis, cancer, etc.), which are all too often invisible in the working world
Changing attitudes and taking action on disability
Diversity is a source of strength for the company. To guarantee equal opportunities and give greater consideration to disabilities, Schmidt Groupe has developed a charter with expert support from AGEFIPH, an organisation that strives to improve employability for people with disabilities.
Our Disability Plan is led by a dedicated Steering Committee with eight trained disability officers and support from three working groups:
- Inclusive recruitment actions, from sourcing through to integration
- Employability & support from managers – training, adapting HR cycles
- Communication & awareness to raise visibility of internal events and the initiatives implemented
Our tangible actions
Recruitment & integration
Diversified sourcing channels: partnerships with the Cap Emploi network of employment support services for people with disabilities, specialised agencies and dedicated trade fairs. Adapted recruitment processes to give greater consideration to specific needs. Creation of personalised integration programmes.
Employability & prevention
Adapted workstations (tools, equipment, accessibility, etc.). Training for managers and HR on how to identify career paths and improve job security. Reinforced employability process featuring individualised support.
Awareness & communication
Campaigns to raise awareness of disability issues among the workforce. Internal and external communication of our disability policy. Creation of discussion groups. Greater visibility of the disability officers to support employees.
Benefits for our employees
Guidance with the official scheme for registering as disabled workers, with dedicated contacts, i.e. our disability officers. Three half-days of leave granted to employees registered as disabled workers. An adapted and scalable work environment.
Our objectives
Ensure that people with disabilities represent more than 6% of the company’s workforce (compared to 4% at the start of the project in 2024).
Nurturing an intergenerational workforce
At Schmidt Groupe, everyone should be able to fulfil their potential at every stage of their career. To achieve this goal, we have taken a number of practical measures to capitalise on the strengths and assets of each generation.
For the younger talent community
The Schmidt Groupe Campus promotes efforts to integrate young Gen Z talent. It forges strong partnerships with schools, supports interns and work-study students in their journey from applicants to employees, and encourages them to continue their studies and obtain permanent employment contracts.
Initial results confirm that the scheme is on the right track:
- 35% of work-study students are offered a permanent employment contract after completing their training
- 25% pursue their studies internally
For all managers
Our managers are trained to take better account of intergenerational issues. Reverse mentoring and skills transfer schemes help capitalise on the strengths of each generation.
For seniors
We are determined to guarantee working conditions that protect the health of our senior employees and extend their engagement with the company.
A dedicated agreement for senior employees offers support for the later stages in their career, such as by improving mobility, making sure that certain activities are less physically demanding, and preparing their transition to retirement. Training courses are also available for helping prepare for this transition and organising the knowledge transfer process.
