United by our differences, robust through inclusion

Encouraging diversity

The range of our differences is immense, and that’s what makes humanity and our company so rich.

As a signatory of the Diversity Charter alongside Les Entreprises pour la Cité, Schmidt Groupe is affirming its commitment to inclusion, equal opportunities and diversity in all its forms. This approach reflects our conviction that the wealth of career paths, talents and points of view is an essential lever for collective performance, innovation and cohesion.

Acting for professional equality

With a score of 94/100 on the gender equality index in 2026, the Schmidt Groupe has confirmed its commitment to equality and parity. Its ambition goes beyond the figures: the company is taking concrete action to change the lines and guarantee equitable career paths. The 5 indicators that make up this score :

  • 39/40 – Pay gap (the elimination of pay gaps between women and men, for comparable positions and ages)
  • 20/20 – Increase rate gap (equal opportunity to receive an increase)
  • 15/15 – Promotion rate gap (equal chance of promotion)
  • 15/15 – Return from maternity leave (the levelling of salaries on return from maternity leave if increases were granted in their absence)
  • 5/10 – High pay (at least four women in the ten highest earners)

Management positions:

  • 50% (F) / 50% (M) – Gap in representation among senior managers (parity in senior management)
  • 12.5% (F) / 87.5% (M) – Representation gap among members of governing bodies (parity in governing bodies)
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Women in industry

Guaranteeing equal opportunities

We are committed to making industrial jobs more accessible to women, through targeted initiatives to increase the number of women:

  • workshops on female leadership are organised to encourage women to speak out, deconstruct stereotypes and take on more responsibility
  • reinforced training on harassment
  • initiatives to raise awareness of women’s health issues (endometriosis, cancer, etc.), which are all too often ignored in the workplace

Changing attitudes and taking action on disability

Diversity is a source of strength for the company. To guarantee equal opportunities and take better account of disability, Schmidt Groupe has drawn on the expertise of AGEFIPH.

Our Disability Plan is structured around a dedicated Steering Committee, with 8 trained disability advisors and three working groups:

  • From sourcing to integration – inclusive recruitment actions
  • Maintaining employment & supporting managers – training, adapting HR cycles
  • Communication & awareness – visibility of actions, internal events

Our concrete actions

Recruitment & integration

Diversification of sourcing channels: partnerships with Cap Emploi, specialised agencies, dedicated trade fairs. Adapting the recruitment process to take better account of specific needs. Setting up personalised induction programmes.

Job retention & prevention

Adapting workstations (tools, equipment, accessibility). Training for managers and HR to identify and secure career paths. Reinforced job retention process through individualised support.

Awareness & communication

Raising employee awareness of disability issues. Internal and external communication of our approach to disability. Setting up discussion groups. Increased visibility of disability advisors to support employees.

Benefits for our employees

Support in the RQTH process, with dedicated contacts: Disability Advisers. 3 half-days of leave granted to employees with an RQTH. An adapted and progressive working environment.

Our objectives

To exceed the 6% employment rate for disabled workers (compared with 4% at the start of the project in 2024).

Cultivating intergenerational relations

At Schmidt Groupe, everyone should be able to fulfil their potential at every stage of their career. To achieve this, we have put in place a number of practical measures that capitalise on the strengths of each generation.

For young talent

Schmidt Groupe Campus promotes the integration of young Generation Z talent. It forges strong partnerships with schools, supports trainees and work-study students in their careers as candidates and employees, and encourages them to continue their studies and become permanent employees.

Initial results confirm the relevance of the scheme:

  • 35% of work-study students are recruited on permanent contracts at the end of their training,
  • 25% continue their studies internally.

For all managers

Our managers are trained to take better account of intergenerational issues. Reverse mentoring and skills transfer schemes help to capitalise on the strengths of each generation.

For seniors

We want to guarantee working conditions that protect the health of our older employees and prolong their commitment.

An agreement dedicated to senior employees provides support at the end of their careers by facilitating mobility, making arduous jobs easier and preparing the transition to retirement. Training courses help prepare for this transition and organise the transfer of knowledge.