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Because the human capital is our primary asset
The Prodware Group undertook, via company-wide agreements with its social partners, to make sure that it employs a balanced number of men and women and to maintain its “senior” population’s employability.
As regards seniors, staff members in their fifties have systematic interviews with a HR team member on the second part of their career. This enables them to take stock of their situation and state their potential expectations, working conditions, etc.
As per wage gender equity, the gap is limited to 8%, as compared to 20% at the national level.
We did the same thing within the framework of our agreement on gender equity: we set up interviews to prepare and facilitate returns to the company after maternity leave. Prodware also has a proactive policy to maintain and integrate disabled employees at work.
This is materialised by communication and consciousness-raising actions intended for employees. Prodware also keeps disabled employees in work by modifying the workstations of employees who are facing difficulties and by providing them assistance for their administrative procedures.
At the same time, Prodware signed a partnership with companies from the sheltered employment sector to widen its action. It will also sign a draft agreement with the French AGEFIPH.
Prodware is also an example of diversity among employees. Prodware respects its staff members’ various religious and cultural origins, puts human capital at the heart of its strategy and focuses on working with each of its employees on a long-term basis.
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