Our employee experience
The foundation of our employee approach is characterized by programs on inclusion, diversity, gender equality, well-being, work-life balance, management and talent development. Developed by and for Visiativ employees, this approach is once again an illustration of the Company’s collaborative vision.
The 4 pillars of our employee experience
Living a resolutely unprecedented Visiativ experience based on collaborative commitment has been the foundation of our DNA for 35 years.
Equality, diversity and inclusion are at the heart of Visiativ’s values. We are committed to all our employees to guarantee them a unique experience by offering them the same opportunity to develop their talent.
An inspired employee is a fulfilled employee! We are convinced that giving meaning to our employees is an essential dimension to their well-being and therefore to their commitment.
At Visiativ, we are committed to developing the potential of our employees by supporting them individually at each stage of their development in the Company.
Originall
From inception, the sharing of ideas and ambition to grow together is what makes us unique
With the aim of co-constructing and improving the employee experience, the Resonance survey is conducted each year to identify the quality of the experience experienced by our employees.
The 2022 campaign recorded the feedback of 826 employees in six countries (France, Benelux, UK, USA, Morocco, Switzerland) and delivered the following results:
- A participation rate up by 2% compared to 2021: in fact, 80% of employees took part in the 2022 campaign;
- A satisfaction rate up by 4% compared to 2021: the satisfaction rate stood at 7.2/10 this year;
- A high employee Net Promoter Score (formulated as follows: “I would recommend my company to my network”): 7.7/10 (new field introduced in the 2022 campaign).
In order to open the inter-hierarchical discussion, the format of the Open Executive Committee was renewed in June 2022. This innovative format enabled groups of four employees (volunteers) to participate in an Executive Committee meeting, by proposing a subject to be addressed during this meeting. This dynamic aims to strengthen the collective and involve employees in Visiativ’s strategic vision in line with the Company’s strategic plan.
Sharing value creation with its employees is part of Visiativ's DNA.
The 2023 employee share ownership programme was another success, with 54% of eligible employees taking part.
7,2/10
This is the average satisfaction score of employees who responded to the Resonance 2022 survey.
Equall
Fostering collaboration and sharing is our strength: an equal and inclusive experience for all.
For many years, Visiativ has been deeply involved in the employment and integration of people with disabilities. As such, Visiativ is pursuing an ambitious policy that unites and brings together all teams around a common cause: disability inclusion.
To demonstrate its commitment, Visiativ wanted to train all of its management in the inclusion of people with disabilities. The members of the Executive Committee spearheaded this training, since they were the first to be trained in 2021.
This commitment is structured around four key areas:
• Accelerate the recruitment of employees with disabilities
• Maintain employment and guarantee the same opportunities for success for our employees with disabilities
• Develop the skills of employees with disabilities through a dedicated training plan
• Deployment of an awareness and communication plan
Visiativ makes professional equality a key element of its employee experience and intends to commit itself even more to this goal. We have decided to strengthen our actions to promote gender equality at all levels of the Company, by implementing principles and strong actions to act and reduce these inequalities:
• reduce pay inequalities between women and men (implementation of specific increase budgets, compensation grids, etc.);
• change representations around parenthood through awareness-raising;
• implement appropriate monitoring before and after maternity leave (mandatory interview with the manager, HR interview, training plan if necessary, etc.);
• ensure equal treatment in the assessment of performance and mobility;
• increase the proportion of women in the management workforce (career support, mentoring, creation of an internal community dedicated to women managers, etc.);
• accelerate diversity in recruitment.
For many years, Visiativ has been deeply involved in the employment and integration of people with disabilities. As such, Visiativ is pursuing an ambitious policy that unites and brings together all teams around a common cause: disability inclusion.
To demonstrate its commitment, Visiativ wanted to train all of its management in the inclusion of people with disabilities. The members of the Executive Committee spearheaded this training, since they were the first to be trained in 2021.
This commitment is structured around four key areas:
• Accelerate the recruitment of employees with disabilities
• Maintain employment and guarantee the same opportunities for success for our employees with disabilities
• Develop the skills of employees with disabilities through a dedicated training plan
• Deployment of an awareness and communication plan
In accordance with Act No. 2018-771 of September 5, 2018 on the freedom to choose one’s professional future and Decree No. 2019-15 of January 8, 2019 implementing the provisions aimed at eliminating the gender pay gap in companies and relating to the fight against sexual violence and sexist acts at work, Visiativ calculated its Gender Equality Index.
Score 2022
83/100
Rating for Visiativ France
81/100
Rating for ABGi
Inspirationall
Encourage our employees to think differently in order to impact our society, our ecosystem and the environment
Employees are encouraged to take part in projects in line with Visiativ’s values and ambitions in order to generate positive social and environmental impacts. Internally, with the aim of improving well-being at work and bringing employees together, various events are organized collectively, particularly on the occasion of annual highlights such as calendar holidays or themed weeks.
In France, these initiatives are characterized by three Cl’Hubs, each comprising around 15 members, who support us in the co-construction of the employee experience, as well as in the deployment of our societal and environmental approach.
Optimizing the quality of life at work promotes employee commitment and is a definite asset in terms of attractiveness and long-term loyalty. Visiativ has set up services to enable employees to reconcile their professional and personal lives, in order to evolve in a quality and stimulating work environment, which contribute to the quality and layout of workspaces within Visiativ branches, as well as to flexibility in the organization of work, whether through flex working or the deployment of teleworking.
Potentiall
In line with the candidate experience, Visiativ makes the onboarding of its new employees a key aspect of its talent development policy. Each new employee who joins the Company follows an induction program, which is based on seven highlights:
- Pre-boarding
- Administrative integration
- D-day
- Training & support plan
- D+30
- Onboarding seminar (Welcom’In Day)
- Integration monitoring
Based on innovative, comprehensive and accessible programs throughout the employee life cycle, Visiativ launched the Visiativ Academy at the end of 2020 to address three major challenges:
• anticipate the evolution of our business lines to better meet the expectations of our customers and serve the strategic plan;
• maintain and develop the skills of our employees to enable them to develop their potential and career opportunities;
• develop employee commitment.
Internal mobility is an essential part of our recruitment policy. We are committed to supporting our employees through their career paths and their development prospects.
All open positions within Visiativ are eligible for internal mobility and advertisements are published on the internal mobility platform. In addition, employees also have access to the assignment letters of the existing functions within Visiativ to enable them to apply in advance and to fully understand the purpose and main missions of the position.
At the end of 2021, this platform was also opened to all countries to promote international mobility, a new strategic development focus for our internal mobility policy.
Graduate is the program dedicated to the talents of tomorrow. Work-study students, interns or future graduates, Visiativ provides them with its tools and skills to enable them to develop.
As part of this program, Visiativ continues and deepens the partnerships with schools, universities and institutes, which makes it possible to train and support many work-study students in the jobs of tomorrow.
14%
the percentage of positions filled through internal mobility
73%
the percentage of employees who had received at least one training course by 2022.
31%
the percentage of work-study students converted to permanent or fixed-term contracts.