Our HR policy

Our internal mobility policy

BPCE-IT is committed to its employees at every stage of their career. This commitment enables each employee to prepare and build his or her career path while ensuring that he or she is able to meet the challenges and opportunities.

HR key moments :

• Meeting with your local manager: your first point of contact and your daily reference
• Meeting with your Human Resources Manager in the first months of your integration
• HR interviews at each key moment of your career (recruitment and follow-up of new employees, follow-up of internal mobility, career management…)
• Throughout your career, access to a wide range of business, technical and personal development training

Our Commitments to Gender Equality

For several years, the Group has implemented numerous structural actions regarding gender diversity, including the integration of gender equality principles into all HR processes, parity in leadership training paths, and supporting women in managing their careers.

In this context, the BPCE Group signed the Gender Diversity Charter in 2021 to enhance awareness and training initiatives for our employees throughout the year, promote gender equality within the Group, and advocate for it at the highest levels of responsibility.

BPCE Infogérance & Technologies achieved a score of 84/100 for the professional gender equality index in 2024.

This result is broken down as follows:

• Pay gap indicator: 39/40;
• Individual raise gap indicator: 10/20;
• Promotion rate gap indicator: 15/15;
• Maternity leave return indicator: 15/15;
• High remuneration indicator: 5/10.

For three of the five indicators related to the professional equality index, progress objectives are already being defined.

In addition to the five indicators that make up the professional equality index, companies must calculate and publish the potential gender representation gap among top executives.

As of December 31, 2024, leadership positions are held by women at 43% and by men at 57%.

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Following the results of the 2024 professional equality index, BPCE-IT sets the following objectives for 2025:

• Indicator 1 – Pay gap between women and men: achieve the highest level of the indicator, that is, 40 points.
• Indicator 2 – Gap in individual raise rates: reduce the gap in the number of individual raises between women and men to less than 2%.
• Indicator 3 – Number of underrepresented gender employees in the top 10 remunerations: ensure balanced gender representation in this criterion.

To verify the progress throughout the year regarding the target criteria of the index, the HR department will establish, by the second quarter of 2025 at the latest:

• Internal indicators for better monitoring of the evolution of the system concerning the criteria specific to the index.
• An analysis of these follow-ups in order to define management priorities in the context of the annual salary review, if necessary.

Our Mission Handicap of BPCE-IT is part of the policy in favor of the employment of disabled persons of the BPCE Group. It allows us to :

• Ensure that disabled employees remain in employment by adapting their workstations and reorganizing their work (part-time work, telecommuting, etc.);
• Raise awareness among all employees by setting up training sessions and organizing events on site;
• Develop BPCE-IT’s Handi-Employer brand, notably through a recruitment policy and partnerships with proactive schools;
• Develop the use of purchases from the protected sector (EA and ESAT).

Since its creation, BPCE-IT has had an ambitious agreement for the integration of disabled people. This agreement, which is rich in concrete measures, is the direct result of the issues raised by BPCE-IT’s Mission Handicap.

It was the subject of a joint construction process with staff representatives and is proof of a collective social commitment.