HR Policy

ISB Group’s Human Resources policy is based on 2 key fundamentals.

  • Professional development
  • Social dialogue

Professional development

One of the major challenges of ISB Group’s Human Resources department is to allow its employees to develop within the company, whether hierarchically or across various departments, while also promoting geographical mobility. The Group is aware that its employees have valuable skills that they use on a daily basis and place at the service of the company.

Our objective is to enable our employees to benefit from professional development, in keeping with their skills and needs. Thus, the company offers its employees, via a job exchange, the jobs that are vacant across all its sites in order to encourage internal development.

Through its agreement on professional equality signed in 2017, the company undertook to encourage the professional development of women, who make up 20% of the total workforce. The actions carried out since then have borne fruit and have enabled women in our company to evolve within their profession, to take up positions of responsibility or to change jobs within the company.


In accordance with Act No. 2018-771 of 5 September 2018 on the freedom to choose one’s professional future, ISB Group has measured its index on professional equality for the 2020 calendar year, on the basis of pre-established legal criteria.

Our company obtained an overall score of 55/100.

  • Indicator 1 – pay gap (in %): 25/40
  • Indicator n°2 – individual increase gaps (in % points): 0/20
  • Indicator n°3 – promotion gaps (in % points): 15 /15
  • Indicator n°4 – percentage of employees receiving a raise after returning from maternity leave (%): 15 /15
  • Indicator 5 – number of employees of the under-represented gender in the top 10 highest paid: 0/10

Wishing to improve on this result, we aim to continue the work accomplished over the past 3 years with the social partners and employees by setting more ambitious objectives.

Social dialogue

Since its independence in 2015, ISB Group’s Human Resources and Management have been committed to modernising and improving the social dialogue within the company. Long before the Macron law, which places social dialogue centre stage within companies, ISB Group was able to deploy its energy to develop qualitative and constructive exchanges with its social partners.

The role of social dialogue now holds a central place in ISB Group and has led to a number of agreements being signed to support employees in their professional and personal lives. Thus, agreements on profit sharing, professional equality between women and men, the change of collective agreement or the establishment of the Social and Economic Committee and local representatives have been signed since 2015.

Other draft agreements are studied and regularly proposed by the social partners and management, such as telework, with a view to moving in the direction of social innovation.

Communicating with our employee representatives is a core concern; this way, everyone can benefit from the information necessary to carry out these mandates and support the company’s employees on a daily basis. One of ISB Group’s concerns is keeping good social dialogue within the company in order to collectively achieve the performance and results objectives that are set. The establishment of the Social and Economic Committee in December 2019 will provide ISB Group with an opportunity to go beyond what has been achieved and work jointly with the social partners to build a socially innovative and efficient company.