Great Place to Work : The methodology behind the ranking
This label is awarded to companies that have achieved top results in the 2024 survey conducted by the Great Place to Work Institute, based on several key criteria: women’s representation within the company and in leadership roles (at least 33%), women’s perceptions in the Trust Index© (with more than 70% positive responses to the question: “Are employees treated fairly, regardless of their gender?”), and the practices implemented to promote gender equality, audited by the Great Place to Work Institute.
Exceeding the year’s target
In 2023-2024, we aimed to increase women’s representation in management roles to 34.5%, and we surpassed this goal by reaching 36.9%. These accomplishments are further supported by the perception of fairness among our female employees, with 93% of them believing that everyone at Wavestone is treated fairly, regardless of gender.
CSR Leader Helene Cambournac and Lorraine Colin posing with the awards
Our commitment is reflected through several initiatives, including:
Proactive actions to increase the representation of women in management (tracking our pool of female talent, career support, parental support, etc.).
Hosting “Voices@Wavestone” events to foster dialogue and share inspiring experiences.
Rolling out mandatory training for managers focused on combating everyday sexism and promoting inclusive management.
Collaborating with partners to advance gender equality (AFMD, #StOpE against everyday sexism, and Femmes@Numérique).
Looking toward new horizons
In the context of recent mergers with Pen Partnership and Cœus Consulting, new goals have been set for 2025, including maintaining women’s representation in management at 37%, with the additional challenge of integrating these entities into our evaluation scope.
While continuing our awareness and training initiatives, we aim to focus on strategic HR actions to ensure a lasting impact on women’s careers. One of our priorities is to better engage, develop, and retain experienced female talent. This includes supporting a pool of experienced female employees, closely monitoring their progress to identify potential barriers, whether professional or related to work-life balance, while ensuring that they have the energy and resources necessary to advance in their career.
Sourced from Wavestone