Promoting quality of life at work
At IMA, we have always been committed to pursuing a humane, empowering and inclusive social policy that goes beyond legal requirements.
Developing our employees' skills is essential to meeting the challenges of today and tomorrow. We anticipate changes within the Group and support developments in our business lines and the skills required to ensure IMA's performance, competitiveness and sustainability.
Preserving health, safety and quality of life at work
Preventing work-related risks, protecting the physical and mental health of employees and combating all forms of violence in the workplace are key priorities of the company's social policy. Numerous initiatives have been implemented to preserve and develop the psychological well-being of employees, including free access to professionals, the presence of key players in the field, risk assessment and prevention measures, and Group-wide awareness-raising initiatives for employees and managers. Our entities have an independent occupational health service or health nurses.
Promoting diversity and combating discrimination
We are undertaking numerous initiatives in support of our diversity and inclusion policy. Our recruitment policy is the primary lever for preventing the risk of discrimination.
Measures have been put in place, such as the adoption of a non-discrimination charter at all stages of recruitment, the roll-out of awareness-raising initiatives on racial and intergenerational non-discrimination at all hierarchical levels and across all entities, relayed via the intranet, the establishment of a disability unit, and the appointment of disability advisors within each French entity.
Our Diversity and Inclusion policy is based on five pillars aimed at creating a working environment that respects each individual's uniqueness and promotes inclusion:
- committing to gender diversity and professional equality between women and men;
- taking action to promote the inclusion of people with disabilities;
- getting involved in the professional integration of young people;
- taking LGBT+ employees into account within the company;
- supporting senior employees and those nearing the end of their careers by promoting intergenerational relations.
Promoting diversity and professional equality
The three-year improvement in the Gender Equality Index, which applies only to the Group's French entities, demonstrates our commitment to promoting diversity and professional equality. Two representatives for each of our French entities have been appointed and trained to support employees on these issues. On the Day Against Sexism, IMA distributed a guide on sexism and sexual harassment in the workplace to all employees in our French entities. An awareness programme on everyday sexism and gender stereotypes has also been implemented. A ‘sexist behaviour’ team allows employees who are victims or witnesses to report incidents.
2025 Gender Equality Index for IMA GIE
The obligation to calculate and publish this index stems from Law No. 2018-771 of 5 September 2018 on freedom to choose one's professional future (Articles L. 1142-8, D. 1142-2 and -3 of the Labour Code). This index, composed of five indicators, is used to calculate the gender pay gap and determine a score out of 100. Companies with an overall score of less than 85/100 must set targets for improvement for each of the indicators and publish these targets. Those with an overall score of less than 75/100 must also define appropriate and relevant corrective measures by agreement or, failing that, by unilateral decision, and publish these measures.
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39/40
pay gap
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20/20
gap in individual pay rises
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15/15
gap in promotion rates
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15/15
rate of female employees receiving a pay rise upon returning from maternity leave
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5/10
number of employees of the under-represented gender among the 10 highest paid employees
