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Our CSR strategy

CSR: strong and monitored commitments in favour of a more sustainable society

Convinced that companies have a major role to play in building a more sustainable world, Talan has been involved since its inception in a significant number of societal initiatives on themes such as inclusion, the presence of Women in Digital,employee well-being, etc.

In a desire to increase and structure our positive impact, we have initiated, in close collaboration with the purpose project (our Raison d’Etre), the definition of our Corporate Social Responsibility (CSR) strategy.

This project, in particular through consultation with all our stakeholders (employees, customers, partners, institutions, trade unions, etc.), aims to identify our challenges, our future commitments, our indicators and our mode of governance. 

We are also among the companies engaged with the United Nation Global Compact, a global initiative for sustainable development and human rights.

3 FOCUS AREAS IN OUR IMAGE

People Business

Ensuring fulfilling working conditions for our employees, in order to enable them to develop and meet the needs of our customers.

Indicators: 

  • 40% women in management committees in 2024
  • 80% minimum of the Group workforce benefiting from at least 1 training course per year
  • 10,000 min Research days per year
  • Overall GPTW satisfaction rate > 80% by the end of 2022
  • Overall customer satisfaction rate > 98% by 2024

Sustainable Business

Transforming our practices and offers to meet the challenges of sustainable development.

Indicators: 

  • 30% of the variable remuneration of Executive Committee members linked to a common CSR objective from 2022
  • 30% reduction in the Group (Scope 1, 2 & 3) over 4 years (based on 2021, by 2025)
  • 70% of new employees made aware of climate change and digital simplicity by the end of 2022

Business Integrity

Be exemplary in the conduct of business and ensure compliance with professional ethics rules throughout our value chain.

Indicators: 

  • No dividend payments 
  • 80% minimum of employees aware of ethical codes and good conduct by the end of 2022
  • 100% of employees aware of issues of discrimination or harassment by the end of 2022

Our commitments

Gender parity

Work in favour of team diversity at Talan and for greater inclusion of women in digital professions.

Women are still under-represented in digital professions. Today, 34% of our workforce consists of women. Alongside the Femmes@Numérique foundation and the Quelques Femmes du Numérique association, Talan highlights role models that enable young girls to identify and dare to get started. The Group regularly organises internal and external discussion spaces to raise awareness of gender diversity issues, via MOOCs, presentations at events such as VivaTech or dedicated evenings.

The "Nos femmes ont du Talan" community (meaning "our women have talent") , initiated internally and bringing together more than 350 employees, both men and women, also aims to promote female profiles and work towards greater gender diversity in the company.

We also support the "Women and Science" Chair at Paris-Dauphine University, which highlights scientific work carried out by women, and has also set up a mentoring programme with PWN.

For more information, see the results of our indexes.

Social diverisity

Recruiting, integrating and supporting employees from all backgrounds

We are committed to promoting the inclusion of employees with disabilities, professional diversity and the diversity of the profiles we recruit.

Talan defends equal opportunities by engaging with associations such as “Les Entretiens de l’excellence” or “Nos quartiers ont du talent” which allows young graduates from sensitive neighbourhoods to be supported by mentors in the job search. Mehdi Houas, President of Talan, is also an honorary member of the 21st century Club, which promotes diversity and success for all.

Equal opportunities also involve the possibility of changing professions and training in digital professions. This is why Talan has launched the Reconversion, which allows people interested in the IT sector to become a PMO and AMOA consultant.

Signatory of the diversity charter, find out about our commitments here (in French).

Sustainable development

Innovating and transforming for a future more respectful of our planet

Born in 2021 from the initiative of many Talan employees and supported by the Group's Management Committee, the climate and ecology community aims to raise awareness among our employees, reduce our GHG emissions and build concrete solutions to support our customers in their own challenges.

The teams of our Research and Innovation division, in collaboration with an ecosystem of stakeholders (employees, customers, partners) have initiated discussions on projects around frugal artificial intelligence, the challenges of responsible digital technology, the carbon impact of business travel and modelling the role of "alternative" transport in peak traffic and the impact on greenhouse gas (GHG) emissions.

Talan also supports its customers in their transformation towards a low-carbon future.

Transparency

While social and environmental issues are major for more and more companies, there was a lack of an essential public tool to highlight and enable everyone to consult the main indicators of companies that are at the forefront of CSR innovation. This is why Talan registered as an early adopter of the IMPACT platform.

This commitment to transparency also stems from the implementation of a strong internal anti-corruption policy, which translates into a code of conduct, a gifts and invitations policy and an internal alert system.

Professional Equality Index

Pursuant to the "Freedom to choose one's professional future" French law of 5 September 2018, which aims in particular to eliminate the gender pay gap in France, Talan publishes the gender equality indexes of its entities. These indexes are calculated by entity on the basis of 5 indicators.

In 2021, the Talan group obtains the following ratings for its entities in France:

  • Talan SAS: 89/100
  • Talan Solutions: 83/100
  • Talan Consulting: 93/100
  • Talan Labs: 80/100
  • Talan KeyOn: 86/100
  • Talan Corporate: 81/100

Talan group entities achieve good scores on the indicators (pay gap, increase gap and gender promotion gap).

As part of the development of our CSR approach, Talan is continuing and is committed to enhancing the actions initiated since 2017 on the diversity and the role of women in the digital business by 2023. 

These actions will enable us, among other things, to make progress on the two other indicators: the increase in employees returning from maternity leave and the number of underrepresented sex employees among the 10 highest remunerations.