Bee4win diversity and inclusion charter
Diversity is wealth.
A lack of consideration and support, and sometimes even exclusionary behavior, whether conscious or unconscious, is still all too often observed in companies towards people in situations of integration, with disabilities or excluded from employment because of their geographical or social origin, their age, their gender or sexual orientation, …
However, this social diversity and the obstacles these people have often had to overcome are in fact a strength and an extraordinary asset for the company: they are a source of social balance, they create values, involvement and cohesion within the company. They give meaning to our work and to the reasons that led us to undertake it.
This charter formalizes the importance we attach to respecting and promoting these principles of diversity and inclusion. Our approach is based on the development of an inclusive culture that enables everyone, whatever their individuality, to reach their full potential. This is based on respect and acceptance of differences, enabling everyone to be themselves without suffering prejudice.
Our commitments
1. Non-discrimination on grounds of gender, nationality or social origin
Any practice that discriminates against employees on grounds such as ethnicity, gender, religion, political opinion, sexual orientation, national origin or social origin is detrimental to collective cohesion. Bee4win has set itself three objectives to respect and promote the application of the principle of non-discrimination in all its forms and at all stages of the employment relationship, while valuing skills and equal opportunities:
- Encourage the diversity of applicants, by implementing skills-based recruitment processes.
To date, one third of Bee4win’s workforce is of foreign nationality or dual nationality, and one third of employees are women (a percentage higher than the 24% of women employed in digital professions according to INSEE in 2024).
- Pay fairly, to ensure that for equal levels of skills, seniority and position, remuneration meets the principle of fairness.
This principle is applied at the time of hiring and during annual salary reviews.
- Promote equitably to ensure that each employee's career development is in line with his/her aptitudes and aspirations.
Each employee has an annual meeting with his or her manager to discuss career development and any training that may be required.
2. Promoting well-being at work for all, especially those with disabilities or special needs
In addition to complying with regulatory requirements, the conditions under which each employee is welcomed and integrated, and the way in which their well-being at work is taken into account, represent a powerful lever for social cohesion within the company. Bee4win’s approach is based on three objectives:
- Fostering a work environment that is adapted to the integration of people with disabilities and conducive to personal fulfillment and development.
The main common areas, offices and meeting rooms of the business center in which we are located are classified ERP (Etablissement recevant du public) and all rooms are accessible to people with reduced mobility (PMR). Numerous services and leisure activities are offered to employees (sports room and classes, various games, books available, sewing and hairdressing services, professional photo shoots, etc.).
- Adapt job profiles to optimize working conditions for each individual.
Screen risers, ergonomic mice and adapted seats are just a few examples of the actions we have implemented to date on a case-by-case basis for all our employees, whether or not they have disabilities, depending on their specific needs (neck pain, etc.).
- Establish a relationship of trust and empowerment with each employee, allowing flexibility in the organization of teleworking.
Each employee has a free hand in arranging his or her working hours during the day, and can occasionally change teleworking location to make it easier for young people or foreign employees to be closer to their families.
Attracting and training tomorrow’s talent is a strategic objective for Bee4win, in line with our desire to make pre-sales professions better known and recognized, and to encourage young people to enter these professions. Bee4win has set itself three objectives to promote the professional integration of young people.
- Optimize the process of welcoming young people for internships and work-study programs
Every year, we welcome students on work-study programs, some of whom are changing career paths, and high school students on work experience placements.
- Working with schools to train students
We work with 2 schools in our region to teach Master’s students how to respond to invitations to tender.
- Encourage young people to enter the digital and/or entrepreneurial professions
We regularly visit schools with the 100,000 entrepreneurs association.
Peggy HERMAN
Co-founder of Bee4win
Nicolas GIRARD
Co-founder of Bee4win
Copyright © 2025 Bee4win