Sthree SAS
www.sthree.com
IT and telecom
IT and telecom
Description of the activity :
Sthree SAS, est l’entité Française de Sthree Plc. Nous sommes l’unique Pure Player sur les métiers STEM.
SThree accompagne ses clients sur leurs recrutements de Talents en CDI, en RPO mais aussi sur le staffing de projets en faisant appel à son réseau de Freelances.
En France, Sthree ce sont 4 marques
(Progressive, Computer Futures, Huxley, Real) et se spécialise sur l'accompagnement des carrières des Talents STEM ( Scientifiques, Techniques, Engineering et Mathématiques).
Sur le marché des Indépendants, notre spécialisation de plus de 30 ans fait de Sthree le leader en France du Freelancing. Dans le Monde, SThree a plus de 11000 consultants indépendants sur projet en ce moment.
Avec ses propositions de CDI et de projets, SThree est un véritable partenaire de carrière.
Year of creation : 2006Number of employees : 96
Download as a PDF
Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBT+
Transversal
Mixity score
Sthree SAS
Medium score in my sector
Medium score in all companies
Evolution since 2020
▲ 10 pts
Key indicators
Number of employees in the company
96
Percentage of managers trained and/or made aware on non-discrimination during the last 24 months
*UA = Unavailable
Strengths
Governance : The CEOs and founders are visibly committed to the promotion of diversity and inclusion in the company, for example by supporting programs in favor of equality between women and men, diversity, LGBT + ...
Recruitment : During recruitment interviews, the company communicates clearly on the values of diversity and inclusion.
Governance : The company is a signatory of a convention, specific charter, labeling promoting non-discrimination and equal opportunities
Areas of improvement
No area of improvement
Recommended aims over more or less 3 years
Awareness : Maintenir la formation des managers et la sensibilisation de l'ensemble des collaborateurs.trices.
Gender
Mixity score
Sthree SAS
Medium score in my sector
Medium score in all companies
Evolution since 2020
▲ 18 pts
Key indicators
Percentage of women on the Board of Directors
▲ 9 pts
Percentage of women managers in the company
▲ 12 pts
French Gender Equality Index
85
/ 100
Rating at the French Gender Equality Index
Actual pay gap between women and men on shifts, job families and comparable ages (in percentage)
1%
in favour of men
Women
Men
Number of paid leave for other new parent (fathers and co-parents) in days - in your company
11
UA*
20
Nat. Average.
2020
*UA = Unavailable
Strengths
Awareness : Existence of awareness-raising or training mechanisms for management and those in charge of recruitment to prevent gender stereotypes.
Communication : Existence of an external communication on gender equality.
Communication : The company supports an association or a foundation promoting equality or diversity in organizations.
Recruitment : The human resources teams have introduced a gender diversity approach to job offers - including their visuals - designed and written to appeal to both women and men.
+ show more details
- show less details
Areas of improvement
Remuneration and benefits : Les femmes en retour de congé maternité ne reçoivent pas d'augmentation spécifique.
Recommended aims over more or less 3 years
Remuneration and benefits : Augmenter systématiquement les femmes en retour de congés maternité
Work life balance : Accorder 30 jours de congés aux co-parents et signer le Parental Act
Disability
Mixity score
Sthree SAS
Medium score in my sector
Medium score in all companies
Evolution since 2020
▼ -7 pts
Key indicators
Percentage of employees with disabilities in the company.
▲ 2 pts
Growth rate of the number of employees with disabilies in the company for 3 years
= 0%
Accessibility rate of the company’s reference website : Report based on http://www.sthree.com
▲ 6 pts
Accessibility rate of company sites (all establishments in France and head office in France of which you are the owner) as a percentage.
= 0 pts
Number of employees who have benefited from a program or training in diversity and inclusion and / or the fight against discrimination (explicitly mentioning the disability component)
96*UA = Unavailable
Strengths
Partnerships : The company has set up partnerships with external associations specializing in disability.
Communication : Existence of an external communication on the company's commitment to the topic of disability.
Purchases : The people in charge of purchases in the company are aimed at service providers or self-employed persons in the adapted / protected sector.
Awareness : Employees have been made aware of stereotypes about disability.
+ show more details
- show less details
Areas of improvement
Governance : No disability referent yet within the organization.
Communication : Les sites, plateforme et applications online de l'entreprise n'intègrent pas encore une démarche d'accessibilité aux publics porteurs de handicap
Recruitment : Job offers are not posted yet on specialized sites and / or with partners specialized in recruiting people with disabilities.
Working conditions : No existing mechanism yet to adapt the work environment and facilitate the reclassification of an employee with an occupational health problem.
+ show more details
- show less details
Recommended aims over more or less 3 years
Governance : Formaliser un dispositif pour adapter l'environnement de travail et faciliter le reclassement d'un.e salarié.e ayant un problème de santé au travail.
Nommer un référent handicap dans l'entreprise pour être l'interlocuteur principal sur le sujet du handicap.
Awareness : Renforcer le parcours de sensibilisation pour l'ensemble des collaborateurs.trices sur le sujet du handicap.
Awareness : Inclure l’accessibilité numérique au dispositif de sensibilisation et cibler en priorité les designers produits et les communicants.
Recruitment : Diffuser les offres d'emploi sur des sites spécialisés et/ou auprès de partenaires spécialisés sur le recrutement de personnes en situation de handicap notamment en lien avec les personnes neurodiverses (autisme, dyslexie...)
+ show more details
- show less details
Ethnicity
Mixity score
Sthree SAS
Medium score in my sector
Medium score in all companies
Evolution since 2020
▼ -14 pts
Key indicators
Number of nationalities in the company
12
Number of nationalities in the company leadership
3
Recruitment rate on trainees and/or internship from the priority areas of city policy
Estimated employment rate of person from social and/or ethnical minorities
*UA = Unavailable
Strengths
Communication : Existence of regular external communication on the company's commitment to the subject of diversity.
Areas of improvement
Governance : The company has not developed actions yet to recruit interns and / or work-study students from areas of city policy.
Partnerships : The company has not yet established a partnership with external associations specializing in diversity.
Recruitment : Job offers are not posted yet on specialized sites and / or with partners specialized in recruiting people from diverse backgrounds.
Recommended aims over more or less 3 years
Governance : Soutenir l'insertion des personnes éloignées de l'emploi par l'intermédiaire de partenariat avec des associations et organismes spécialisés.
Recruitment : Mettre en place des actions pour recruter des stagiaires et alternant.es issu.es des quartiers politique de ville.
Recruitment : Mettre en place un dispositif de recrutement inclusif, de la conception à la diffusion des offres sur des sites spécialisés afin de favoriser la diversité sociale et ethnique des profils des candidats.
Generations
Mixity score
Sthree SAS
Medium score in my sector
Medium score in all companies
Evolution since 2020
▼ -18 pts
Key indicators
Split by generations in the company
Hiring rate of young people under 25 (employment contracts, internship and trainees included) compared to all hires over the year (12 months)
Hiring rate of seniors over 50 (employment contracts) compared to all hires over the year (12 months)
▼ -1 pts
*UA = Unavailable
Strengths
Training : The company has developed a culture of training throughout the career.
Areas of improvement
Governance : There is not yet any monitoring of the age pyramid within the company.
Governance : The company has not yet put in place a skills sponsorship policy in connection with associations, in particular within the framework of a company agreement or a part-time seniors scheme.
Recruitment : The company has not implemented yet a policy of hiring apprentices.
Recruitment : Le taux des contrats de travail des seniors de plus de 45 ans comparé à l'ensemble des embauches est inférieur à 10%.
+ show more details
- show less details
Recommended aims over more or less 3 years
Governance : Formaliser le suivi d'une pyramide des âges afin de définir des axes de recrutement dans l'entreprise.
Training : Instaurer une politique de mécénat de compétences en lien avec des associations.
Recruitment : Soutenir l'insertion des personnes de plus de 45 ans dans l'entreprise en recourant par exemple aux contrats de professionnalisation aidés par l'Etat.
Recruitment : Mettre en place des actions et partenariats pour attirer les jeunes de moins de 25 ans et augmenter leur taux d'embauche comparé à l'ensemble des contrats de travail.
+ show more details
- show less details
LGBT+
Mixity score
Sthree SAS
Medium score in my sector
Medium score in all companies
Evolution since 2020
▼ -7 pts
Key indicators
Number of media communication in the past 12 months on LGBT+ inclusion
0
Number of employees who have benefited from a program or training in diversity and inclusion and / or the fight against discrimination (explicitly mentioning the LGBT + component)
0
*UA = Unavailable
Strengths
Governance : Generally speaking, the HR policy is identical for all employees, LGBT + included.
Governance : L'entreprise a mis en place un dispositif de sanction si l'organisation venait à être confrontée à des propos ou attitudes homophobes.
Communication : Existence within the company of internal documents to raise awareness of the fight against homophobic remarks and / or attitudes.
Areas of improvement
Governance : L'entreprise n'a pas encore nommé de personne référente à même d'écouter ou d'apporter un soutien spécifique à un.e salarié.e sur les sujets d'orientation sexuelle/identité et expression du genre si nécessaire.
Awareness : No training for managers yet to prevent stereotypes related to sexual orientation / gender identity and expression.
Awareness : The company has not set up yet a sponsorship or support process for organizations representing LGBT + people.
Recommended aims over more or less 3 years
Governance : Mettre en place une démarche de soutien aux organisations représentatives des personnes LGBT+ (mécénat, dons, partenariat...).
Communication : Communiquer régulièrement en interne sur l’ouverture de la direction envers les personnes LGBT+ afin de créer une culture d’entreprise bienveillante envers les personnes LGBT+.
Nommer un référent (F/H) formé sur ces sujets et mettre en avant son existence en tant qu'interlocuteur dédié.
Awareness : Mettre en place une démarche de sensibilisation des managers pour déconstruire les stéréotypes d'identité de genre et d'orientation sexuelle.