Promoting diversity, equity and inclusion

SILAB’s commitment to diversity, equity, and inclusion relies on a set of structured internal standards and recognized external commitments. 

1. Code of Conduct  

SILAB chose to formalize the fundamental values that it wishes to promote through the implementation of a Code of Conduct which involves all its stakeholders. A section is dedicated to diversity, equity, and inclusion principles (DEI). 

2. Human resources policy 

SILAB formalized a human resources policy in which in commits to recruiting employees who respect its values, offering safe and inclusive working conditions and supporting them in their skills development. DEI principles are explicitly stated in this policy. 

3. Action framework for a responsible HR policy: diversity, equity inclusion 

The DEI action framework specifies SILAB commitments and objectives in specific areas such as disability, professional gender and generational (young and senior people) equality for the next 5 years.  

SILAB considers that raising awareness and training are essential levers to anchor diversity, equity and inclusion in the corporate culture. Many initiatives are implemented to support and empower employees.  

• Two female employees identified as disability advisors were thoroughly trained in 2024 to help and support all teams, 
• A female employee was designated caregiver advisor, 
• Two employees were appointed advisors concerning sexual harassment and trained for it. 

SILAB raises awareness among its employees on diversity, equity and inclusion through several actions: 

• regular communication of the actions on the intranet. In 2025, the following topics were discussed: RQTH (French disabled worker status), autism, ADHD,
• expositions, games, conferences, or workshops to raise awareness. 

SILAB has set the objective of organizing at least 3 awareness campaigns per year on these topics. 

For more information, discover the dossier: Raising awareness among our employees on sustainable development challenges

In addition to awareness campaigns, SILAB has gradually implemented several training programs:   

• For human resources: in 2020 and then in 2024, a “hire without discrimination” training was carried out,  
• For new managers: recruitment coaching is provided including an awareness-raising module on discrimination, 
• For managers: a specific training module has been available since 2024 as part of the manager training program in order to reinforce their competences concerning non-discrimination and inclusive team management, 
• For employees: a training module on harassment prevention has been mandatory for all employees since 2026. 

SILAB implements various actions to facilitate integration of disabled employees or helping them stay employed:  

• annual meetings, 
• support for new employees, 
• study to adapt workstations, 
• specific awareness campaign provided to the teams, 
• implementation of additional days off, 
• easier access to remote work. 

SILAB supports its employees in order to provide them with more flexibility and serenity daily: 

• possibility of working part time longer than allowed provisions for parental leave allow, 
• additional days off available, 
• easier access to remote work. 

Missions such as conditioning or laundry were entrusted to 5 ÉSAT (institutional work and work support services) or Entreprises adaptées* in 2025. 

*Companies that help disabled people to have employment opportunities adapted to their abilities 

Each year, SILAB receives for the Duo Day one to several disabled people in order to make them discover an occupation for a day. It is a valuable opportunity both for the person that is received and the company’s employees. 

In 2023, SILAB participated in an employee/partners meeting on the topic of inclusion of disabled people in a professional environment, supported the creation of temporary employment agency dedicated to disabled people integration and received an autistic junior high school student for an internship.   

In 2025, SILAB received a score of 99/100 on the professional gender equality index implemented by the French Department of Labor (national mean in 2025: 88.5/100). 

To ensure treatment equality, an action plan is implemented with 5 key axes: 

1. Guaranteeing a salary grid in concordance with the implemented competences  

For an equivalent position and experience, SILAB ensures the same salary level both to women and men. 

The salary level is highly related to performance and years of experience, with no difference regarding gender.  

2. Ensuring equality in terms of professional development  

SILAB fosters a corporate culture in which promotion is fair and transparent without gender distinction.  

The applicable action plan aims to maintain access to positions of responsibility to anyone, whether women and men. 

3. Promoting diversity in all occupations 

SILAB participates to various actions to fight against gender stereotypes, especially through interventions to junior high school female students. The goal is to present them the benefits of the occupations in which women are underrepresented, so that they picture themselves in these careers in the future.  

SILAB also makes sure to encourage diversity among the teams and hierarchic levels.  

4. Facilitating work-life balance

A rigorous protection of pregnant women and her working conditions is applied. Each declaration of pregnancy comes with a personalized meeting with the manager, the company’s nurse or the occupational health doctor if need be.

Access to remote work is broadened during pregnancy. Return to work after maternity or parental leave is discussed with the manager. 

The company encourages effective taking of paternity and childcare leave as well as additional birth leave in the best possible conditions.  

SILAB led the project of creating an immediate proximity day care in 2010. It is available to SILAB working parents to facilitate their work-life balance.   

5. Preventing discrimination and harassment

 SILAB protects its employees against all forms of harassment and makes sure to treat quickly and efficiently any incident that might happen. The company has implemented a harassment alert and treatment system.

SILAB has implemented a voluntary policy in young talent training at very different levels (BTS, BUT, professional bachelor, master’s degree or PhD).  

These youth benefit from proper support as their tutors who are experts in their field have been trained to efficiently transmit their knowledge and skills.  

In addition, SILAB received 31 junior high school students for internships to discover different occupations in 2025. This first contact with a professional environment enables youth to understand the business world and think about their career choices. Personalized programs are organized thanks to the investment of all our services. 

SILAB recruits junior profiles, offering young graduates the opportunity to enter professional life.

20% of SILAB employees were more than 50 years old in 2025.  

In order to maintain senior workers’ employment, SILAB develops action to prevent professional risks related to age. Workstations or end-of-career working conditions can be adapted if necessary. These employees are also supported in their retirement preparation.