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Developing skills, well-being at work and diversity

Through their expertise, our employees make the Group a major player in the property sector. They are committed to the ecological transition, which is at the heart of the ReShapE strategy. To meet these challenges, we are building an ambitious HR strategy to recruit and retain the best talent, based on skills development, with particular emphasis on diversity and inclusion. Career paths are designed to adapt the skills of permanent employees to changes in the business. A working environment designed to encourage collaboration and teamwork has been put in place.

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Rating 2025 on the gender equality index created by the French Ministry of Labour, Employment and Economic Inclusion

38 %

Share of women in management

90 %

Share of managers trained

30 %

Share of the profit-sharing amount that is subject to the achievement of CSR objectives

18 %

Proportion of people under the age of 26 in permanent hires in 2025

Our commitments

Developing employee skills

In line with new business trends and work practices which have become more dynamic and collaborative, we aim to offer our employees a stimulating career path with opportunities for advancement. Such a career path is based on an active policy of promoting the development of employee skills whose objectives are: to support new ways of working and to develop managerial practices, to anticipate the evolution of business skills, to develop cross-functional skills and to encourage sharing through the development of a network of internal trainers, and finally to raise awareness and engage employees in terms of CSR and business ethics.
In 2023, we launched the Icade Climate School, our training programme dedicated to environmental issues. In 2025, the technical professions within the Property Development division underwent specific training on renovation, and 422 of our employees were trained in best practices for anti-greenwashing communication. At the same time, cross-functional departments involved in decarbonization workshops continued to make progress in line with their roadmaps. In addition, climate workshops called “Fresque du climat” tailored to specific professions are open to all employees on a voluntary basis. In 2025, 121 employees took part.
Improving the quality of life and working conditions

As a major office property player, we are well aware of the close relationship between working conditions and employee well-being. As a result, we have created open, flexible workspaces that promote efficiency, teamwork and creativity. Work-life balance is achieved through the development of remote work. To measure the impact of these initiatives on workplace well-being, we have entered into a partnership with the start-up Wittyfit.
Promoting diversity in all its forms

We consider diversity a source of social cohesion, performance and innovation. A diversity officer ensures the implementation of a continuous progress approach by focusing on gender equality, the integration of people with disabilities, age diversity and the inclusion of young people struggling with unemployment. At the same time, since 2024, two schemes to support parenthood have been offered to permanent employees: pre-financed CESU vouchers for early childhood and access to the ‘Lyfe, moi parent’ application.
A committed disability policy

We created Mission Handicap in 2009 with the aim of providing individual support to employees with disabilities.
In 2023, we signed our fifth agreement on professional integration and job retention for people with disabilities. It provides various measures: support for employees facing a disability in their family sphere, an increase in employment service vouchers (CESU), the implementation of paid absence days or the financing of additional transport assistance.
In order to change the way people see disability, we regularly carry out internal communication and training activities, particularly during European Disability Employment Week. We also participate in the DuoDay initiative to raise our profile outside the company as an employer of people with disabilities.
Lastly, we support the sheltered work sector (communication services, catering, cleaning, recycling, etc.) and have created a nationwide network of around 30 in-house “sheltered work sector” ambassadors have volunteered for this project.

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Committed and supportive employees

We offer our employees the possibility of getting involved in solidarity causes in favor of more inclusive territories. Various ad hoc mechanisms encourage them, for example, to get involved with associations such as “Rev’elles”, “Tous en stage”, “Mosaïque des talents”. Icade also organizes solidarity days in partnership with Unis-Cité to allow its employees to dedicate a day to associations.

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Young employees involved in the Company’s strategy

In order to attract and retain young talent, we offer them the opportunity to join our Graduate Programme, which enables talented young graduates from top-tier universities to devote themselves to setting up one or more innovation projects having a positive impact.

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Balancing personal and professional life

To promote the quality of working life, a range of services and conveniences have been made available to employees at our headquarters to help them balance their personal and professional lives. These include concierge services, conferences, leisure activities and remote work.

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Improving the day-to-day lives of employees in the office

All the Group's employees benefit from the psychosocial risk prevention policy that has been put in place and from an anonymous helpline staffed by occupational psychologists. We also offer employees the chance to take part in well-being activities (yoga, sports classes, etc.) or communities created around fun and healthy activities (running, cycling, etc.). A network of well-being officers called “Réseau des Bienveilleurs” has been set up, bringing together volunteer employees trained in-house in mindful listening and to identify situations or behaviors that may indicate distress.