The property sector is undergoing profound changes, and is faced with the growing impact of new technology and changing ways of living and working. To support and anticipate these trends, Icade relies on the agility and engagement of its employees and supports them in their career paths.
Icade strives to offer its teams – who are at the heart of the company’s success – an increasingly collaborative and stimulating working environment and to give them the tools to help them develop their professional expertise. Icade’s social policy also focuses closely both on work-life balance and on diversity.
Rating 2022 on the gender equality index created by the French Ministry of Labour, Employment and Economic Inclusion
96 / 100
Proportion of employees having received CSR training
Proportion of employees having had the opportunity to participate in a community event in 2022
Proportion of the work-study trainees in the workforce in 2022
In line with new business trends and work practices which have become more dynamic and collaborative, Icade aims to offer its 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. These objectives are achieved through various means, namely annual performance reviews, career interviews, professional training programmes, intrapreneurial support, etc.
As a major office property player, Icade is well aware of the close relationship between working conditions and employee well-being. As a result, the Company has 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, Icade has entered into a partnership with the start-up Wittyfit. Icade’s Open headquarters was the first service sector building to receive the OsmoZ label.
Icade considers 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. As a result, initiatives such as the signing of the pact with the neighborhoods for all companies, promoting the employment of people from the City's Priority Neighborhoods (CPN) or the involvement of Icade employees in actions in favor of young people from the CPNs have been put in place.
Icade created Mission Handicap in 2009 with the aim of providing individual support to employees with disabilities.
A dedicated diversity policy officer assists employees on a daily basis by promoting their continued employment, taking account of disabilities in the work-life balance through specific measures, welcoming new hires, etc.
In order to change the way people see disability, Icade regularly carries out internal communication and training activities, particularly during European Disability Employment Week. Icade also participates in the DuoDay initiative to raise its profile outside the company as an employer of people with disabilities.
Lastly, Icade supports the sheltered work sector (communication services, catering, cleaning, recycling, etc.) and has created a nationwide network of around 30 in-house “sheltered work sector” ambassadors have volunteered for this project.