Diversity has become a key element in companies’ HRIS projects

Public companies are focusing more on diversity and ethics and are now including special clauses in the bidding process for their HRIS projects.

This has been going on for the past three years, but is not yet the case everywhere. These new clauses are designed to encourage the hiring of people from areas in difficulty, the disabled or people excluded from the labor market.

To promote employment and fight against social exclusion, the public sector is enforcing article 14 of the Public Procurement Code by including this clause in their requirements. The people targeted in this case are mainly long-term job-seekers, people on welfare or their dependents, the disabled, young people with education below the CAP/BEP level, those covered by the IAE, employed by the GEIQ and similar associations.

The requirements also concern the minimum number of hours worked: generally about 400 to 500 hours per year. Companies can, of course, request reports on a regular basis to check compliance with the conditions specified.

This a trend that appears to be on the increase. The private sector is also affected. Companies in the private sector are starting to include another aspect of corporate social responsibility by requiring that suppliers comply with responsible purchasing policies.

To meet these new requirements, Sopra HR will enforce its policy of diversity, which is part of its mission to ensure corporate social responsibility.

Sopra HR’s Corporate Social Responsibility policy

For many years, the Sopra Steria group, and its subsidiary Sopra HR Software, have implemented a policy of Corporate Social Responsibility and Diversity has been selected as a priority within the company. Sopra ensures this responsibility by hiring people from underprivileged urban areas or finding lasting employment for the disabled. For example, the group signed a partnership agreement with ‘Atimic’, a company employing the disabled. The group also meets employability requirements through its partnerships with ‘l’APEC’, ‘Pôle Emploi’ and ‘la Maison de l’Emploi’. It also has a partnership with ‘Nos quartiers ont des talents’ to find appropriate scientific profiles.

Sopra HR can thus rely on the Sopra Steria group’s policy to find profiles that meet the criteria requested by its customers. Sopra HR’s Human Resources department often works with companies employing the disabled. It is also in contact with the Maison de l’Emploi de Paris, which manages and inspects commitments to administrations in Ile de France.

 Special dedicated training programs

The people recruited will have access to training in the development, integration and consulting for HRIS solutions. Special dedicated programs have been created by Sopra HR University and Sopra Steria Academy.

Sopra HR thus has access to professional training contracts for young people with a baccalauréat +5 level that cannot find work in their sector. We offer them a possibility of professional reorientation. They receive 150 hours of classroom training and 150 hours of in-the-field training. This program provides training in calculating payroll, but also HR solutions, and particularly the payroll configuration or customization workbench. At the end of the training, the employee will have sufficient knowledge as a consultant for our solutions and the basics of payroll rules.

Aside from just meeting the regulatory obligations, we are convinced that a diversified team will provide a wealth of culture, creativity and skills at all levels in the company and that this approach will increase the company’s performance and allow it to meet the expectations of its employees and customers.