<aside> <img src="https://s3-us-west-2.amazonaws.com/secure.notion-static.com/a5a99a02-9f22-48e6-b411-2584abbec113/Heart.svg" alt="https://s3-us-west-2.amazonaws.com/secure.notion-static.com/a5a99a02-9f22-48e6-b411-2584abbec113/Heart.svg" width="40px" /> As an insurtech company, we are positioned at a market where women and minorities have historically been underrepresented. Thus, expanding diversity and promoting inclusion is evidently a challenge for our operations to attract and retain the greatest talent out there. We navigate D&I with a lot of humility, understanding there is much for us to do and learn in order to bring effective change to our context.


What do we do?

Work Environment & wellness

Promoting flexibility through remote working has helped many employees balance work with personal life, wether it be parenting or other activities.

Data monitoring

We track several type of data that give us visibility about how our teams are evolving and where we should keep improving, such as:

Compensation & Benefits

Our transparent salary grid is a key tool to ensure equal pay for employees with the same level of ownership, expertise and role, thus reducing the gender pay-gap. This creates a symmetry of information that empowers individuals to clearly assess where they stand, instead of relying just on negotiation skills.

Gender pay gap

Our Egapro index is currently 87

  1. We significantly reverted the remuneration gap from 7.43% towards men in 2021 to 0.31% towards women in 2022, which is quite minor.
  2. Amongst our 10 highest salaries we are now at 4/6 Female and male instead of 5/5 as last year.

To keep improving and pushing forward this commitment we have also engaged withe the Pacte Parité along side the French tech movement and 60 other startups.

What are the results so far?

Diversity and inclusion.png