Diversity, Equity & Inclusion

Our actions

Below you will find the main actions implemented at Thiga to foster an inclusive environment and a company representative of society's diversity. These actions have notably enabled us to achieve an EcoVadis score of 68/100 on the Labor & Human Rights pillar.

Our Manifesto

This manifesto was written in 2022 to represent Thiga's conviction on Diversity, Equity & Inclusion: the company must be representative of society's diversity, by offering a work environment and culture where all Thicrew members feel valued.

Introduction

At Thiga, it is the people who make the difference! Diversity, equity and inclusion are fundamental principles for our organisation. Through our commitments, we seek to foster an inclusive work environment while ensuring the Thicrew's effectiveness.

Diversity in all its forms makes our company culture more dynamic and stimulates creativity, innovation and performance.

We value all individuals and fight against all forms of discrimination. To date, French law recognises 26 discrimination criteria. Living in harmony with our differences allows us to progress and collaborate in ideal conditions.

The transformation of society also happens through companies and the people who work in them. We embrace this responsibility within our team and commit to taking internal actions to promote equity, diversity and inclusion, and to building a healthy company in which all our team members feel supported, listened to and included.

Inclusion and diversity must be embodied in our management practices, partnerships, recruitment process and training, but also daily in our work atmosphere, our behaviours and our teams.

Values

Our diversity and inclusion principles are perfectly aligned with Thiga's values.

Kindness
Listening, mutual support and team spirit are as present on client assignments as among colleagues at Thiga. Non-blame-oriented communication on diversity and inclusion topics, and maintaining a healthy environment, are part of this. We all have a journey to make, and by doing it together, we'll go as far as possible.

Excellence
Being a product professional also means thinking about the users of your product. We therefore have a responsibility to think about all individuals, regardless of their background or origin. The drive for excellence must not be limited to our work: it extends to the people we collaborate with and those our products will reach.
It is proven that a more diverse company enables its employees to produce higher quality work.

Sharing
By offering awareness conferences and continuous training on D&I topics, Thicrew members are constantly enriched with knowledge and can spread their insights and fuel discussions with colleagues, clients and those around them.
Sharing knowledge internally and externally ensures all people are included and guarantees the spread of expertise within the Thiga community as well as the broader product community.

Elegance
Elegance is both an attitude and a mindset. It means behaving in a courteous and respectful manner, with zero tolerance for rudeness and disrespect. This ensures we can build strong relationships within Thiga, as well as with our clients, partners and alumni.

Our commitments

Recruiting a diverse team
Candidate assessment is based on objective criteria, with an evaluation framework designed to limit our unconscious bias.
Our recruitment team members are trained in best recruitment practices and ensure that candidates meet a diverse panel of employees among the recruitment team or consultants.

Ensuring equal pay and career development opportunities
Salary increases are based on objective criteria directly linked to performance. In addition, salaries are reviewed annually to correct any unjustified pay gaps at an equivalent level of experience.
Promotions are based on objective performance criteria, allowing everyone to set concrete goals to progress within the company. These are decided during bi-annual review committees, where decisions are made collectively to ensure fairness.

Supporting parenthood
In accordance with the law, a salary review is conducted following co-parent leave and a return-to-work interview is organised. This allows for a joint return-to-work strategy to be defined with the parent (type of assignment, need for travel, etc.).
For consultants on maternity or co-parent leave, we ensure a joint return-to-work strategy is built to guarantee a suitable return, with closer follow-up.
We support new parents in finding childcare solutions through co-funded crèche places.
The second parent's salary is maintained at 100% during secondary parental leave, regardless of their seniority at Thiga.

Fighting against all forms of discrimination
In accordance with the law, we have trained designated contacts to inform, act and alert where necessary. We enforce a zero-tolerance policy towards such behaviours.

We train our teams to identify these behaviours in order to support individuals who encounter such situations, internally or on client assignments.

Disability
Aware of the progress still to be made regarding the employment of people with disabilities, we conducted a full audit with AGEFIPH, enabling us to identify clear areas of work to better attract and welcome talented individuals with disabilities.

Continuously listening to employees in a spirit of continuous improvement
Every year, we survey our employees through a dedicated barometer to assess their experience and measure the impact of our actions.
We are aware of the need for ongoing vigilance, and of the need to continue our efforts to ensure everyone feels comfortable, supported and able to envisage a long-term future at Thiga.