Consort Group: Job stability in 2023
The group has always endeavoured to maintain its expertise and maximise the proportion of stable jobs. In 2023, almost all employees were on permanent contracts: 98% of Consort Group hires were on permanent contracts, 1% were apprenticeship contracts, and 1% were fixed-term contracts.
62% of our workforce are managers, reflecting the strengthening of our communities.
Inclusion at Consort Group
Consort has long been working in a culture of equal opportunities, whether in the spirit of gender equality, respect for origins or special situations such as disability.
Consort France has an excellent gender equality index of 93 points out of 100, while Consortia has a score of 92/100.
Publication Index 2024 Gender Equality (Consort france) Publication Index 2024 Gender Equality – CONSORTIA (003)
Publication Index 2024 Gender Equality – CONSORTIA (003)
In addition, the group brings together 52 different nationalities with almost 28% of our workforce of non-French origin (in France, 16% of our workforce is not of French nationality).
Since 2016, Consort has developed a more assertive disability policy with awareness-raising, a HandInCap charter and support for all employees who would like to declare themselves as having a temporary or permanent disability or who, having declared themselves as such, would like to benefit from specific support measures to enable them to be fully successful in their current job.
Although Consort France currently has only 39 who have declared and are supported whenever necessary (i.e. 2% of our workforce in France (1.8% for the digital services market – source NUMEUM)).
Morocco is also benefiting from this approach, with significant recent awareness campaigns and a partnership with Handicap International, which is helping us to adapt our measures to the needs and functioning in Morocco. An adapted HandInCap charter is thus being rolled out in Morocco.
Training at Consort Group in 2023
Consort Group places the development of employability and the success of each individual in their mission / position at the heart of its concerns.
Training, the implementation of adapted pathways, both at the time of hiring and when taking up a position, to support individual development or success in the position are among the major challenges of the PL (Practice Leader) and Human Resources positions:
- Integration programmes equipped with NT.ONE to ensure accessibility for all
- Training in the client context offered in particular by the Infrastructure Operations Department
- Programmes specific to each area of expertise designed and offered by our Practice Leaders, adapted to recruitment, etc.
Training mobilises a significant part of the group’s resources. It is part of the range of tools offered to everyone to take charge of their professional success and career.
Absenteeism
The rate of absenteeism at Consort remains below the labour market average (3.49% as against 5.06%), which is a testament to the commitment of each individual to the fulfilment of their mission. The duration of absences, equivalent to 12.6 days of absence per person per year, is also significantly lower than the national average of 22.3 days.
It should be noted that the rate of workplace accidents remains extremely low at Consort, due to the very nature of our jobs, which are sedentary and not very exposed. Of the 14 accidents reported in France in 2023, 64% are commuting accidents, for example.
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