Fraud alert
We would like to draw your attention to the existence of scams by people usurping the INDIGO brand or the names of our collaborators. Please be extremely vigilant. Read more.
Fraud alert
We would like to draw your attention to the existence of scams by people usurping the INDIGO brand or the names of our collaborators. Please be extremely vigilant. Read more.
At INDIGO, the health, safety and well-being of our employees are our top priority. As a responsible employer, we are committed to promoting diversity and gender equality, while ensuring quality of life at work.
Occupational health and safety is at the heart of INDIGO’s social policy. Convinced that our employees are the guarantors of our success and development, we do everything in our power to protect them and ensure their well-being. Identifying and preventing risks, providing safe workplaces, suitable equipment and training in workplace safety… We are committed to continuously improving our employees’ working conditions and safeguarding their health.
Analysis of several key indicators – frequency and severity of workplace accidents, absenteeism and staff turnover by entity – enables us to deploy targeted action plans. At all levels of responsibility, many employees are involved, through targets and profit-sharing linked to improved health and safety performance.
The well-being of our operational employees is of paramount importance to INDIGO. Air quality monitoring, air renewal systems and overpressure devices to prevent exhaust gas ingress… Our enclosed car parks with less than 500 spaces and open to the public have been equipped to exceed regulatory requirements.
Because they are essential to employee health, INDIGO has also taken steps to prevent psychosocial risks (awareness-raising, psychological assistance, crisis management, etc.) and harassment (awareness-raising initiatives, advisors regarding sexual and moral harassment, whistle-blower protection).
In France, INDIGO has also forged partnerships with experts in mental health prevention (psychological or social assistance).
INDIGO is committed to social dialogue, in accordance with the regulations of the countries in which it operates. Our code of conduct prohibits any discrimination based on trade union commitments.
Employee Representative Bodies are key for employee representation and dialogue. Our employees are also consulted every two years through an internal barometer.
As a responsible employer, in addition to complying strictly with local regulations on informing and consulting employee representative bodies, the Group encourages dialogue and consultation with these bodies in the context of internal reorganizations or the integration of acquired companies, so that the best solutions for employment can be found jointly, such as proposals for training that lead to qualifications, internal mobility or early retirement.
46
nationalities within the French teams
1/4
of the workforce are women
94/100
in the gender pay equality index for the car park division in 2024
INDIGO is publicly committed to promoting gender diversity, non-discrimination and access to skills development, employability and promotion for all its employees, without distinction. We combat all forms of discrimination in hiring, working relationships and career development. We promote equality based on skills, know-how and opportunities accessible to all.
A fair and inclusive Human Resources policy has therefore been introduced. Applying to all our employees, it prohibits any discrimination based on illegal grounds such as sex, age, morals, sexual orientation, race, ethnic origin or nationality, disability, or religious, political or trade union opinions or commitments. This policy is part of the INDIGO code of conduct.
INDIGO is proud to count nearly 100 different nationalities in its teams, including around 40 in France. We are pursuing a proactive policy of equal opportunity management structured around two areas:
We are also convinced that relations between the generations are founded on the principles of trust, respect and mutual contribution. As a result, we do not discriminate on the basis of age when hiring, managing careers or in working relationships. We like to capitalize on the knowledge of our experts, and offer interested employees the opportunity to pass on their expertise by becoming a trainer.
Finally, our commitment to non-discrimination also applies to people with disabilities. In France, in addition to complying with legal obligations imposing a minimum percentage of disabled employees, INDIGO is strengthening its commitment to inclusion and support for people with disabilities through:
Long perceived as a male-dominated field, the parking professions are still marked by an under-representation of women in the workforce. Thanks to concrete actions to promote gender diversity, their presence on INDIGO teams is gradually increasing.
To raise the profile of women in the parking industry, we run awareness and communication campaigns (social networking sites, special events to mark International Women’s Day and Pink October).
Other measures relating to the fight against discrimination between men and women, including recruitment practices, complete the approach. Our recruitment charter describes our commitment to “equal treatment of applicants in order to promote equal opportunities and combat all forms of discrimination”. We are committed to equal treatment not only in terms of remuneration, but also in terms of access to promotion and training.
In France, a specific agreement on quality of life, working conditions and occupational risk prevention was signed with the social partners at the end of 2023. It deals in particular with the balance between work, personal life and family responsibilities.
Telecommuting, the right to disconnect… We ensure that our employees find the best possible balance between their professional and personal lives. A balance that is sometimes undermined by family responsibilities. That’s why INDIGO has introduced measures to support parenthood, such as the creation of paid leave for sick children, reorganized working hours for the start of the new school year, and interviews for employees returning from parental leave.
We will also be encouraging solidarity among our employees through a rest day donation scheme (recently extended to people losing their independence or in the event of the death of a child under the age of 25). The aim of this scheme? To set out the terms and conditions for donations to employees whose spouse, child or relative in the first degree is seriously ill and whose state of health requires their continued presence. It also concerns employees who are caregivers, for whom INDIGO has introduced specific measures such as support leave.
Through our training programs and the INDIGO Campus, we ensure the professional development of our employees and contribute to the recognition of their skills and their personal development within our teams.
Global leader in parking, individual mobility and services to cities, the INDIGO group is committed to developing its activities in a sustainable and responsible manner.
