Diversity and Inclusion

Values from our people to our platform

Diversity as a founding value of the company:

All our employees take this strong value to heart, and it’s apparent from the very first job interview. At Clever Cloud, we accept and respect all types of profiles and people, without discrimination.

Respect, everywhere, always:

Respect is a mandatory and necessary value for working at Clever Cloud. We value diversity of experience, values and culture.

Inclusion in the platform

We want our platform to be inclusive, accessible and respectful of all. Every day, our teams work towards this goal, on projects such as :

• Using more inclusive language: inherited from the past, certain words are no longer acceptable today because they convey values that run counter to our commitment to respect and equality for all, but continue to exist in technical vocabulary. These words do not reflect Clever’s values. As a result, following the example of the Git community, we are renaming the branches of new repositories from “master” to “main” by default. We’re also working to do away with the terms “slave branch”, “blacklist”, “whitelist”, etc.

• Accessibility of our tools: we are committed to creating tools that are accessible to as many people as possible. Our team of front-end developers is trained to make our platform accessible to people with disabilities, and we work every day to make it so.

Support for associations

We support a number of associations close to our hearts through material partnerships and skills sponsorship.

Supporting the next generation of developers

For Clever Cloud, sharing knowledge is at the heart of our commitment. Our teams are committed to a variety of actions:

• A strong commitment to the Open Source community and the welcoming of external contributors;

• Work-study programs and partnerships with schools;

• Live code courses on Twitch and Youtube.

If you have a question, please contact us.

Professional equality index

CLEVER CLOUD has always promoted diversity and inclusion within its teams and projects.
Every year on March 1, companies with at least 50 employees are required to publish on their website the overall score of the Gender Equality Index, as well as the score obtained for each of the indicators making it up. This obligation falls within the scope of the Avenir Professionnel law of September 5, 2018, which ultimately aims to eliminate pay gaps between women and men.

The index, out of 100 points, is made up of 4 to 5 indicators depending on whether the company has more or fewer than 250 employees:

• The gender pay gap;
• Gap in the distribution of individual pay rises;
• Gap in the distribution of promotions;
• The number of female employees receiving a raise after returning from maternity leave;
• Parity among the 10 highest earners.

For 2024, we announce the result of our latest Gender Equality Index, which stands at 52%, and present a concrete action plan to improve this index.

1. Ensuring equal access to pay rises for men and women

One of the priorities identified as a result of this score is to ensure that pay rises are awarded fairly.
Actions taken:

• Monitoring pay rises: We have set up a scorecard to monitor pay rises in a transparent way. This will enable us to identify any inequalities and take immediate action.
• Raising awareness among management: We will be raising awareness among managers and management to ensure that the criteria for awarding increases are objective and aligned with performance, regardless of gender.

2. Ensuring equal pay for equivalent skills and functions

The issue of equal pay for work of equal value remains at the heart of our action.
Actions taken :

• Salary monitoring: We will continue to monitor salaries to ensure that women and men in similar positions receive equal pay.
• Compliance with the pay scale: We will ensure strict compliance with our pay scale from the moment of recruitment, to guarantee that every employee, regardless of gender, starts with fair and transparent pay.

3. Encourage greater female representation in management/tech lead positions

We recognise that the representation of women in management positions, and particularly in technical functions, needs to be strengthened.
Actions taken :

• Internal advertising of positions: In order to ensure equal access to positions of responsibility, all management and Tech Lead positions will henceforth be systematically advertised internally, with particular attention paid to encouraging applications from women.

4. Communicate more on the culture of equality, diversity and flexibility in company life

Promoting a culture of equality within the company also involves communication and the visible commitment of teams.
Actions implemented :

• Recruitment and work/life balance: Each year, we will survey our employees on their perception of the balance between their professional and personal lives. The results of this questionnaire will be shared, particularly in our recruitment offers, to demonstrate our organisational flexibility and the importance we attach to work/life balance.
• Onboarding and welcome booklet: As soon as they arrive, new employees will be informed of our commitments to equality, diversity and flexibility through a welcome booklet detailing our actions and values.

Conclusion: An Ongoing Commitment to Closing the Gap

Our Gender Equality Index score of 52% is a call to action. Although it reflects partial progress, it also reveals that we still have a long way to go. We are committed to doing everything in our power to close this gap and provide a truly equal working environment for all, men and women alike. Through this action plan, we want to go beyond the figures and establish a culture of equality, where every employee can develop and flourish, regardless of gender.

We will continue to closely monitor our actions and regularly assess our progress to ensure that professional equality becomes a reality in our company.