Equal opportunity and diversity

Ipsen's equal opportunity policy is shared by all employees. Our employment policy is built on objective criteria and individual merit.

Ipsen provides all members of its workforce equal opportunity to develop in the organization at all stages from hiring throughout their careers, regardless of and not limited to:

  • race, ethnicity or nationality,
  • religion or belief, 
  • gender, sexual orientation or family status, 
  • disability or age.

Gender equality in the workplace

Gender equality at Ipsen is founded on equal opportunity and treatment, compliance with principles of non-discrimination in terms of compensation, and work-life balance ─flexible working hours, part-time working and private daycare arrangements with no adverse effect on career prospects.

Employment opportunities for the disabled

Ipsen is committed to ensuring that people with disabilities are offered opportunities in the company.

In France, the Group signed an agreement which aims to:

  • maintain employees with disabilities in the workplace, 
  • recruit employees with disabilities, 
  • work with companies employing disabled workers or sheltered employment centers. 

Ipsen partners with two specialist associations to facilitate the integration of young disabled students. The Group has also signed outsourcing contracts with firms offering employment to the disabled.
Ipsen is a founding member of the first French Club House and supports the Cap Cités organization, which helps people with mental illness. The Group also partners “Handivalides” days in France, organized to increase awareness of disabilities in French higher education colleges and universities.

The “Seniors”

In France, a plan to promote the employment of people in the later stages of their working life focuses on dynamic career management after the age of 50. These employees are offered:

  • opportunities for skills development and new qualifications, 
  • information and training to aid transition to retirement, 
  • a company coaching program to promote knowledge and skills transfer. 

95% of managers have received training in intergenerational programs.

Updated on 26 February 2013