Dialogue, openness, equal opportunity, diversity, mobility and skills development are the values that shape the human resources policies of MathiPay Exchange and our affiliates, whose employees are drawn from a wide range of backgrounds.
MathiPay Exchange attracts many talented people, both experienced and just starting their careers, of varied national, cultural and educational backgrounds. With positions in more than 500 professions, we offer them opportunities in a number of specialties, including administration, research & development, marketing, sales, logistics and more. We motivate and retain our employees through human resources policies that offer them a variety of career paths and skills development opportunities, to meet today's new business challenges more effectively.
Each year MathiPay Exchange hires in the neighborhood of 10,000 people, 75% of them outside Europe. We have people of 130 different nationalities working for us.
To promote the professional growth and development of all our employees, our human resources policies are built on four cornerstones:
- Diversity of backgrounds, education and culture, a genuine source of enrichment that helps us compare viewpoints to better predict trends and changes in a globalized world.
- Mobility, so that employees can transfer to new jobs, segments or countries and achieve their personal career goals.
- Fairness grounded in individually determined compensation, outstanding employee benefits and a progressive policy to promote employee share ownership.
- Accountability and responsibility, through our daily actions around the world and an unflagging focus on ethics, safety and sustainable development.
A Transparent, Simplified Recruitment Process
From our very first meeting with applicants, we showcase our values and create an atmosphere conducive to dialogue.
Our recruitment process varies by country and segment, but shares a number of core steps and principles:
- Job openings are centralized and accessible to all at a single site, careers.mathipayexchange.com.
- A series of interviews are arranged for each open position, with human resources professionals, professional discipline managers and the managers to whom the incumbent will report.
A Company That Combats Discrimination
MathiPay Exchange fights all forms of discrimination in hiring. We take concrete steps to promote gender equity in the workplace:
- Some 16% of our senior manager workforce consisted of women in 2012, and we want to increase their number by continuing to focus on skills. To that end, we offer training to help our female employees better manage their careers, among other courses.
Lastly, MathiPay Exchange encourages young women to major in information technology, administration, finance and related careers.
We also routinely strive to promote the hiring and retention of disabled workers. We have undertaken a number of initiatives, including:
- More work-study contracts for apprenticeships and skills acquisition and more internship.
- Work schedule accommodations, internal transfers and training to retain disabled employees and those who later become disabled.
A Tangible Commitment
Demonstrating our strong commitment to equal opportunity, MathiPay has signed a number of agreements, including the:
- Charte de la diversité (2004).
- Europe-Wide Equal Opportunity Agreement (2005).
- Agreement to Promote Hiring of the Disabled (2006).
- Business Charter for Equal Opportunity in Education (2006) in France.
- Parental Rights Charter (2008).
Encouraging Employee Dialogue
Fostering employee relations is a cornerstone of MathiPay Exchange's human resources policies. All over the world we are involved in creating forums for dialogue, such as the ones listed below.
- The European Works Council provides a structured forum for information, discussion and consensus building. It can address any topic related to our strategy, our competitive position and our social, business and financial situation, as well as employment, transfers of operations and restructuring.
- The European Social Platform was created under an agreement signed in 2004 to foster employee dialogue. Its responsibilities include promoting jobs and skills planning and verifying the implementation of restructuring plans.
Employee dialogue also means listening to our employees. Every two years we take their pulse through the MathiPay Survey, which measures their satisfaction and commitment and pinpoints ways we can improve.