At Redion, people are at the heart of our success. By fostering a shared culture, investing in learning, supporting well-being, and creating an inclusive workplace, we help employees grow, contribute, and thrive.
12,000
employees worldwide
84%
employee engagement rate
48,9%
women managers
The 2026 Pulse Survey showed strong engagement and support for Redion’s values. Our We Impact leadership model helps leaders embed this culture across the Group.
The 2026 employee engagement survey received a 89% participation rate, reflecting a strong commitment to shaping Redion’s future. Engagement reached 84% (+3 points vs 2025), while 88% of employees support our values, 87% are proud to work for Redion, and 86% would recommend it as a great place to work.
AI adoption increased by 12 points, learning by 5 points, and hybrid working achieved 89% satisfaction — highlighting a culture of innovation, continuous development, and flexibility. Survey insights continue to shape initiatives designed to strengthen our culture, skills, and employee experience across the Group.
Through We Impact, Redion has introduced its first global leadership model, designed to create a common leadership language across countries, functions, and business lines. Co-designed with senior leaders and rooted in CARE values, it helps leaders anticipate change, drive innovation, empower people, foster collaboration, and strengthen customer-centric decision making. To support adoption, Redion launched a Leadership Handbook, managerial toolkits, and the Managerial Acceleration Program (MAP). These resources give managers practical tools to lead teams and create impact.
The second phase of the Managerial Acceleration Program, MAP Forward 2, focuses on strengthening strategic thinking, human-centric leadership, innovation, trust, people development, and collaboration across the organization. Aligned with the We Impact leadership model, the program is currently being deployed globally, with 1,100+ managers trained through 80+ sessions, helping embed a shared leadership language and consistent management practices across Redion.
"Just weeks after the launch of Redion, our Pulse Survey showed strong engagement and broad support for our values. This positive momentum reinforces our ambition to build a common culture across the Group. Through We Impact, managers have a shared framework to turn that ambition into action."
Veronique Destruel, Chief People & Organization Officer — Redion Group
Redion is committed to building a more inclusive workplace through a shared Disability Framework and employee-led initiatives. Together, they help remove barriers, improve accessibility, and create a more supportive experience across the Group.
To ensure a consistent level of inclusion and accessibility, the Disability Framework sets a baseline for all entities. It covers governance, awareness, inclusive recruitment, workplace and digital accessibility, reasonable accommodation, and employee support. While regions and entities can adapt to local needs and regulations, these minimum requirements help guarantee a more equitable employee experience worldwide.
Employees took part in the immersive Dans le Noir ? experience to gain new perspectives on disability, empathy, and inclusion through a series of activities conducted in complete darkness.
A webinar on neurodiversity helped employees better understand autism and ADHD, while a new Silent Room provides a calm space for those with sensory sensitivities.
The Care Management program supports employees balancing work and caregiving responsibilities by providing practical guidance and tailored support for loved ones facing illness, disability, or loss of autonomy.
In 2026, Redion introduced Group Volunteering Guidelines to expand employee volunteering across all entities by mid-2027. The framework encourages initiatives aligned with Redion’s commitment to disability and inclusion. It also recognizes and celebrates employees who dedicate their time, skills, and energy to support local communities and create positive social impact.
Growth starts with learning. Whether developing additional skills, exploring new ideas or preparing for the next step, employees are given the tools and support to build and optimize their career path.
Developing skills for a changing world
As employees seek opportunities to learn, grow, and progress, Redion supports evolving expectations through accessible learning and development opportunities. In 2026, new modules on our WeLearn e-learning platform helped employees understand Redion’s purpose, values, and strategy. Available in multiple languages, they support onboarding, strengthen collaboration, and give employees access to learning opportunities throughout their careers. By making knowledge accessible and scalable, Redion helps people develop new skills and adapt to changing business environments.
Growing talent, building futures
At Redion, employees looking for ways to grow can access development opportunities tailored to their career stage. Through coaching, mentoring, intercultural leadership training, and strategic projects, they strengthen their skills, expand their networks, and prepare for new challenges. Dedicated pathways support emerging leaders, experts and early-career talent, helping employees build rewarding careers while enabling Redion to reinforce its capabilities for tomorrow.
AI is changing how we work across the Group. We invest in skills, tools, and trusted technology so every employee can shape this transformation.
Building AI capability, responsibly
AI is increasingly woven into everyday work life across the Group. Our 2026 Pulse survey reflects this shift. Confidence in AI and generative AI increased by 12 points, while learning and development scores rose by 5 points vs. 2025. These results highlight the value of continued investment in skills, training, and digital transformation. Redion helps employees build the knowledge and confidence needed to use AI effectively. Through training, practical tools and ongoing support, we aim to prepare employees for a rapidly evolving workplace.
At the same time, employees have a responsibility to keep learning, stay curious and use AI with care and discernment. Together, we can turn new technologies into innovation, stronger performance, and long-term value.
"AI adoption starts with strong foundations. Our role is to provide trusted platforms, the right technologies and skills that enable teams to innovate, scale, and support business growth."
Fabien Azavant, Chief Information Officer — Redion Group
Built by our people and recognized by external organizations, Redion’s workplace culture and employee experience received multiple awards in 2025 and 2026.
Our Top Employer certifications in France, Italy, and our Central entities reflect the quality and consistency of our people practices. Awarded by the independent Top Employers Institute, this recognition highlights our commitment to employee development, learning, inclusion, well-being, and career growth.
Across our international operations, Redion continues to foster a people-first culture. In 2025, our entities in Brazil, Miami, and San Diego earned Best Place to Work certification. Additional U.S. recognitions, including the Financial Services Top Workplaces Award and the San Diego Top Workplaces Award, acknowledged our efforts to create engaging, inclusive, and supportive workplaces. Together, these awards demonstrate our ambition to build an environment where people can develop, contribute, and succeed.
"These recognitions reflect the strength of Redion’s employee value proposition and showcase the opportunities, culture and employee experience we offer. By increasing our visibility both internally and externally, they reinforce our employer brand and support our ambition to be an employer of choice for current and future talent."
Matteo Mottura, Head of Learning and Development — Redion Group
Across Redion, we have implemented strategies and initiatives to optimize prevention, protection, and well-being for our employees.
In 2026, Redion launched a Group-wide review of employee health and well-being benefits. The objective was to identify gaps, share best practices, and define a minimum level of protection for all employees across the Group. These efforts will help ensure more consistent access to health and well-being support, regardless of country or role.
Since 2021, Redion’s Cancer Charter has promoted prevention, early screening, and support for employees affected by cancer. Every year, World Cancer Day and Pink October create opportunities to learn, share, and act together. Webinars, awareness campaigns, and fundraising activities engage employees across the Group. In 2026, employees also launched the Cancer Alumni Community, a peer network open to anyone affected directly or indirectly by cancer.
20
countries involved in the 2026 review of employee health and well-being benefits
Our ambition is to make life-saving skills accessible to all 12,000 Redion employees. The first step took place in March 2026, when 100 leaders took part in a training session on cardiopulmonary resuscitation (CPR) delivered with the French Red Cross and Staying Alive. Participants learned how to respond in an emergency, helping raise awareness and strengthen preparedness.
Learning by doing is key to ESG progress. Through projects, training, and collaboration, employees can build ESG skills, helping make sustainability an integral part of how we work.
Hands-on learning is one of the most powerful ways to build ESG skills. In 2025 and 2026, more than 45 ESG initiatives were delivered across the Group, covering climate action, sustainable procurement, disability inclusion, accessibility, social impact, and responsible assistance and insurance solutions. Employees from across operations, marketing, networks, procurement, HR, IT, compliance and legal teams contributed. By bringing sustainability into their areas of expertise and everyday decisions, they helped turn ESG ambitions into concrete action and integrate ESG into our ways of working.
Climate Fresk workshops help employees understand the causes and impacts of climate change. Redion continues to expand participation across functions and operations, building a shared foundation for more informed and sustainable decisions.
Through our e-learning platform, employees can deepen their understanding of sustainability and ESG challenges. Dedicated learning journeys cover climate change, responsible business practices, and practical ways to create positive impact. Employees can learn how ESG connects to their role and how to integrate sustainability into everyday processes.
In 2025, Sustainability Week and Inclusion Week were combined to create a single Group-wide event and amplify impact. Through webinars — including a round table with senior leaders and an external speaker on unconscious bias and inclusive behaviors — employees explored climate change, accessibility, disability inclusion, and social impact. By bringing environmental and social topics together, the week helped turn ESG awareness into concrete action across the Group.
Strengthen leadership, inclusion, employee well-being and future-ready capabilities across the Group.
Our people need an inclusive, supportive workplace and opportunities to develop as their roles evolve. Investing in leadership, well-being and learning helps employees contribute with confidence and equips teams to respond to changing customer and business needs.
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