We take on social responsibility within the EOS Group by promoting empowerment, diversity and inclusion, and in society through our educational initiatives.
Financial literacy as a way to prevent excessive personal debt
(Social Impact through Financial Literacy)
We want to make children more aware of the right way to handle money and in doing so help counter excessive personal debt. Employees from the EOS Group established the finlit foundation back in 2019. The finlit educational initiative ManoMoneta has already reached more than 100,000 children aged 9 to 13 in eight European countries. The year 2023 saw the addition of a new initiative in Germany: “OhMoney” is intended to get young people aged 13 to 17 and their teachers excited about everyday financial topics.
At the same time, e.g. EOS in Romania, Slovenia and Croatia are actively involved in other initiatives like courses in schools or teaching videos.
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A working environment where everyone should feel comfortable
(Diversity, Equality & Inclusion)
As an international group, diversity and gender equality are very important to EOS. For example, 52 percent of leading positions are held by women. With our Diversity & Inclusion Board, we are offering a framework to continue to drive diversity strategically at EOS. In 2023, we published a course on the online learning platform Masterplan that helps EOS Group employees to create an inclusive, inviting and successful work environment. Attending this course is obligatory for managers and HR personnel.
In addition, the EOS community QueerPoint partnered with OTTO’s queer network MORE* to publish a Transidentity Guide to help colleagues during and after their transition and also provide colleagues and managers with answers on the topic of transgenderism.
How we are promoting a new learning culture
(Talent Attraction, Development & Retention)
The EOS Group wants to retain committed employees in the long term and give them opportunities to develop. With this in mind, we have therefore introduced numerous offerings and initiatives, for example the NXT talent management program which is currently fostering 92 talented employees from 17 countries.
It is especially important to us to empower our employees and create a positive and collaborative working environment for them. In 2024/25, every employee undertook on average 28.4 hours of professional development.
Nos actions en France
Favoriser l'inclusion avec AlterEos
Depuis 2023, EOS France externalise une partie de nos activités back-office et téléphonie chez AlterEos, entreprise adaptée située à Tourcoing. Ce partenariat s'inscrit dans notre politique RSE, avec un accent particulier sur la diversité et l'inclusion. En effet, AlterEos emploie plus de 80% de personnes en situation de handicap.
Aujourd'hui, une vingtaine de collaborateurs d'AlterEos travaillent sur des activités EOS (back-office et téléphonie). Ce partenariat est plus qu'une simple sous-traitance, c'est une véritable relation gagnant-gagnant qui permet à EOS France de répondre à ses besoins opérationnels, tout en renforçant son engagement social et en remettant des personnes, souvent marginalisées, sur le chemin de l'emploi.
Le taux d'emploi des personnes en situation de handicap en France reste un défi avec seulement environ 35% en emploi, contre 66 % pour la population générale.
Performance Pact
Juliette Fidon-Lebleu
EOS France is supporting Juliette Fidon-Lebleu, a professional volleyball player and former captain of the French team, in her career change following her fresh-start studies at the emlyon business school in Lyon. EOS France wanted to both highlight a sport that receives little media attention and support a high-level female athlete. Juliette shares her experiences with staff through webinars and on-site workshops (on topics such as stress management, meeting objectives, leadership, etc.).
Gender equality at work index
Index d’égalité professionnelle F/H
In 2025, EOS France achieved a score of 98/100 for the gender equality at work index!
Each year, all French companies with over 50 employees must calculate their gender equality score and publish it on their website.
The 100-point index is based on five indicators
The gender pay gap
The gender gap in individual raises
The gender gap in promotions (for companies with over 250 employees only)
The number of women receiving raises after maternity leave
Gender equality among the 10 highest salaries
Apprentice programmes at EOS France
EOS France considers training future talent to be essential, a collective responsibility and a strategic lever for the development of its business lines.
This commitment is reflected in the integration of apprentices, who represent 6.2% of the company's total workforce.
The recruitment of work-study students is part of a proactive policy aimed at passing on EOS France's expertise and offering concrete professional opportunities to motivated young people.
EOS France offers a diverse range of professions (legal, sales, negotiation, IT, statistics, quality, debt collection, customer management, etc.) as well as opportunities for mobility within its
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