IVIDATA Life Sciences is committed to sustainable and responsible performance. Aligned with the Sustainable Development Goals and the United Nations Global Compact, our CSR strategy places healthcare, education, and responsible innovation at the very heart of our priorities.
Caring for Our Stakeholders
We place the health, well-being, and inclusion of our employees, partners, and clients at the heart of our practices to cultivate a responsible, safe, and sustainable working environment. We are convinced that personal well-being and fulfillment are essential drivers of collective performance.
Key Initiatives:
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Partnership with Ma Bonne Fée, a platform dedicated to supporting our teams’ well-being.
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Member of the United Nations Global Compact and the Cancer@work network.
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WellPass app to encourage physical activity among our employees.
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Business Code of Conduct and Ethics.
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Employee well-being surveys.
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Supplier Code of Conduct.
Fostering equal access to employment opportunities
We boost employability through continuous learning, skills development, and career path guidance to foster sustainable and equitable integration into the workforce.
Key Initiatives:
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Partnership with Cèdre to support the professional integration of individuals with disabilities.
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Deployment of mentorship programs.
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Training for all employees on business ethics, cybersecurity, and client data management (GDPR).
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A growing budget dedicated to training and professional development.
Contributing to healthcare innovation
We support responsible innovation in healthcare by promoting ethical, sustainable technological practices that create long-term value for society.
Key Initiatives:
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Deployment of cutting-edge Artificial Intelligence solutions.
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Showcasing and promoting our consultants’ publications to foster knowledge sharing across the industry.
Our Memberships & Partnerships
Since 2023, IVIDATA Life Sciences has been a member of the United Nations Global Compact, the world’s largest corporate sustainability initiative engaging companies globally on a voluntary basis. Through our membership, we affirm our commitment to upholding the 10 Foundering Principles and the 17 Sustainable Development Goals of the 2030 Agenda set by the United Nations in 2015.
In 2022, IVIDATA Life Sciences officially committed to partnering with Cancer@Work to foster a more inclusive workplace for those affected by illness. As a company that supports clients across numerous medical research areas, IVIDATA Life Sciences is deeply attuned to health-related challenges. Together with Cancer@Work, our goal is to break the silence surrounding cancer and chronic diseases.
On the occasion of the European Disability Employment Week in November 2024, IVIDATA Life Sciences became a signatory of the Diversity Charter.
Through this commitment, we reaffirm our dedication to fostering an inclusive environment for all our teams and actively promoting equal opportunities and diversity in all its dimensions.
The Diversity Charter is a pledge available to any employer who, through proactive measures, wishes to drive diversity forward and go beyond the legal and regulatory framework of anti-discrimination laws.
In October 2025, IVIDATA was awarded the EcoVadis Silver Medal, placing IVIDATA Life Sciences among the top 15% of the most responsible companies worldwide for CSR performance. We are proud of this recognition, which highlights our ongoing commitment to a more ethical and sustainable world.
2025 Data Results
At IVIDATA Life Sciences, women make up the majority of our workforce, which is also reflected in their representation among our top 10 highest compensation packages. We are continuously expanding our efforts to improve our index performance, and remain fully committed to driving progress in professional equality, employee well-being, and parental support.Pay gap: 36/40 Individual pay rise gap: 35/35 Percentage of employees receiving a pay rise upon return from maternity leave: 15/15 Number of employees from the underrepresented gender among the top 10 highest earners: 0/10
- Pay gap: 36/40
- Individual pay rise gap: 35/35
- Percentage of employees receiving a pay rise upon return from maternity leave: 15/15
- Number of employees from the underrepresented gender among the top 10 highest earners: 0/10