CSR at Partoo

Our mission

At Partoo, our mission has remained the same since we started: to help businesses – retail chains, shopkeepers, associations and public sector organisations – build closer relationships with their customers and users.

In a world where buying journeys are constantly changing, we make it easier for outlets to go digital and for people to access reliable local information.

By supporting the online presence of thousands of businesses, we help bring town centres back to life, make everyday services more accessible, and cut down on unnecessary journeys. That’s our way of being useful: bringing simplicity to areas where going digital can be a barrier, and creating a positive impact at a local level.

Our vision

From the outset, our ambition has been to build an exemplary company: rigorous in its practices, transparent in its choices and committed to the long term. In 2024/2025, this ambition takes on even greater significance as our sector navigates a challenging macroeconomic environment, marked by a continued economic downturn and the difficulties faced by many players.

Beyond our own growth, we want to make decisions that create a positive impact on society as a whole, and to inspire other organisations to move in the same direction. This is the intention behind our Make Things Right vision, built around three pillars:

Our commitment: Partoo is B Corp certified

In 2024, Partoo became a certified B Corp. This certification, one of the most rigorous in the world, recognises the way we operate: a company that grows its business while looking after its impact on the environment, its employees, its partners, its customers and its wider ecosystem.

For us, B Corp is above all a clear framework that helps us move forward: measuring what we do, identifying where we can improve, and structuring our priorities.

This 2024/2025 CSR report shares what we’ve put in place this year in concrete terms, and how we plan to go further in the months ahead.

1. Make things right for Nature

Understanding our impact: the 2024 carbon footprint assessment

In 2024, we continued measuring our emissions using the Bilan Carbone® methodology via Aktio. This analysis helps us focus our decisions on the areas that matter most.

Here is the breakdown of our emissions:

• Purchases & fixed assets: 66% — 531 tCO₂eq
• Transport: 28% — 231 tCO₂eq
• Products & services sold: 3% — 23 tCO₂eq
• Energy & utilities: 2% — 15 tCO₂eq
• Waste: <1% — 7.2 tCO₂eq

Key indicators:

• 2,137 kgCO₂eq per employee
• 27.1 kgCO₂eq per €1,000 of revenue

Reducing our emissions: our progress in 2024

In 2024, our emissions fell by 13 tCO₂eq, a decrease of 1.5% compared with 2023. While modest in absolute terms, this decline reflects positive progress in several areas:

• Energy (Scope 2): –18%, thanks to a reduction in energy consumption across our offices.
• Business travel: –15% on air travel. Our travel policy favours rail over air for routes where this is a viable option.
• Home-to-work commuting: –1%. The Forfait Mobilité Durable (Sustainable Mobility Package) continues to help reduce emissions linked to daily commutes.
• Responsible purchasing: we’ve strengthened our responsible purchasing policy to better select and monitor our suppliers.
• Digital footprint: optimised servers. We carried out in-depth work on our servers, reducing their energy consumption by 20% between 2024 and 2025.
• Reducing food waste: our connected zero-waste fridges help optimise meal provisions and reduce lunchtime food waste.

Raising awareness of climate issues

In 2025, we did not run any specific awareness-raising initiatives.

The challenge for 2025–2026 will be to put this topic back at the heart of our internal initiatives: understanding our impact is essential to embedding the right habits in our day-to-day practices.

And what about 2025?

The 2025 carbon footprint assessment will be carried out in early 2026, in line with the fiscal year.

It will help us to:

• measure the impact of the optimisations undertaken,
• track the reduction in our energy footprint,
• and prepare our SBTi-aligned low-carbon pathway.

2026 target: an SBTi-aligned low-carbon pathway

We have set ourselves a clear goal: to define and implement a low-carbon strategy aligned with SBTi criteria, consistent with the Paris Agreement’s +1.5°C pathway.

Work on building this pathway will begin in 2025, prioritising the highest-emitting areas and stepping up monitoring.

2. Make things right for Business

At Partoo, we believe our responsibility goes beyond our financial performance. It means creating an environment of trust for our customers, ensuring solid governance, and contributing positively to society.

In 2024/2025, we structured our commitments around four pillars: engaging our customers, upholding high ethical standards, acting for society, and optimising our use of AI.

Engaging our customers

Customer relations

We continue to take a customer-centric approach, based on close customer relationships, transparency and ongoing listening. Feedback on product usage, gathered through our regular exchanges and internal tools, feeds directly into how our products evolve.

Security & Quality

The reliability of our platform remains a key part of our relationship with customers. In 2024/2025, we strengthened our quality-control mechanisms to ensure a stable, high-performing and secure experience.

Upholding high ethical standards

Governance and integrity

We have strengthened our ethical framework through:

• a Code of Conduct and Ethics, accessible to all our stakeholders,
• a secure reporting platform for whistleblowers,
• an ethics committee, responsible for overseeing how our commitments are applied.

Security and confidentiality

To protect our customers’ data:

• we carried out regular internal audits,
• we ran security tests (“simulated hacks”),
• and added extra safeguards to our public APIs.

These actions reflect our commitment to providing a reliable digital environment that meets industry best practice.

Acting for society

In 2023, we had already laid solid foundations for our social engagement: mobilising our teams, partnering with charities on volunteer missions, and taking part in public-interest initiatives.

In 2024, we chose to bring the management of charity partnerships and volunteer missions back in-house, to strengthen consistency across the programme and boost team engagement.

This change serves two goals:

• simplifying the organisation of volunteer initiatives,
• getting employees more involved, by offering initiatives that are more local, more varied, and better coordinated with their teams.

In practical terms, we have built up a catalogue of partner charities, contacted in advance by our Workplace & Events team, covering a wide range of causes: disability, social inclusion and the environment.

The programme was officially launched in 2025, so that it can be fully operational in 2026. It is built around a collective approach:

• 2 days of volunteering per employee,
• one charity initiative per team (department), bringing together an average of around ten participants,
• a format designed to strengthen internal cohesion while maximising social impact.

From 2026, this approach will allow us to offer a simpler, better-structured and genuinely engaging framework across Partoo.

Optimising our use of AI

In 2024/2025, we introduced limits and safeguards to make our use of AI more resource-efficient, more ethical and more relevant for our customers.

Measures introduced:

• Limiting AI-generated response/review suggestions to 3, instead of unlimited suggestions
• Limiting AI-generated analyses to 3 strengths and 3 weaknesses

These limits serve two purposes:

• reducing environmental impact, by lowering the computing power required
• strengthening business relevance, by providing more targeted, useful and actionable feedback

These choices are consistent with our Make Things Right vision and with our customers’ growing expectations around transparency and responsibility in the use of AI.

A structured approach for 2026

The actions carried out in 2024/2025 are part of a broader roadmap.

They are paving the way for our priority projects in 2026, including:

• updating our double materiality matrix, to identify the priority issues for Partoo and its stakeholders,
• rolling out and monitoring our decarbonisation plan, based on the actions identified in 2024/2025,
• continuously improving our CSR reporting, with an annual update to the report,
• gradually preparing for our next B Corp assessment in 2027 under the new standards, by strengthening our evidence, policies and key practices,
• establishing a more transparent decision-making framework, in line with governance requirements and Hyperion’s ambitions.

3. Make things right for People

At Partoo, our people are at the heart of our approach. In 2024/2025, we focused our efforts on three essential dimensions: equality and inclusion, mental health and quality of life, and transparency in decision-making.

These actions serve a clear objective: to sustainably improve the working environment and strengthen collective trust.

Championing gender equality

Gender equality in the workplace remains a top priority for Partoo.

After scoring 94/100 on the 2024 Index Egapro (based on 2023 data), our 2025 score stands at 71/100 (based on 2024 data). This shift led us to launch a strengthened action plan for 2025–2026.

The plan aims to address every stage of the employee journey, with several expected outcomes:

Improving women’s representation in senior positions

• Encouraging more female applications for the highest-paid roles and increasing the recruitment of women into senior positions, including in teams where they are currently under-represented.
• Supporting the progression of women already in post – in other words, strengthening internal career opportunities, removing barriers linked to the “confidence gap”, and supporting women’s career paths over the long term.
• Ensuring pay equity and improving retention: monitoring and preventing pay gaps, better understanding the reasons behind departures, and supporting the retention of female talent within teams.
• Strengthening our internal culture and external appeal
  • Internally, encouraging more women to aim for key roles.
  • Externally, being recognised as a company that takes a proactive approach to workplace equality, in order to attract more female talent.

Priority action for 2026

The priority is clear: improve our equity score by 10 points, with leadership taking on greater responsibility for steering, monitoring and implementing these actions.

Women In Partoo

The Women In Partoo programme builds on the Women@Partoo group, created in 2023 and made up of committed volunteers.

The group originally had two objectives: raising awareness of gender equality issues, and creating spaces for mutual support and professional development, through initiatives such as themed lunches, self-defence workshops and a feminist library.

The Women In Partoo programme continued to evolve in 2024 and 2025 through a number of concrete initiatives:

• a webinar on investing,
• two self-defence workshops,
• a talk on gender bias,
• a round table on feminism,
• an event held in partnership with the Women Sales Club, focused on collaboration between marketing and sales.

These initiatives aim to improve access to opportunities, build professional confidence, and support skills development among our female employees.

Pay transparency

Alongside this, the structured salary grid introduced in 2024 is an important lever for reducing the risk of inequality and ensuring pay that is more transparent, consistent and fair across teams.

Supporting working parents

Since 2023, Partoo has been committed to providing an environment where every parent can best balance their professional and personal life. In 2024/2025, this commitment continued with a simple aim: maintaining a stable, protective framework while making transitions linked to parenthood easier.

Maintaining key measures

• The measures introduced in 2023 have been maintained:
• Full salary maintained during maternity and second-parent leave, available after six months’ seniority.
• Support for employees before, during and after parental leave, to keep communication running smoothly, prepare handovers and ease the return to work.
• A breastfeeding room available in our offices, providing a dedicated space for new parents.
• Financial support via CESU vouchers, helping to ease the cost of childcare.

An ongoing approach centred on fairness and flexibility

By maintaining these measures, Partoo continues to offer a parental policy that is:

• inclusive,
• supportive,
• and consistent with our commitments to workplace equality.

Parental support remains a key pillar of our HR approach, and an important lever for ensuring gender equality and genuinely fair working conditions.

Promoting the inclusion of people with disabilities

The inclusion of people with disabilities remains a core focus of our Diversity & Inclusion approach. Having laid the groundwork in 2023 (a dedicated disability officer, awareness workshops, support for RQTH-recognised employees), we reached an important milestone in 2024/2025.

A structured, funded Disability Agreement

On 25 April 2025, Partoo signed its Disability Agreement (Accord Handicap), validated by HR (DRH), the works council (CSE), and subsequently approved by the DREETS (regional labour authority).

This agreement marks a key milestone: it provides Partoo with a dedicated budget and a clear operational framework, built around three strands:

• Recruitment and onboarding: initiatives to encourage the hiring of people with disabilities, supported by a dedicated colleague responsible for following up on these actions.
• Job retention: adapted measures, including 3 days of paid leave for RQTH-recognised employees.
• Training and awareness: dedicated training for the HR, recruitment and management teams, as well as awareness workshops (such as a virtual reality workshop) to strengthen our inclusive culture.

Raising awareness and professionalising our disability policy

In addition to the agreement, Partoo organised:

• a Disability Awareness Week,
• training for the entire HR team, followed by dedicated training for managers and recruitment teams,
• support from Handineo to structure the KPIs that will be used to steer our disability policy from 2026 onwards.

Outlook for 2026

The actions launched in 2024/2025 are paving the way for several key developments in 2026:

• Digital accessibility: a website accessibility audit will be carried out by the inclusive employment company Urbilog, to identify the improvements needed and strengthen the accessibility of our digital content.
• Building internal expertise: our disability officer will complete training by the end of Q4 2025, taking on an expanded role in 2026 to steer initiatives, follow up on individual situations and coordinate with specialist partners.
• Stronger steering through KPIs: the work carried out with Handineo will give Partoo precise, annually tracked KPIs, making our disability policy clearer, more measurable and easier to manage over time.

Championing diversity, equity and inclusion more broadly

Diversity and inclusion are essential elements of Partoo’s culture. Having laid the groundwork in 2023, the focus in 2024/2025 was to build on what works while strengthening the day-to-day practices that directly contribute to equity and inclusion.

Recruitment designed to reduce bias

In 2024/2025, we continued the work started on inclusive recruitment:

• gender-neutral job postings,
• structured interview frameworks,
• training for recruiters and hiring managers on cognitive bias.

This approach aims to ensure fairer assessments and support better representation across teams.

Structured HR practices to strengthen equity

In 2024/2025, several structural levers contributed to fairer career management:

• transparent salary grids, introduced to limit the risk of inequality,
• a strengthened, structured internal mobility process,
• rigorous monitoring of our workplace equality indicators, including the Index Egapro, which is the subject of a dedicated action plan.

These measures support our commitments to gender equality and the inclusion of people with disabilities.

Protecting our people

In addition to our diversity and inclusion initiatives, Partoo maintains a robust ethical framework, essential for ensuring a safe and respectful working environment for everyone.

This framework is built on:

• a Code of Conduct and Ethics, accessible to all stakeholders,
• an anti-discrimination and anti-harassment process,
• a secure reporting platform for whistleblowers,
• an ethics committee, responsible for overseeing that our commitments are properly applied,
• a right-to-disconnect charter, to improve quality of life at work.

These measures help prevent inappropriate behaviour, enable us to act quickly when issues are reported, and ensure the protection of every employee.

Protecting mental health and quality of life at work

In 2024/2025, Partoo strengthened its support around mental health, with a structured programme to prevent psychosocial risks and support employees on a day-to-day basis.

Psychological support and dedicated workshops

We continued our work with Moka Care and Alan, through:

• talks and workshops dedicated to managing stress, burnout and imposter syndrome,
• a mental health survey, followed by an action plan,
• more than 100 psychologist sessions reimbursed in 2025 via Alan and Moka.

These initiatives make it easier to access professional support, in both French and English, and help us better address the needs expressed by our teams.

Training and supporting managers

Specific workshops were organised for managers to help them:

• more easily spot signs of stress or mental fatigue,
• better manage their own emotions,
• better support their teams through sensitive situations.

This helps strengthen the quality of management and prevent psychosocial risks.

Outlook for 2026: enhanced support

In 2026, our goal is to make access to mental health resources even simpler and more systematic:

• Moka Care will remain our coaching and support platform, with every employee able to access 3 sessions at their own initiative.
• Changes to the health reimbursements offered by Partoo via Alan:
  • 4 therapy or paramedical sessions reimbursed up to €50,
  • 3 psychologist sessions reimbursed up to €80.

These changes will help us better support our employees, simplify the process, and strengthen our efforts towards a more balanced working environment.

Acting with transparency and integrity

In 2023, Partoo had already put in place a clear ethical framework: a Code of Conduct, reporting mechanisms, and anti-discrimination and anti-harassment policies.

In 2024/2025, the challenge was to go further by improving transparency in how information circulates and how decisions are made – an issue specifically raised by our teams in the Pulse Survey.

Strengthening the transparency of our approach

Two major actions have made our commitments more visible and more accessible:

• publishing a CSR page,
• reaffirming and more widely sharing our Code of Ethics.

These provide a shared foundation for better understanding our approach and the expectations that come with it.

Understanding the Pulse Survey

The Pulse Survey is Partoo’s quarterly internal survey, which has been running for several years.

It allows us to regularly track employee engagement, wellbeing and satisfaction, and to prioritise HR topics based on feedback from across all our teams.

Each edition measures a range of themes:

• communication and transparency,
• workload and work-life balance,
• management,
• culture and team spirit,
• career development opportunities.

The Pulse Survey therefore acts as a key barometer, helping us quickly identify areas for improvement and guide our actions.

Key findings from the 2025 Pulse Survey

The 13th edition (April 2025) shows stable overall engagement:

• Overall score: 7.1/10,
• 79% participation rate.

Two priority issues emerged:

• transparency in decision-making,
• the sustainability of workloads, with feedback highlighting mental load and structural understaffing.

Conversely, three major strengths stood out:

• team spirit,
• flexibility and work-life balance,
• learning opportunities.

The Transparency Roadmap: our 2025 actions

In response to these results, Partoo rolled out a structured action plan:

• 61 managers trained in a clearer, more collaborative decision-making method (average rating: 4.6/5),
• a dedicated session with the Executive Committee (COMEX) to align how sensitive decisions are communicated,
• making the salary grid available internally,
• gradually publishing Board Recaps and Financial Memos, to make our strategy clearer for all teams.

These actions serve a simple goal: making decisions easier to understand and access, and giving teams greater visibility into upcoming decisions.

Our objectives for 2026

To embed this momentum for the long term, Partoo plans to:

• organise at least one half-day workshop on transparency,
• strengthen monitoring of internal communication practices and information-sharing.

About Partoo

Partoo is a technology company founded in 2014. Our mission is to help businesses of all sizes and sectors build closer relationships with their customers, through an easy-to-use B2B SaaS solution designed to meet the demands of today’s digital buying journeys.

As a genuine all-in-one platform, Partoo helps organisations improve their online visibility, strengthen their online reputation, develop conversational commerce and, more broadly, make it easier to win new customers.

A solution designed to support tomorrow’s commercial success

We help businesses find more prospects, convert more customers and deliver a smoother digital experience. To do this, we’ve developed three complementary product families.

1. Visibility: getting found in the right places

Our solutions help businesses get visible wherever their customers search for them.

Products: Presence Management, Store Locator, Social Media.

2. Reputation: winning customers through a well-managed online reputation

We help businesses manage, improve and analyse their customer reviews.

Products: Review Management, Review Booster, Competitive Intelligence, Feedback Management.

3. Messaging: converting through conversational commerce

Our tools centralise conversations to make interactions easier and speed up conversion.

Products: Messages, Partoo Chat, Missed Calls, AI Chatbot.

Artificial Intelligence is built into the whole platform, automating certain tasks, improving operational efficiency and making everyday tasks easier for users.

Our customers

Partoo now supports more than 7,500 customers, covering 350,000 outlets, in 150 countries.

Our solution is used by retail chains, networks, resellers, SMEs and micro-businesses, brands, and public sector organisations, across a wide range of industries: banking, insurance, automotive, beauty, fashion, retail, food service, healthcare and many more.

Partoo in numbers

• 7,500 customers
• 250,000 synchronised outlets
• 330 employees
• 2 offices (Paris and Barcelona)
• NPS: 46
• Glassdoor: 4.3/5