At Astaé, diversity is not just a topic of discussion; it is part of our culture as global citizens because it reflects the diversity of the society in which we live.
Over the years spent defending expatriate executives, women, homosexuals, etc., of all origins and religions, the firm has developed much more than expertise in discrimination issues.
This is an area of law where there are many rules but court decisions are still too often timid.
Our commitment in this regard is part of the firm’s DNA. While it may sometimes be necessary to justify what one has or has not done, no one should ever have to justify who they are or are not.
Being a woman, pregnancy, family status, age, skin color, ethnic origin, nationality, health status, sexual orientation, or religion, to name just a few of the criteria defined by law, should never be taken into account in an employer’s assessment of professional performance.
These criteria do not entitle a company to discriminate in terms of pay, the granting of benefits or career advancement. Such practices constitute discrimination that can escalate into harassment, which Astaé often succeeds in having condemned.
Astaé is particularly active in the area of return to work after maternity leave and age discrimination, which sooner or later affects all managers. We regularly defend women who have been deprived of their jobs after maternity or parental leave and managers who have been pushed out after years of loyal service.
Parce que nous prenons au sérieux les concepts de responsabilité sociétale et parce que tout le monde n’a pas eu l’opportunité de devenir dirigeant ou cadre-dirigeant, chacun des avocats d’Astaé consacre environ une semaine par an à des missions d’aide juridictionnelle ou de pro bono.
Depuis près de dix ans, les fondateurs du cabinet ont bâti une maison dans laquelle ils ont créé une association au profit des enfants des rues de la ville d’Ambositra à Madagascar. Ils en assurent le financement et le suivi en se rendant sur place plusieurs fois par an.