Impacting employers

Fostering diversity in the workplace

The OpenClassrooms mission is two-fold: Make Education Accessible means equipping individuals with up-to-date competencies and skills, but also fostering career progress and opening new professional perspectives to people from all backgrounds - especially to those who, for one reason or another, may encounter difficulties when looking for a job. 

This also yields benefits for employers. With OpenClassrooms, employers gain access to an untapped and expansive pool of diverse talent. This includes individuals from underrepresented backgrounds, as well as those who have undergone a comprehensive reskilling process at some point in their careers.

In early 2023, OpenClassrooms conducted a comprehensive survey among 3,000 of its students, with the following results:

  • 30%
    of respondents had no diploma before starting a training program with OpenClassrooms. This figure includes 12% of surveyed students who began a post-secondary education program but did not complete it.
  • 55%
    of respondents are first-generation post-secondary students
  • 33%
    One-third of respondents from diverse backgrounds reported experiencing discrimination at some point in their professional trajectory, whether due to ethnic background, age, or gender.

This data provided us with meaningful insights about how our graduates can contribute to creating a more inclusive and diverse workforce. It’s also a testament to the intelligence and resilience of our students.

Easy access to a rich talent pool

In recent years, OpenClassrooms has increasingly focused on the development of apprenticeship programs. Typically fully funded, these programs seamlessly integrate real-life experience with online training, playing a vital role in making education accessible.

While the apprenticeship model itself is effective in creating learning and career advancement opportunities, access to apprenticeships remains challenging for both employers and prospective apprentices. In some countries or regions, apprenticeships may not exist at all, or may be limited to blue-collar jobs. In other regions where the model is prevalent, administrative obstacles still complicate access.

In France, 44% of apprentices have encountered difficulties in finding a suitable position, while 34% of surveyed employers have opted to stop recruiting apprentices due to sourcing or administrative challenges. 

To facilitate access to the apprenticeship talent pool for employers, OpenClassrooms has developed a seamless recruitment process by creating a thoroughly automatized, 100% online talent marketplace. Employers looking for apprentices now have direct access to an online platform with a large pool of candidates. Similarly, candidates have the ability to apply with just a few clicks, streamlining the entire process. 

According to the Baromètre de l’alternance 2023 published by Adecco.

Easy and quick access to the right skills

Offering an easy and straightforward access to a diverse pool of candidates is an important aspect of accessible education. Another crucial step is to ensure that employers also have access to the right competencies when recruiting candidates.

In that perspective, OpenClassrooms advocates for a shift towards skills-based hiring, rather than relying solely on credentials and diplomas in recruitment practices. According to a large survey conducted by Generations among 1,325 employers in Europe, the United States and South America, employers who opted to recruit based on skills rather than diplomas experienced a 58% increase in the number of applications. Additionally, 84% of employers reported no difference between individuals recruited based on skills and those recruited based on diplomas.

One of the key pillars of the OpenClassrooms mission is to provide access to education and employment to a more diverse and enriched pool of individuals. As a result, thanks to OpenClassrooms, employers gain access to competencies and experiences that were previously difficult to source and hire. 

  • 84%
    of employers reported no difference between individuals recruited based on skills and those recruited based on diplomas


Discover the inspiring journeys of Fanny and Tamia, apprentices in France and the United States. Below is an excerpt of their stories, but you can read more on

After transitioning from a nail technician to an apprentice at Merck, I am now a Central Planning Support Specialist and am moving towards the role of an apprenticeship ambassador. Since my apprenticeship at this company, I have developed various skills in SEO, campaign strategy, project management, budget allocation, and email marketing, while also learning to better manage my anxiety and build confidence. My apprenticeship at Merck was a professional turning point, allowing me to significantly contribute to creating a shadowing program for new apprentices. This experience has transformed my career and strengthened my commitment to continuous learning and my company's success. 

Tamia, 19,Central Planning Support Specialist

After transitioning from a spa beautician and massage therapist to an unemployed individual, then to a web designer and front-end developer, I am now moving towards the role of a Full-Stack Developer. Since September 2023, I have been an apprentice at Société Générale, working on an internal application for the control and compliance department. My mentor, who is sensitive to inclusion, has helped me collaborate with the disability mission for accommodations related to my autism, improving integration and comfort within my team. This experience has been crucial for my well-being and professional growth.

Fanny, 45,Full-Stack Developer