Kereval is the combination of “KER” and “EVAL”, respectively “House” in Breton language and the beginning of the word “evaluation” for the test activity.
The logo refers with the magnifying glass and the character “angström” to the research of the infinitely small.
Kereval is still a legally, financially and technically independent company; this gives us an impartial vision and advice for our clients, but also an adaptability and ability to seize opportunities.
We constantly invest in research and development to maintain our level of excellence with major national accounts.
The satisfaction of the customer, the taste of work well done and the well-being of its employees are the ingredients which contribute to the quality of the service rendered, to the success of its customers and of Kereval; a virtuous loop!
PASSI qualification renewed
PASSI qualification and ISO/IEC 17 025 accreditation renewed
Kereval receives the “Prestataire d’Audit de la Sécurité des Systèmes d’Information” (PASSI) security visa from the Agence Nationale de la Sécurité des Systèmes d’Information (ANSSI)
Kereval is accredited ISOBUS Certification Laboratory by the AEF
e-Health interoperability test lab
The INRIA IHE Santé team joins Kereval which becomes a partner of IHE Europe.
Kereval obtains ISO/CEI 17025 accreditation under number 1-2347, Testing, available on www.cofrac.fr for its health IS interoperability testing activities.
Accreditation renewed in 2021
Kereval receives the CIR approval( Crédit Impôt Recherche)
Pilot test center for the automotive industry
Kereval becomes “Autosar Member Development” but also a pilot test center for Autosar (CTA pilot)
Creation of the Young Innovative Company (JEI) Kereval on July 9, 2002
Gender equality index
In accordance with Decree No. 2019-15 of January 8, 2019, the gender equality index must be calculated and published by companies with more than 50 employees. It has been designed as a tool to advance equality between women and men within the company. It measures the differences in pay and situation between women and men.
The score of 55/60 obtained by Kereval for 2020 is a good score on the aspects of salary increases. The few points lost concern the percentage of women among the 10 highest paid employees, which amounts to 20%; this is consistent with the share of women in the company (23%). This rate is explained by the fact that the company, having an IT services business, has difficulty recruiting women.
However, 85% of the company’s women are managers, compared to 70% of the men. In addition, the proportion of women in the production workforce has risen from 7% to 21% over the last five years, which is above the national average for the sector.
As one of the four indicators cannot be calculated because our groups by CSP have less than 3 women and 3 men, our index is calculated on 60 points maximum and not 100.