Companies with at least 50 employees must calculate and publish their Gender Equality Index annually. This obligation falls within the framework of the law “Avenir” of September 5, 2018, which ultimately aims to eliminate the pay gap between women and men.
Four criteria have been defined to calculate this index, with a maximum of 100 points. They highlight the points of progression on which to act when these disparities are unjustified.
In this context, we are pleased to inform you that all of the actions implemented to fight against inequalities, particularly salary inequalities between women and men, have resulted in the :
- 84 out of 100 for 2022,
- Compensation gap indicator: 36
- Individual increase rate gap indicator: 35
- Return from maternity leave indicator: incalculable
- High pay indicator: 0
These scores demonstrate our commitment to gender equality in the workplace.
Our objectives for the coming year concern the pay gap indicator and parity among the 10 highest paid employees.
We will strive to achieve higher scores on these two indicators by paying greater attention to equal treatment of women and men for the same work or work of equal value throughout their career in the company.
We will also ensure equal treatment of women and men in terms of salary progression and internal promotion to managerial or executive positions, as well as equal treatment of applications from both sexes, particularly in the case of recruitment to managerial or executive positions.