Gender Equality Index
For the year 2025, the company’s Gender Equality Index stands at 71, which is below the regulatory threshold of 75 points.
In accordance with Articles L.1142-7, L.1142-9, and D.1142-6 to D.1142-14 of the French Labor Code, the company is implementing an action plan aimed at addressing the identified gaps.
This plan is established for a maximum duration of three years and will be subject to annual monitoring, with updates presented to the Works Council (CSE).
1. Findings
The analysis of results highlights two key areas for improvement:
- Underrepresentation of women among the top ten highest-paid employees
- A gap unfavorable to women in individual salary increase rates
2. Measures Regarding the Top Ten Highest-Paid Employees
To promote better balance, the company commits to:
- Conducting an annual mapping of high-responsibility positions
- Identifying and supporting female talent (mentoring, training, career development support)
- Formalizing criteria for access to strategic positions
- Ensuring balanced candidate representation in appointment processes
Objective:
- Achieve at least 20% women among the top ten highest-paid employees by 2028
3. Measures Regarding Individual Salary Increases
To ensure fairness:
- Annual analysis of salary increases by gender prior to validation
- Raising manager awareness of potential biases
- Implementing corrective budget allocations where necessary
Objective:
- Ensure that the gap between the percentage of women and men receiving salary increases does not exceed 4.5% by 2028
4. Monitoring
Annual monitoring will assess:
- Changes in the representation of women among the highest-paid employees
- Changes in salary increase gaps
- The effectiveness of implemented measures
Results will be presented to the Works Council (CSE) and incorporated into the annual Gender Equality Index calculation.
| Index | % | Points ratio | Results |
|---|---|---|---|
| Pay gap index | 40% | From 0 to 40 points | 36 |
| Individual pay rise rate gap index | 20% | From 0 to 20 points | 5 |
| Promotion rate gap index | 15% | From 0 to 15 points | 15 |
| Percentage of employees who received a raise in the year following their return from maternity leave | 15% | From 0 to 15 points | 15 |
| Number of employees under-represented gender in the 10 highest salary | 10% | From 0 to 10 points | 0 |
| Total | 71 |