Calculation of the professional equality index women – men 2025 based on year 2024
| Calculable indicator (1=yes, 0=no) |
Indicator value | Points earned | Maximum number of indicator points | Maximum number of points for calculable indicators | |
| 1 – Remuneration gap (in %) | 1 | 0.7 | 39 | 40 | 40 |
| 2 – Gap in individual increase (in % points) | 1 | 0.1 | 20 | 20 | 20 |
| 3 – Promotions gap (in % points) | 1 | 0.9 | 15 | 15 | 15 |
| 4 – Percentage of employees increase on return from maternity leave (%) | 1 | 100 | 15 | 15 | 15 |
| 5 – Number of employees of the under-represented sex among the 10 highest earners | 1 | 0 | 0 | 10 | 10 |
| Total of calculable indicators | 89 | 100 | |||
| INDEX (on 100 points) The total of the calculable indicators is reduced to 100 points points by applying the rule of proportionality. |
89 | 100 | |||
Progress objectives:
In accordance with French Finance Act no. 2020-1721 of December 29, 2020 and Articles L. 1142-9-1 and D. 1142-6-1 of the Labor Code, indicate the improvement targets set for each indicator for which the maximum score has not been achieved:
| Current | Objective | |
| Remuneration gap | 39/40 | Negotiations on professional equality are underway within the company with the social partners. |
| 10 highest earners | 0/10 | Internal and external recruitment of women in under-represented positions, particularly executives and managers. |