Gender equality index
| Calculable indicator (1=yes, 0=no) | Final result obtained | Number of points obtained | Maximum number of indicator points | Maximum number of points for calculable indicators | |
|---|---|---|---|---|---|
| Indicator 1 : gender pay gap (in %) | 0 | NC* | 0 | 40 | 0 |
| Indicator 2 : difference in the rate of individual increases between men and women (in equivalent number of employees) | 1 | 9,2* | 15 | 35 | 35 |
| Indicator 3 : percentage of employees who received a raise in the year following their return from maternity leave | 1 | 100 | 15 | 15 | 15 |
| Indicator 4 : number of employees of the under-represented sex among the 10 highest paid | 1 | 3* | 5 | 10 | 10 |
| Total of calculable indicators | 35 | 100 | 60 | ||
| Professional equality index m/f | NC** | NC** |
INDICATOR 1 : NC* : score cannot be calculated taking into account the legal criteria of representativeness and relevance (at least 3 women and 3 men per CSP and age groups)
The valid workforce represents less than 40% of the total workforce
INDICATOR 2 : NC* : A gap in the rate of increase is noted in favor of men (43.8%)
9,2* : number of women who should have received an increase for the increase rates to be equal between men and women
INDICATOR 3 : Employees who returned from maternity leave during the reference period, and during which general and/or individual increases occurred for employees in the same professional category
The increase corresponds to the increase in remuneration linked to the salary catch-up obligation upon return from maternity leave
INDICATOR 4 : Men are over-represented among the highest paid employees
3* : number of women among the 10 highest earners (underrepresented sex)
NC** : the index is incalculable because the maximum number of points of the calculable indicators is less than 75