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CSR Policy
Gender equality index :
20/20
Difference in the rate of individual increases (excluding promotions)
15/15
Difference in promotion rates
15/15
Percentage of employees who received a raise within one year of returning from maternity leave
0/10
Number of employees of the underrepresented gender among the 10 highest paid employees
Objective:
At least 5/10
Corrective action *2
Index on 100 points
84/100
- The Company undertakes to:
- participate, at the very least, in a job fair by the end of the year in order to raise awareness of its professions, particularly among women
- receive, during recruitment, female applications provided that they correspond to the criteria of the offer and/or the profiles sought, and at least one application of each sex at the final interview
- carry out an analysis of remuneration before March 31, 2024 in order to ensure that there are no unjustified pay gaps and, propose to the staff concerned, where appropriate, a salary readjustment as early as April
- be vigilant in guaranteeing equality between women and men whether in the distribution of envelopes allocated at the time of increases or at the time of hirings. ︎ - In the event of recruitment for this level of position, the Company undertakes to receive any female applications it may have received, provided they match the criteria of the vacancy and/or the profiles sought, and at least one application of each sex final interview. ︎