Diversity, Equity & Inclusion

Progress targets 1:

• To have at least 25% women in senior management positions by 2025
• To encourage the recruitment of the under-represented gender at top management level, the company commits to receiving, as far as possible: candidates of the under-represented gender and at least 1 candidate of each gender at the final interview

Progress targets 2:

• The company sets itself a progress objective on the indicator concerning the pay gap, consisting of obtaining a score of 40/40 at the end of 3 years, by annually reducing unjustified pay gaps, which would not be based on objective and relevant criteria, so as to ensure, for the same work or for work of equal value, equal pay between women and men.

Measures:

• Monitor and ensure the proper distribution of the envelopes allocated to increases to reduce the pay gap between women and men in the absence of an objective explanation that could justify the pay gap observed.
• Mixity on our sales teams and access for women to individual variable pay systems determined at the time of recruitment to this type of position, while ensuring fairness of pay on recruitment.