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Professional equality index

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Respect for diversity and equal opportunities are among the strong commitments of the STEF Group. To guide and improve its actions, the Group relies in France on the gender equality index, the results of which can be viewed on this page. Indeed, each year on March 1, companies with at least 50 employees are required to publish on their website the overall score of the Gender Equality Index, as well as the score obtained for each of the indicators. component. This obligation falls within the framework of the Avenir Professionnel law of September 5, 2018, which ultimately aims to eliminate the pay gap between women and men.

The index, out of 100 points, is composed of 4 to 5 indicators depending on whether the company has more or less than 250 employees : 

The pay gap, the distribution gap of individual salary increases, the distribution gap of promotions (only in companies with more than 250 employees), the number of female employees who received a raise upon return from maternity leave, the gender balance among the top 10 highest earners.

  • The pay gap between men and women,
  • The difference in the distribution of individual increases,
  • The difference in the distribution of promotions (only in companies with more than 250 employees),
  • The number of employees returning from maternity leave with a pay rise,
  • Parity among the 10 highest earners.

The Index is calculated at the level of each company constituting a legal entity, and therefore at the level of each subsidiary of the STEF Group.

Furthermore, in accordance with the Rixain Law of December 24, 2021, companies with an insufficient score on the index must establish, publish, and communicate corrective measures or progress objectives. This data is also available on this page when subsidiaries have obtained a score below 85 points.


Professional equality index

Progress objectives and corrective measures