X

To country sites

France
onet.fr
Luxembourg
onet.lu
Spain
onet.es
United States
epm-inc.com

Gender equality index
Femme-Homme

Assistance Services

92

Indicator valuePoints obtainedMaximum number of points
Difference between basic and variable pay + individual bonuses2.93740
Difference in the distribution of individual increases8.52020
Breakdown of promotions3.61015
Percentage of employees receiving a raise after maternity leave1001515
Number of women and men in the top 10 highest earners41010

H.Reinier

94

Indicator valuePoints obtainedMaximum number of points
Difference between basic and variable pay + individual bonuses0.13940
Difference in the distribution of individual increases0.52020
Breakdown of promotions9.81515
Percentage of employees receiving a raise after maternity leave1001515
Number of women and men in the top 10 highest earners2510

Safety Hand

84

Indicator valuePoints obtainedMaximum number of pointsProgress objectives
Difference between basic and variable pay + individual bonuses0.13940Guarantee equal pay for men and women for the same job, with equivalent qualifications, skills and professional experience.
Difference in the distribution of individual increases22020
Breakdown of promotions3.11015Encouraging equal access to professional promotion opportunities for women and men within the company
Percentage of employees receiving a raise after maternity leave1001515
Number of women and men in the top 10 highest earners0010Encourage the employment and/or mobility of women in positions of high responsibility and remuneration.

Onet Home

88

Indicator valuePoints obtainedMaximum number of points
Difference between basic and variable pay + individual bonuses1.73840
Difference in the distribution of individual increases1.72020
Breakdown of promotions4.41015
Percentage of employees receiving a raise after maternity leave1001515
Number of women and men in the top 10 highest earners2510

Onet Airport Services Province

88

Indicator valuePoints obtainedMaximum number of points
Pay gap04040
Difference in individual increases0.33535
Promotion gap
Percentage of employees receiving a raise after maternity leave
No. of employees of the under-represented sex among the 10 highest earners0010

Onet Logistique

85

Indicator valuePoints obtainedMaximum number of points
Difference between basic and variable pay + individual bonuses04040
Difference in the distribution of individual increases1.32020
Breakdown of promotions2.41015
Percentage of employees receiving a raise after maternity leave1001515
Number of women and men in the top 10 highest earners1010

Onet Parcs de Loisirs

93

Indicator valuePoints obtainedMaximum number of points
Difference between basic and variable pay + individual bonuses 1.13840
Difference in the distribution of individual increases0.32020
Breakdown of promotions19.81515
Percentage of employees receiving a raise after maternity leave1001515
Number of women and men in the top 10 highest earners3510

Onet Propreté Transport Urbain IDF

88

Indicator valuePoints obtainedMaximum number of points
Difference between basic and variable pay + individual bonuses04040
Difference in the distribution of individual increases 1.52020
Breakdown of promotions01515
Percentage of employees receiving a raise after maternity leave15
Number of women and men in the top 10 highest earners0010

Onet Services

89

Indicator valuePoints obtainedMaximum number of points
Difference between basic and variable pay + individual bonuses0.13940
Difference in the distribution of individual increases 0.52020
Breakdown of promotions25.11015
Percentage of employees receiving a raise after maternity leave1001515
Number of women and men in the top 10 highest earners0010

Onet Services Antilles

94

Indicator valuePoints obtainedMaximum number of points
Difference between basic and variable pay + individual bonuses04040
Difference in the distribution of individual increases1.73535
Promotion gap
Percentage of employees receiving a raise after maternity leave15
Number of women and men in the top 10 highest earners3510

Onet Services Caraibes

99

Indicator valuePoints obtainedMaximum number of points
Difference between basic and variable pay + individual bonuses0.13940
Difference in the distribution of individual increases 2.53535
Percentage of employees receiving a raise after maternity leave
Number of women and men in the top 10 highest earners41010

Onet Technologies CN

94

Indicator valuePoints obtainedMaximum number of points
Difference between basic and variable pay + individual bonuses0.73940
Difference in the distribution of individual increases9.82020
Breakdown of promotions0.31515
Percentage of employees receiving a raise after maternity leave1001515
Number of women and men in the top 10 highest earners 2510

Onet Technologies ND

80

Indicator valuePoints obtainedMaximum number of pointsProgress objectives
Difference between basic and variable pay + individual bonuses4.53540Guarantee equal pay for men and women for the same job, with equivalent qualifications, skills and professional experience.
Difference in the distribution of individual increases1.12020
Breakdown of promotions31015Encouraging equal access to professional promotion opportunities for women and men within the company
Percentage of employees receiving a raise after returning from maternity leave1001515
Number of women and men in the top 10 highest earners0010Encourage the employment and/or mobility of women in positions of high responsibility and remuneration.

Onet Technologies TI

84

Indicator valuePoints obtainedMaximum number of pointsProgress objectives
Difference between basic and variable pay + individual bonuses0.13940Guarantee equal pay for men and women for the same job, with equivalent qualifications, skills and professional experience.
Difference in the distribution of individual increases2.42020
Breakdown of promotions3.11015Encourage equal access to professional promotion opportunities for women and men within the company.
Percentage of employees receiving a raise after maternity leave1001515
Number of women and men in the top 10 highest earners0010Encourage the employment and/or mobility of women in positions of high responsibility and remuneration.

Prodim

77

Indicator valuePoints obtainedMaximum number of pointsProgress objectives
Pay gap9.72740Guarantee equal pay for men and women for the same job, with equivalent qualifications, skills and professional experience. Promote gender diversity in positions where one gender predominates.
Difference in individual increases1.73535
Promotion gap
Percentage of employees receiving a raise after maternity leave1001515
No. of employees of the under-represented sex among the 10 highest earners1010Encourage the employment and/or mobility of women in positions of high responsibility and remuneration.

SAS de Management Propreté et Services

89

Indicator valuePoints obtainedMaximum number of points
Difference between basic and variable pay + individual bonuses 0.63940
Difference in the distribution of individual increases0.33535
Breakdown of promotions
Percentage of employees receiving a raise after maternity leave1001515
Number of women and men in the top 10 highest earners0010

SAS Safety and Hospitality Management

84

Indicator valuePoints obtainedMaximum number of pointsProgress objectives
Difference between basic and variable pay + individual bonuses 8.62940Guarantee equal pay for men and women for the same job, with equivalent qualifications, skills and professional experience. Promote gender diversity in positions where one gender predominates.
Difference in the distribution of individual increases1.73535
Breakdown of promotions
Percentage of employees receiving a raise after maternity leave1001515
Number of women and men in the top 10 highest earners2510Encourage the employment and/or mobility of women in positions of high responsibility and remuneration.

Sinteo

64

Indicator valuePoints obtainedMaximum number of pointsProgress objectives
Difference between basic and variable pay + individual bonuses1.23940Guarantee equal pay for men and women for the same job, with equivalent qualifications, skills and professional experience.
Difference in the distribution of individual increases6.92535Ensure there is no discrimination between men and women in the awarding of individual raises
Percentage of employees receiving a raise after maternity leave0015Ensure that each employee returning from maternity or adoption leave, if individual raises were paid during this leave, receives the average of the individual raises paid.
Number of women and men in the top 10 highest earners3510Encourage the employment and/or mobility of women in positions of high responsibility and remuneration.

Telem

86

Indicator valuePoints obtainedMaximum number of points
Difference between basic and variable pay + individual bonuses2.83740
Difference in the distribution of individual increases5.72020
Breakdown of promotions 01515
Percentage of employees receiving a raise after maternity leave1001515
Number of women and men in the top 10 highest earners 1010

For the companies listed below, the index cannot be calculated because, in accordance with legal provisions, no increase, promotion or return from maternity leave took place during the reference period, or because the pay gap indicator relates to group headcount of less than 40% of the company's workforce.

  • Onet Services Industrie
  • Onet Airport Services Paris

If the total number of points that can be obtained by the company before applying the proportionality rule is less than 75, the index is incalculable.

Gap in representation among all governing bodies

In accordance with the law of December 24, 2021, companies with at least 1,000 employees must publish each year the gaps in representation between women and men among senior executives and members of management bodies.

For calendar year 2023, the percentages of women and men in these 2 groups, for our companies concerned, are as follows:

COMPANIESPercentage of women and men among senior managersPercentage of male and female members of management bodies 
WomenMenWomenMen 
ONET SERVICESIncalculable*Incalculable** 
H.REINIERIncalculable*Incalculable** 
Onet Technologies TIIncalculable*0%100% 
MAIN SECURITEIncalculable*Incalculable** 

*The gender gap among senior executives is incalculable, either because there are no senior executives at all, or because there is only one senior executive within the Company.

** The gender representation gap among members of management bodies is incalculable when there is no management body within the Company.