Gender equality index
Femme-Homme
| Indicator value | Points obtained | Maximum number of points | |
|---|---|---|---|
| Difference between basic and variable pay + individual bonuses | 1 | 39 | 40 |
| Difference in the distribution of individual increases | 7.9 | 20 | 20 |
| Breakdown of promotions | 3.5 | 10 | 15 |
| Percentage of employees receiving a raise after maternity leave | 100 | 15 | 15 |
| Number of women and men in the top 10 highest earners | 4 | 10 | 10 |
| Indicator value | Points obtained | Maximum number of points | Progress objectives | |
|---|---|---|---|---|
| Difference between basic and variable pay + individual bonuses | 8 | 31 | 40 | |
| Difference in the distribution of individual increases | 0.5 | 20 | 20 | |
| Breakdown of promotions | 4 | 15 | 15 | |
| Percentage of employees receiving a raise after maternity leave | 100 | 15 | 15 | |
| Number of women and men in the top 10 highest earners | 3 | 5 | 10 |
| Indicator value | Points obtained | Maximum number of points | |
|---|---|---|---|
| Difference between basic and variable pay + individual bonuses | 0.1 | 39 | 40 |
| Difference in the distribution of individual increases | 0.5 | 20 | 20 |
| Breakdown of promotions | 4 | 15 | 15 |
| Percentage of employees receiving a raise after maternity leave | 100 | 15 | 15 |
| Number of women and men in the top 10 highest earners | 3 | 5 | 10 |
| Indicator value | Points obtained | Maximum number of points | |
|---|---|---|---|
| Difference between basic and variable pay + individual bonuses | 0.6 | 39 | 40 |
| Difference in the distribution of individual increases | 0.1 | 20 | 20 |
| Breakdown of promotions | 2 | 15 | 15 |
| Percentage of employees receiving a raise after maternity leave | 100 | 15 | 15 |
| Number of women and men in the top 10 highest earners | 2 | 5 | 10 |
| Indicator value | Points obtained | Maximum number of points | |
|---|---|---|---|
| Difference between basic and variable pay + individual bonuses | 1 | 39 | 40 |
| Difference in the distribution of individual increases | 3 | 10 | 20 |
| Breakdown of promotions | 11.5 | 15 | 15 |
| Percentage of employees receiving a raise after maternity leave | 100 | 15 | 15 |
| Number of women and men in the top 10 highest earners | 4 | 10 | 10 |
| Indicator value | Points obtained | Maximum number of points | |
|---|---|---|---|
| Difference between basic and variable pay + individual bonuses | 1.2 | 38 | 40 |
| Difference in the distribution of individual increases | 1.5 | 35 | 35 |
| Breakdown of promotions | 4.4 | 10 | 15 |
| Percentage of employees receiving a raise after maternity leave | 100 | 15 | 15 |
| Number of women and men in the top 10 highest earners | 2 | 5 | 10 |
| Indicator value | Points obtained | Maximum number of points | |
|---|---|---|---|
| Pay gap | 0 | 38 | 40 |
| Difference in individual increases | 0.3 | 35 | 35 |
| Promotion gap | |||
| Percentage of employees receiving a raise after maternity leave | 100 | 15 | 15 |
| No. of employees of the under-represented sex among the 10 highest earners | 1 | 0 | 10 |
| Indicator value | Points obtained | Maximum number of points | |
|---|---|---|---|
| Difference between basic and variable pay + individual bonuses | 0.1 | 39 | 40 |
| Difference in the distribution of individual increases | 2.2 | 20 | 20 |
| Breakdown of promotions | 1.3 | 15 | 15 |
| Percentage of employees receiving a raise after maternity leave | 100 | 15 | 15 |
| Number of women and men in the top 10 highest earners | 0 | 0 | 10 |
| Indicator value | Points obtained | Maximum number of points | |
|---|---|---|---|
| Difference between basic and variable pay + individual bonuses | 1 | 39 | 40 |
| Difference in the distribution of individual increases | .0.7 | 20 | 20 |
| Breakdown of promotions | 0.5 | 15 | 15 |
| Percentage of employees receiving a raise after maternity leave | 100 | 15 | 15 |
| Number of women and men in the top 10 highest earners | 3 | 5 | 10 |
| Indicator value | Points obtained | Maximum number of points | |
|---|---|---|---|
| Difference between basic and variable pay + individual bonuses | 3.7 | 36 | 40 |
| Difference in the distribution of individual increases | .0.1 | 20 | 20 |
| Breakdown of promotions | 0.1 | 15 | 15 |
| Percentage of employees receiving a raise after maternity leave | 100 | 15 | 15 |
| Number of women and men in the top 10 highest earners | 0 | 0 | 10 |
| Indicator value | Points obtained | Maximum number of points | |
|---|---|---|---|
| Difference between basic and variable pay + individual bonuses | 0 | 40 | 40 |
| Difference in the distribution of individual increases | 1.5 | 35 | 35 |
| Breakdown of promotions | |||
| Percentage of employees receiving a raise after maternity leave | 100 | 15 | 15 |
| Number of women and men in the top 10 highest earners | 0 | 0 | 10 |
| Indicator value | Points obtained | Maximum number of points | |
|---|---|---|---|
| Difference between basic and variable pay + individual bonuses | 0.1 | 39 | 40 |
| Difference in the distribution of individual increases | 2 | 20 | 20 |
| Breakdown of promotions | 1.2 | 15 | 15 |
| Percentage of employees receiving a raise after maternity leave | 100 | 15 | 15 |
| Number of women and men in the top 10 highest earners | 0 | 0 | 10 |
| Indicator value | Points obtained | Maximum number of points | Progress objectives | |
|---|---|---|---|---|
| Difference between basic and variable pay + individual bonuses | 5.5 | 34 | 40 | |
| Difference in the distribution of individual increases | 5.2 | 20 | 20 | |
| Breakdown of promotions | 3.7 | 15 | 15 | |
| Percentage of employees receiving a raise after maternity leave | ||||
| Number of women and men in the top 10 highest earners | 0 | 0 | 10 |
| Indicator value | Points obtained | Maximum number of points | |
|---|---|---|---|
| Difference between basic and variable pay + individual bonuses | 0.1 | 39 | 40 |
| Difference in the distribution of individual increases | 0.6 | 20 | 20 |
| Breakdown of promotions | 2 | 15 | 15 |
| Percentage of employees receiving a raise after maternity leave | 100 | 15 | 15 |
| Number of women and men in the top 10 highest earners | 0 | 0 | 10 |
| Indicator value | Points obtained | Maximum number of points | Progress objectives | |
|---|---|---|---|---|
| Difference between basic and variable pay + individual bonuses | 0 | 40 | 40 | |
| Difference in the distribution of individual increases | 4.2 | 25 | 35 | |
| Promotion gap | ||||
| Percentage of employees receiving a raise after maternity leave | ||||
| Number of women and men in the top 10 highest earners | 3 | 5 | 10 |
| Indicator value | Points obtained | Maximum number of points | |
|---|---|---|---|
| Difference between basic and variable pay + individual bonuses | 0.1 | 39 | 40 |
| Difference in the distribution of individual increases | 2.5 | 35 | 35 |
| Percentage of employees receiving a raise after maternity leave | |||
| Number of women and men in the top 10 highest earners | 4 | 10 | 10 |
| Indicator value | Points obtained | Maximum number of points | |
|---|---|---|---|
| Difference between basic and variable pay + individual bonuses | 2.1 | 37 | 40 |
| Difference in the distribution of individual increases | 3.4 | 20 | 20 |
| Breakdown of promotions | 3.1 | 15 | 15 |
| Percentage of employees receiving a raise after maternity leave | 100 | 15 | 15 |
| Number of women and men in the top 10 highest earners | 2 | 5 | 10 |
| Indicator value | Points obtained | Maximum number of points | Progress objectives | |
|---|---|---|---|---|
| Difference between basic and variable pay + individual bonuses | 5.4 | 34 | 40 | |
| Difference in the distribution of individual increases | 0.6 | 20 | 20 | |
| Breakdown of promotions | 1.5 | 15 | 15 | |
| Percentage of employees receiving a raise after returning from maternity leave | ||||
| Number of women and men in the top 10 highest earners | 0 | 0 | 10 |
| Indicator value | Points obtained | Maximum number of points | ||
|---|---|---|---|---|
| Difference between basic and variable pay + individual bonuses | 0.2 | 39 | 40 | |
| Difference in the distribution of individual increases | 0.2 | 20 | 20 | |
| Breakdown of promotions | 0.4 | 15 | 15 | |
| Percentage of employees receiving a raise after maternity leave | 100 | 15 | 15 | |
| Number of women and men in the top 10 highest earners | 0 | 0 | 10 |
| Indicator value | Points obtained | Maximum number of points | Progress objectives | |
|---|---|---|---|---|
| Pay gap | 9.7 | 27 | 40 | Guarantee 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 increases | 1.7 | 35 | 35 | |
| Promotion gap | ||||
| Percentage of employees receiving a raise after maternity leave | 100 | 15 | 15 | |
| No. of employees of the under-represented sex among the 10 highest earners | 1 | 0 | 10 | Encourage the employment and/or mobility of women in positions of high responsibility and remuneration. |
| Indicator value | Points obtained | Maximum number of points | Correction measures | |
|---|---|---|---|---|
| Difference between basic and variable pay + individual bonuses | 12.5 | 21 | 40 | |
| Difference in the distribution of individual increases | 6.1 | 35 | 35 | |
| Breakdown of promotions | ||||
| Percentage of employees receiving a raise after maternity leave | 100 | 15 | 15 | |
| Number of women and men in the top 10 highest earners | 1 | 0 | 10 |
| Indicator value | Points obtained | Maximum number of points | Correction measures | |
|---|---|---|---|---|
| Difference between basic and variable pay + individual bonuses | 24.6 | 0 | 40 | |
| Difference in the distribution of individual increases | 1.2 | 35 | 35 | |
| Breakdown of promotions | ||||
| Percentage of employees receiving a raise after maternity leave | 100 | 15 | 15 | |
| Number of women and men in the top 10 highest earners | 2 | 5 | 10 |
| Indicator value | Points obtained | Maximum number of points | |
|---|---|---|---|
| Difference between basic and variable pay + individual bonuses | 0 | 40 | 40 |
| Difference in the distribution of individual increases | 2.8 | 25 | 35 |
| Percentage of employees receiving a raise after maternity leave | 100 | 15 | 15 |
| Number of women and men in the top 10 highest earners | 4 | 10 | 10 |
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
- Prodim
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 2024, the percentages of women and men in these 2 groups for our companies concerned are as follows:| COMPANIES | Percentage of women and men among senior managers | Percentage of male and female members of management bodies | ||
| Women | Men | Women | Men | |
| H.REINIER | Incalculable* | Incalculable** | ||
| L&P | Incalculable* | 12.5% | 87.5% | |
| OPFS | Incalculable* | Incalculable** | ||
| Onet Security Human Solutions | Incalculable* | Incalculable** | ||
| Onet Services | Incalculable* | Incalculable** | ||
| Onet Technologies TI | Incalculable* | 27.3% | 73.7% | |