Home / Gender equality index

Gender equality index
Femme-Homme

January 9, 2019 saw the publication of the decree on the terms and conditions for applying and calculating the gender equality index. Each year, companies must publish their index score. This 100-point score is calculated on the basis of 4 or 5 indicators (gender pay gap, individual pay rise distribution gap, promotion distribution gap, number of employees receiving a pay rise when returning from maternity leave, number of people of the under-represented sex in the top 10).

By March 1, 2022, companies with at least 50 employees will be required to publish their gender equality index score.

In addition, in accordance with the decree of February 25, 2022 on measures to eliminate pay gaps between men and women in the workplace, companies with a gender equality index score of less than 85 will negotiate and publish their improvement targets for each of the index indicators for which the maximum score has not been achieved.

For the 2025 calendar year, the ratings collected for our relevant companies are as follows:

Assistance Services

	Indicator value	Points obtained	Maximum number of points
Difference between basic and variable pay + individual bonuses	0.5	39	40
Difference in the distribution of individual increases	4	20	20
Breakdown of promotions	1.4	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	4	10	10

H.Reinier

	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	0.2	20	20
Breakdown of promotions	4.9	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

Onet Home

	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	4.4	10	20
Breakdown of promotions	1.8	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

Onet Airport Services Province

	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	1.2	35	35
Breakdown of promotions
Percentage of employees receiving a raise after maternity leave
Number of women and men in the top 10 highest earners	1	0	10

Onet Logistique

	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	1.6	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	1	0	10

Onet Logistics and Production

	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	1.7	20	20
Breakdown of promotions	1.4	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

Onet Parcs de Loisirs

	Indicator value	Points obtained	Maximum number of points
Difference between basic and variable pay + individual bonuses	0.4	39	40
Difference in the distribution of individual increases	1.5	20	20
Breakdown of promotions	6.7	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

OPFS

	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	1.1	20	20
Breakdown of promotions	0.6	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

Onet Propreté Transport Urbain IDF

	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	0.2	35	35
Breakdown of promotions
Percentage of employees receiving a raise after maternity leave
Number of women and men in the top 10 highest earners	0	0	10

Onet Security Human Solutions

	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	3.8	10	20
Breakdown of promotions	0.7	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

Onet Security Systems

	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	1.7	20	20
Breakdown of promotions			15
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

Onet Services

	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	0.4	20	20
Breakdown of promotions	2.9	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	3	5	10

Onet Services Antilles

	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	3.4	25	35
Promotion gap
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

Onet Technologies CN

	Indicator value	Points obtained	Maximum number of points
Difference between basic and variable pay + individual bonuses	0.3	39	40
Difference in the distribution of individual increases	1.1	20	20
Breakdown of promotions	1.9	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	1	0	10

Onet Technologies ND

	Indicator value	Points obtained	Maximum number of points
Difference between basic and variable pay + individual bonuses	2.3	37	40
Difference in the distribution of individual increases	1.8	20	20
Breakdown of promotions	1.9	15	15
Percentage of employees receiving a raise after returning from maternity leave	100	15	15
Number of women and men in the top 10 highest earners	0	0	10

Onet Technologies TI

	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	0.7	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

Prodim

	Indicator value	Points obtained	Maximum number of points
Difference between basic and variable pay + individual bonuses	9.9	27	40
Difference in the distribution of individual increases	0.5	35	35
Breakdown of promotions
Percentage of employees receiving a raise after maternity leave
Number of women and men in the top 10 highest earners	2	5	10

Logistics Management SAS

	Indicator value	Points obtained	Maximum number of points
Difference between basic and variable pay + individual bonuses	5.3	34	40
Difference in the distribution of individual increases	3.6	35	35
Breakdown of promotions
Percentage of employees receiving a raise after maternity leave
Number of women and men in the top 10 highest earners	4	10	10

SAS Management OT

	Indicator value	Points obtained	Maximum number of points
Difference between basic and variable pay + individual bonuses	25.8	0	40
Difference in the distribution of individual increases	3.9	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

SAS de Management Propreté et Services

	Indicator value	Points obtained	Maximum number of points
Difference between basic and variable pay + individual bonuses	1.6	38	40
Difference in the distribution of individual increases	9.6	5	20
Breakdown of promotions	0.3	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	2	5	10

SAS Safety and Hospitality Management

	Indicator value	Points obtained	Maximum number of points
Difference between basic and variable pay + individual bonuses	2.8	37	40
Difference in the distribution of individual increases	3.5	35	35
Breakdown of promotions
Percentage of employees receiving a raise after maternity leave			15
Number of women and men in the top 10 highest earners	1		10

Sinteo

	Indicator value	Points obtained	Maximum number of points
Difference between basic and variable pay + individual bonuses	3.1	36	40
Difference in the distribution of individual increases	5.5	35	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

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 annually the gender representation gap among senior executives and members of governing bodies.

For the calendar year 2025, the percentages of women and men in these two 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&AMP;P	Incalculable*		Incalculable**
OPFS	Incalculable*		Incalculable**
Onet Security Human Solutions	Incalculable*		Incalculable**
Onet Services	Incalculable*		Incalculable**
Onet Technologies TI	Incalculable*		20%	80%

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

** Gender representation gaps among members of governing bodies are incalculable when there is no governing body within the Company.

Gender equality indexFemme-Homme

Gap in representation among all governing bodies

Gender equality index
Femme-Homme