Professional gender equality index

professional gender equality index © Professional gender equality index
Professional gender equality index

2023 SCORE

The gender equality index was calculated for INITIAL with a score of 84/100, above the 75 points required by the decree.
The professional gender equality index was calculated out of 100 points using the following indicators:
  • Gender pay gap: for this indicator, INITIAL received a score of 34/40. Favorable to men.
  • Individual increase distribution gap: INITIAL scored 35/35 on this indicator.
  • Number of employees receiving a rise on return from parental leave: 15/15.
  • Number of people of the under-represented gender amongst the 10 highest earners: INITIAL received a score of 0/10 for this indicator. Men over-represented.
  • Promotion distribution gap (only in companies with more than 250 employees).
COMMITMENT Action plan requiring implementation
INITIAL wishes to affirm its commitment to the principle of non-discrimination, particularly between women and men. This is part of a wider framework of equal opportunity from the moment of hiring and at all phases of professional life. The following progress objectives have been identified as well as corrective and remedial actions.

INITIAL wishes to affirm its commitment to the principle of non-discrimination, particularly between women and men. This is part of a wider framework of equal opportunity from the moment of hiring and at all phases of professional life.

The following progress objectives have been identified as well as corrective and remedial actions.

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THE INTRODUCTION OF THIS PROFESSIONAL GENDER EQUALITY INDEX, MEANS COMPANIES WILL BE ABLE TO MEASURE WHERE THEY STAND IN TERMS OF GENDER EQUALITY.

It is simple, precise, reliable and transparent. Every year, it must be calculated and published by all companies, which will have to take corrective measures if the index reveals pay gaps between women and men. The five indicators that form the basis of the overall Index calculation will make it possible to identify potential points for improvement and the levers where members of the company can take action to make progress on equality.