This index enables companies to measure their level of professional equality between women and men on an annual basis.
SOGEDESCA: 78.82/100
In accordance with provisions aimed at eliminating the gender pay gap, our company SOGEDESCA publishes its Gender Equality Index, which stands at 78.82 points out of 100 for 2024.
It is calculated on the basis of five criteria:
- The gender pay gap (27 points out of 40)
- The distribution of individual pay raises (20 points out of 20)
- The distribution of promotions (NC)
- The number of female employees who received a pay raise in the year they returned from maternity leave (15 points out of 15)
- Gender diversity among the 10 highest paid employees in the company (5 points out of 10)
For 2025, we have set ourselves the following growth targets:
- Distribution of individual increases: 31/40
- Distribution of promotions: 20/20
- The number of female employees who received a raise in the year they returned from maternity leave: 15/15
- Gender diversity among the 10 highest earners in the company: 5/10
To achieve these progress targets, the company will ensure that:
- It allocates individual salary increases fairly between women and men in the same job classification during the salary review process;
- It recruits a diverse workforce, both internally and externally;
- It informs and raises awareness among managers about our diversity policy, particularly regarding non-discrimination in hiring, combating sexual harassment, and sexist behavior. More broadly, it will raise awareness about inclusive practices and the importance of promoting a respectful and equitable work environment.
PROLIANS LOGISTIQUE CENTRE EST: 89/100
In accordance with legal provisions aimed at eliminating the gender pay gap, our company PROLIANS LOGISTIQUE CENTRE EST publishes its Gender Equality Index, which stands at 89 points out of 100 in 2024.
It is calculated based on four criteria:
- The gender pay gap (39 points out of 40)
- Distribution of individual increases (35 points out of 35)
- The number of female employees who received a raise in the year they returned from maternity leave (NC)
- Gender diversity among the 10 highest earners in the company (0 points out of 10)
This indicator reflects our diversity policy.
Aware that the diversity of our teams is a source of richness, we are committed to an active approach that offers equal opportunities and guarantees to women and men in the recruitment, compensation, training, and promotion processes.
This approach is a source of fulfillment, human enrichment, and openness.
We will strive to continue our efforts.
INFODESCA: 87.06/100
In accordance with provisions aimed at eliminating gender pay gaps, our company publishes its Gender Equality Index, which stands at 87.06 points out of 100 for 2024.
It is calculated based on four criteria:
- The gender pay gap (39 points out of 40)
- Distribution of individual increases (35 points out of 35)
- The number of female employees returning from maternity leave who received a raise upon their return (NC – out of 15 points).
- Gender diversity among the 10 highest earners in the company (0 points out of 10)
This indicator reflects our diversity policy.
Aware that the diversity of our teams is a source of richness, we are committed to an active approach that offers the same guarantees of opportunity and equal treatment to women and men in the recruitment, compensation, training, and promotion processes.
This approach is a source of fulfillment, human enrichment, and openness.
We will strive to continue our efforts with a view to progress.
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