Gender Equality Index Statement

Overview

This document presents the results of the gender equality index, calculated in accordance with current regulations. The index is calculated based on five indicators, for a total of 100 points.

1 - Pay gap (40 points)

Score achieved: 35 out of 40 points

This indicator measures the gender pay gap by socio-professional category and age group.

Detailed results by category and age group:

• Under 30:

  • Employees: 0.14% increase
  • Engineers and managers: no discrepancies found
  • TAM: No discrepancies found

• Ages 30 to 39:

  • Employees: 0.35% increase
  • Engineers and managers: a negative gap of 0.12%
  • TAM: No discrepancies found

• Ages 40 to 49:

  • Employees: 1.94% increase
  • Engineers and managers: a positive gap of 0.69%
  • TAM: positive deviation of 0.02%

• Ages 50 and older:

  • Employees: a decrease of 0.07%
  • Engineers and managers: a positive gap of 1.48%
  • TAM: positive deviation of 0.47%

Pay gap: 258 employees (195 women, 63 men)

2 - Differences in individual pay increases (20 points)

Score achieved: 20 out of 20

There have been increases, and the active workforce now accounts for more than 40% of the total workforce.

Detailed results by category:

• Employees: a 1.76% gap in favor of the underrepresented gender

• TAM: a 1.01% gap in favor of the underrepresented gender

• Engineers and managers: a 2.47% gap in favor of the underrepresented gender

Differences in individual pay increases: 275 employees (210 women, 65 men)

3 - Discrepancies in promotions (15 points)

Score achieved: 15 out of 15

There have been promotions, and the number of active personnel now accounts for more than 40% of the total workforce.

Detailed results by category:

• Employees: a gap of 0.011% in favor of the underrepresented gender

• TAM: a gap in favor of the underrepresented gender of 0.011%

• Engineers and managers: a gap in favor of the underrepresented gender of 0.033%

Promotion gaps: 275 employees (210 women, 65 men)

4 - Percentage of employees who received a raise upon returning from maternity leave (15 points)

Score achieved: 15 out of 15

This indicator measures the percentage of female employees who received a raise during the year following their return from maternity leave.

Result: 100% of women returning from maternity leave received a raise.

The company received the highest possible score for this indicator.

5 - Number of employees of the underrepresented gender among the 10 highest-paid employees (10 points)

Score: 10 out of 10

This indicator is designed to measure pay equity among the company's highest earners.

Result:

• Among the company's 10 highest-paid employees:

  • 4 of them are women
  • 6 are men

This result demonstrates a balanced representation of the underrepresented gender among the company's highest-paid employees, resulting in the maximum score for this indicator.

Summary of scores

1. Pay gap: 35 / 40

2. Differences in individual raises: 20 / 20

3. Promotion gaps: 15 / 15

4. Maternity leave: 15 / 15

5. Top 10 salaries: 10 out of 10

OVERALL SCORE: 95 / 100

Gender Equality Index

Publication

Publication date: March 2026