We make gender equality a priority.
Our commitments are based on three main areas: recruitment, training and remuneration.
The Equality Index
PROMOTING GENDER EQUALITY
We make gender equality a priority.
Our commitments are based on three main areas:
- Recruitment: Neutral and non-discriminatory recruitment processes.
- Training: Fair access for all to training and career development opportunities.
- Remuneration: Salaries determined on the basis of objective criteria (experience, skills, responsibilities, level of education).
We ensure that every employee has the same opportunities, regardless of gender. By implementing these concrete actions, we are helping to build a fair, inclusive and progressive professional environment.
Index of professional equality in our societies
This index assigns companies a score out of 100 based on five criteria.
Companies with at least 50 employees are required to publish their score for the previous year.
The companies of the Schiever Group achieved the following results in 2024:
Indicator relating to the pay gap: 39/40
Indicator relating to the gap in individual pay rises: 20/20
Indicator relating to promotion gaps: 15/15
Indicator relating to the percentage of employees who received a pay rise in the year following their return from maternity leave: 15/15
Indicator relating to the number of employees of the under-represented gender among the 10 highest paid employees: 0/10
Indicator relating to the pay gap: 39/40
Indicator relating to the gap in individual pay rises: 20/20
Indicator relating to promotion gaps: 15/15
Indicator relating to the percentage of employees who received a pay rise in the year following their return from maternity leave: 15/15
Indicator relating to the number of employees of the under-represented gender among the 10 highest paid employees: 0/10
Indicator relating to the pay gap: 33/40
Indicator relating to the gap in individual pay rises: 35/35
Indicator relating to the percentage of employees who received a pay rise in the year following their return from maternity leave: 15/15
Indicator relating to the number of employees of the under-represented gender among the 10 highest paid employees: 0/10
Indicator relating to the pay gap: 39/40
Indicator relating to the gap in individual pay rises: 35/35
Indicator relating to the percentage of employees who received a pay rise in the year following their return from maternity leave: 15/15
Indicator relating to the number of employees of the under-represented gender among the 10 highest paid employees: 0/10
Indicator relating to the pay gap: 37/40
Indicator relating to the gap in individual pay rises: 20/20
Indicator relating to promotion gaps: 15/15
Indicator relating to the percentage of employees who received a pay rise in the year following their return from maternity leave: 15/15
Indicator relating to the number of employees of the under-represented gender among the 10 highest paid employees: 0/10
Indicator relating to the pay gap: 40/40
Indicator relating to the gap in individual pay rises: 35/35
Indicator relating to promotion gaps: 14/15
Indicator relating to the percentage of employees who received a pay rise in the year following their return from maternity leave: 15/15
Indicator relating to the number of employees of the under-represented gender among the 10 highest paid employees: 5/10