ACTIA Group’s Eligible French Companies Publish Their Gender Equality Index
The methodology for calculating the index is designed to measure disparities based on indicators defined by the decree of January 8, 2019. This decree implements provisions aimed at eliminating wage gaps between women and men in the workplace and addressing sexual violence and sexist behavior at work. Depending on workforce size thresholds (up to 250 employees), the calculation methods vary.
For the year 2024, the index results are as follows:
For the year 2024, the index results are as follows:
|
|
ACTIA Automotive
|
Barème
|
ACTIA Aerospace
|
ACTIA Energy
|
ACTIA Railway
|
Barème
|
|---|---|---|---|---|---|---|
|
Pay gap by age group *
|
37
|
40
|
35
|
34
|
39
|
40
|
|
Disparity in salary increases *
|
20
|
20
|
25
|
35
|
35
|
35
|
|
Disparity in promotions *
|
15
|
15
|
NA
|
NA
|
NA
|
NA
|
|
Return from maternity leave *
|
15
|
15
|
INC
|
15
|
15
|
15
|
|
Number of individuals of the underrepresented gender among the highest salaries *
|
0
|
10
|
0
|
0
|
0
|
10
|
|
Total of calculable indicators *
|
87
|
100
|
60
|
84
|
89
|
100
|
|
Index / 100 points *
|
87
|
|
71
|
84
|
89
|
|
Source: ACTIA Human Resources – Year 2024
About the Scores:
Following a “carve-out” operation, the ACTIA Telecom entity was divided into three smaller entities: ACTIA Aerospace, ACTIA Energy, and ACTIA Railway. As a result, certain professional categories are now underrepresented and are no longer included in index calculations.
ACTIA Aerospace: The indicator for salary increases is skewed because many women newly hired in 2024 did not benefit from individual salary increases (In accordance with company agreements for new hires). To improve the score, an agreement has been reached with employee representatives. The measures focus mainly on increasing female representation within the company and renewing the budget dedicated to professional equality.
ACTIA Energy: The observed pay gap is based on only 3 out of 16 age brackets (validity criterion). As a result, only a small portion of the workforce is considered. A more in-depth study will be conducted to objectively assess this disparity.
* The gender equality index for STEEL Electronique is not calculable.
ACTIA Aerospace: The indicator for salary increases is skewed because many women newly hired in 2024 did not benefit from individual salary increases (In accordance with company agreements for new hires). To improve the score, an agreement has been reached with employee representatives. The measures focus mainly on increasing female representation within the company and renewing the budget dedicated to professional equality.
ACTIA Energy: The observed pay gap is based on only 3 out of 16 age brackets (validity criterion). As a result, only a small portion of the workforce is considered. A more in-depth study will be conducted to objectively assess this disparity.
* The gender equality index for STEEL Electronique is not calculable.
Our Commitment to Professional Equality
ACTIA is committed to ensuring equality for all by integrating principles of inclusion, fairness, non-discrimination, transparency, and respect into its processes.
We firmly believe that diversity and gender equality are key drivers of performance and innovation. That is why we strive to guarantee equal treatment at every stage of the professional journey, from non-discriminatory recruitment and fair access to training, to talent promotion based on skills and performance, and career development support.
ACTIA ensures equal development opportunities for all employees, enabling everyone to access the same career paths, professional advancements, classification levels, and leadership positions.
We continue our efforts to strengthen this dynamic and make further progress toward genuine and lasting equality. For us, this means working together to build a socially responsible world.
We firmly believe that diversity and gender equality are key drivers of performance and innovation. That is why we strive to guarantee equal treatment at every stage of the professional journey, from non-discriminatory recruitment and fair access to training, to talent promotion based on skills and performance, and career development support.
ACTIA ensures equal development opportunities for all employees, enabling everyone to access the same career paths, professional advancements, classification levels, and leadership positions.
We continue our efforts to strengthen this dynamic and make further progress toward genuine and lasting equality. For us, this means working together to build a socially responsible world.