ACTIA Group

Gender equality

ACTIA Group’s eligible french companies publish their Gender Equality Index

As part of the legal requirements on transparency and the promotion of professional equality between women and men, ACTIA Group companies publish their Gender Equality Index each year. Beyond this regulatory exercise, the publication also provides an opportunity to reaffirm the Group’s continued commitment to fostering an increasingly inclusive and fair organization, in line with its values and long-term commitments.
For the year 2025, the index results are as follows:
ACTIA Automotive
ACTIA Aerospace
ACTIA Energy
ACTIA Railway
STEEL Électronique
Gender pay gap (%)
38
36
UNC
38
UNC
Gap in individual salary increase rates (% or equivalent number of employees)
10
35
35
25
UNC
% of employees receiving a pay increase upon return from maternity leave
10
UNC
UNC
UNC
UNC
Number of employees of under-represented gender among the 10 highest earners
15
5
10
Total calculable indicators
73
76
35
63
10
INDEX (out of 100 points)
73
89
UNC
74
UNC
UNC: uncalculable
Source: ACTIA Human Resources – Year 2025

A Positive Momentum Confirmed for ACTIA Aerospace

In 2025, ACTIA Aerospace achieved a score of 89 points, marking a significant improvement compared to the previous year (71 points).

This progress reflects the positive impact of the initiatives implemented at Group level, whose effects are gradually being felt across the various entities.

This result notably reflects:
  • the gradual structuring of a more consistent compensation policy, focused on reducing pay gaps and bringing greater transparency to career development paths.
  • the strengthening of professional development policies, improving women’s access to management and leadership roles.
  • extensive work conducted with HR teams and managers to reinforce fairness in individual salary increase and promotion processes.
  • the attention given to return from maternity leave, which is now fully integrated into HR monitoring and annual evaluation discussions.
  • and more broadly, the daily promotion of an open and attentive corporate culture, committed to ensuring equal opportunities for all.
ACTIA Aerospace’s strong performance illustrates the tangible impact of the Group’s longstanding commitment to professional equality. It also confirms that in a stable economic environment, these actions can fully deliver their intended results.

Constrained Results for ACTIA Automotive and ACTIA Railway

In 2025, ACTIA Automotive (73 points) and ACTIA Railway (74 points) reported less favourable Index scores. Although these results partially reflect the actions undertaken, they remain strongly influenced by the specific circumstances faced by each entity.

A Generally Unfavourable Economic Environment for ACTIA Automotive

The year 2025 saw a decline in the mobility markets served by ACTIA Automotive in Europe, directly affecting the company’s economic situation. In this context, the flexibility available to fully implement the range of measures related to gender equality was considerably limited.

Thus, although the Group’s overarching principles for compensation policy remain in place, some corrective measures could not be implemented at a sufficient level to deliver immediate improvements. The 2025 results should therefore be interpreted in light of this major constraint.

A Necessary Reorganization at ACTIA Railway

ACTIA Railway had to undertake a restructuring plan essential to ensure the sustainability of its operations. This reorganization inevitably restricted the ability to deploy certain key HR initiatives, particularly those related to career development and individualized support. The effects of the equality policies are real, but they were partially offset by the exceptional social and economic context experienced in 2025.

A Steady Trajectory: Continuing Efforts to Support Professional Equality

Despite these circumstances, ACTIA Group reaffirms the importance it places on equality between women and men. The initiatives already in place will continue to be structured and monitored, with the ambition of progressively strengthening:
  • the representation of women across all functions, and particularly in management roles.
  • internal mechanisms aimed at reducing pay disparities, subject to the evolution of the general wage increase budgets planned through 2026.
  • the governance of recruitment, mobility and promotion processes, to ensure a more balanced and sustainable gender mix.
The Group thus continues on its proactive path: even in an unstable economic environment, ACTIA remains committed to building an inclusive, respectful organization firmly focused on equal opportunity for all.

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