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ACTIA Automotive and ACTIA Telecom publish their gender equality index

ACTIA Automotive and ACTIA Telecom publish their gender equality index

Under the application of French law no. 2018-771 of September 5, 2018 (the “professional future” law) and supplemented by decree no. 2019-15 of January 8, 2019, ACTIA Automotive SA and ACTIA Telecom SA are publishing the result of their gender equality index indicators.

The gender equality index is a report compiled each year by companies employing more than 50 employees to highlight any inequalities that may exist in the treatment of male and female employees. This measure was adopted by the executive committee to reinforce equal pay between men and women in the workplace, through the application of the “equal pay for equal work” principle.

The purpose of this law aim is to eliminate inequalities between men and women in the workplace by 2022.


INDICATORS

The gender equality index is calculated for ACTIA Automotive and ACTIA Telecom based on a government-defined methodology. The total score out of 100 is based on five indicators specified by the Government, with the following weighting:

  • Wage gap: 40%
  • Wage increase gap: 20%
  • Job promotions gap: 15%
  • Percentage of employees receiving a pay rise upon return from maternity leave: 15%
  • Number of men and women earning the ten highest salaries: 10%.

→ Adding up to a total: 100%

The index stands at 81 points out of 100 for ACTIA Automotive SA and at 86 points out of 100 for ACTIA Telecom SA.


ACTIA’S EQUALITY POLICY

ACTIA has been pursuing a proactive policy for many years to promote equal pay between its male and female employees. As part of this policy, a study is conducted once a year in order to correct any gaps.

The gender equality index results are deemed satisfactory but will of course need to be improved over the coming years. We are implementing a number of action plans to ensure improvement is made.

ACTIA is focusing on four key areas to promote gender diversity and professional equality:

  • Recruitment, to ensure that all applications are equally considered,
  • Pay, to guarantee the principles of equality throughout professional careers,
  • Professional training, to ensure equal skills development opportunities,
  • Professional promotion, to offer men and women the same opportunities in terms of jobs, career development and access to management positions.
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