Professional gender equality index

professional gender equality index © Professional gender equality index
Professional gender equality index

2025 SCORE

The gender equality index was calculated for INITIAL with a score of 42/100 or 25/60, due to the inability to calculate the gender pay gap indicator.
The professional gender equality index was calculated out of 100 points using the following indicators:
  • The gender pay gap: not calculable.
  • The gap in the distribution of individual pay rises: for this indicator, INITIAL scored 25/35, in favor of women.
  • The number of female employees receiving a pay rise on their return from maternity leave: for this indicator, INITIAL scored 0/15, despite a 50% increase in women receiving a pay rise on their return from maternity leave.
  • The number of people from the underrepresented gender among the 10 highest paid employees: for this indicator, INITIAL scored 0/10. Men are overrepresented.
  • Promotion distribution gap (only in companies with more than 250 employees).
COMMITMENT Action plan to be implemented
INITIAL wishes to affirm its commitment to the principle of non-discrimination, particularly between women and men. This is part of a wider framework of equal opportunity from the moment of hiring and at all phases of professional life. The following progress objectives have been identified as well as corrective and remedial actions.

INITIAL wishes to affirm its commitment to the principle of non-discrimination, particularly between women and men, which is part of a broader framework of equal opportunities from the moment of hiring and at all stages of professional life.

INITIAL firmly believes that gender diversity at all levels of the company, and diversity more broadly, are essential drivers for promoting complementarity, social balance, and economic performance.

Here is the action plan that has been defined

 

THE INTRODUCTION OF THIS PROFESSIONAL GENDER EQUALITY INDEX, MEANS COMPANIES WILL BE ABLE TO MEASURE WHERE THEY STAND IN TERMS OF GENDER EQUALITY.

It is simple, precise, reliable and transparent. Every year, it must be calculated and published by all companies, which will have to take corrective measures if the index reveals pay gaps between women and men. The five indicators that form the basis of the overall Index calculation will make it possible to identify potential points for improvement and the levers where members of the company can take action to make progress on equality.