CRPN has published its workplace gender equality index, which gives it 76 points out of 100.
France’s free career choice law of September 5, 2018, has made gender-based pay equality a performance requirement for all businesses.
To take proper account of CRPN’s specific characteristics and setup, our Management team checked with the Works Council (“CSE”) prior to selecting the following subcategories under the “executive” or “cadre” socio professional category for use in calculating our index:
- Executive (“cadre”),
- Mid-level manager (department manager)
- High-level manager (Director),
- Senior executive (“cadre dirigeant”).
Results by indicator
This means that, in 2022, CRPN’s Gender pay equality index is calculated out of a possible 100 points using the following 3 indicators:
- Pay gap between men and women: 25 points,
- Gap in individual pay raises: 35 points,
- Top management gender equality (number of members of the underrepresented gender among the 10 highest-paid employees): 5 points.
The indicator tied to the % of employees who received a raise over the year following their return from maternity leave cannot be calculated for 2022.
CRPN will be taking all necessary measures to improve this result over the coming years. As part of the Compulsory Yearly Negotiations (“NAO”) for 2022, our management team has pledged to take financial measures to reduce our gender-based pay gap.