{"id":56791,"date":"2026-02-27T11:16:26","date_gmt":"2026-02-27T10:16:26","guid":{"rendered":"https:\/\/www.eramet.com\/?p=56791"},"modified":"2026-02-27T11:24:01","modified_gmt":"2026-02-27T10:24:01","slug":"2025-professional-equality-index","status":"publish","type":"post","link":"https:\/\/www.eramet.com\/en\/news\/2025-professional-equality-index\/","title":{"rendered":"2025 Professional Equality Index"},"content":{"rendered":"

Gender equality is a long-term commitment of the Eramet group. Women currently represent 19% of the total workforce and 28.1% of managerial staff. <\/strong><\/p>\n

Actions are implemented at the Group level as well as locally to promote our professions to women and the provisions outlined in the Gender Equality agreements signed on many sites in mainland France.<\/strong><\/p>\n

In May 2018, the French Government presented a comprehensive action plan to combat sexist and sexual violence and put an end to pay inequalities between women and men. The legislative measures were adopted in the Law for the Freedom to Choose One’s Professional Future, promulgated on September 5, 2018.<\/p>\n

Within this framework, a professional equality index has been set up by the Government, comprising 4 or 5 indicators, depending on whether the company has fewer or more than 250 employees, giving a score out of 100. It must be published annually.<\/p>\n

The indicators are as follows:<\/p>\n

    \n
  • Indicator 1<\/strong>: Gender pay gap,<\/li>\n
  • Indicator 2<\/strong>: Difference in the distribution of individual raises,<\/li>\n
  • Indicator 3: <\/strong>Variance in the distribution of promotions (only in companies with over 250 employees),<\/li>\n
  • Indicator 4: <\/strong>The number of employees receiving a raise on return from maternity leave,<\/li>\n
  • Indicator 5<\/strong>: Parity among the 10 highest earners.<\/li>\n<\/ul>\n

    The reference period chosen by Eramet for this monitoring is the calendar year: from January 1er <\/sup> to December 31 of the year preceding publication.<\/p>\n

    Index results for companies with more than 250 employees :<\/h2>\n<\/div>\n
    \n\n\n\n\n\n\n\n\n\n\n
    Index published on March 1st<\/sup> 2026<\/strong><\/th>\nMaximum number of points<\/strong><\/th>\nERAMET SA <\/strong><\/th>\n<\/tr>\n<\/thead>\n
    Indicator 1: <\/strong>Gender pay gap<\/td>\n40<\/td>\n37<\/td>\n<\/tr>\n
    Indicator 2<\/strong>: Difference in the distribution of individual salary increases<\/td>\n20<\/td>\n20<\/td>\n<\/tr>\n
    Indicator 3<\/strong>: Promotion distribution gap<\/td>\n15<\/td>\n15<\/td>\n<\/tr>\n
    Indicator 4<\/strong>: number of employees receiving a raise after returning from maternity leave<\/td>\n15<\/td>\n15<\/td>\n<\/tr>\n
    Indicator 5<\/strong>: Parity among the 10 highest earners<\/td>\n10<\/td>\n5<\/td>\n<\/tr>\n
    TOTAL \/100<\/strong><\/td>\n100<\/strong><\/td>\n92<\/strong><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n

     <\/p>\n

    Index results for companies with fewer than 250 employees :<\/h2>\n<\/div>\n
    \n\n\n\n\n\n\n\n\n\n
    Index published on March 1st<\/sup> 2026<\/strong><\/th>\nMaximum number of points<\/strong><\/th>\nERAMET IDEAS<\/strong><\/th>\n<\/tr>\n<\/thead>\n
    Indicator 1: <\/strong>Gender pay gap<\/td>\n40<\/td>\n38<\/td>\n<\/tr>\n
    Indicator 2<\/strong>: Difference in the distribution of individual increases linked or not to a promotion<\/td>\n35<\/td>\n35<\/td>\n<\/tr>\n
    Indicator 4<\/strong>: number of employees receiving a raise after returning from maternity leave<\/td>\n15<\/td>\n15<\/td>\n<\/tr>\n
    Indicator 5<\/strong>: Parity among the 10 highest earners<\/td>\n10<\/td>\n10<\/td>\n<\/tr>\n
    TOTAL \/100<\/strong><\/td>\n100<\/strong><\/td>\n98<\/strong><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n\n
    \n\n\n\n\n\n\n\n\n\n
    Index published on March 1er<\/sup> 2026<\/strong><\/th>\nMaximum number of points<\/strong><\/th>\nERAMET SERVICES<\/strong><\/th>\n<\/tr>\n<\/thead>\n
    Indicator 1: <\/strong>Gender pay gap<\/td>\n40<\/td>\n38<\/td>\n<\/tr>\n
    Indicator 2<\/strong>: Difference in the distribution of individual increases linked or not to a promotion<\/td>\n35<\/td>\n35<\/td>\n<\/tr>\n
    Indicator 4<\/strong>: number of employees receiving a raise after returning from maternity leave<\/td>\n15<\/td>\nIncalculable *<\/td>\n<\/tr>\n
    Indicator 5<\/strong>: Parity among the 10 highest earners<\/td>\n10<\/td>\n0<\/td>\n<\/tr>\n
    TOTAL \/100<\/strong><\/td>\n100<\/strong><\/td>\n86**<\/strong><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n

    * There were no returns from maternity leave during the period in question for valid employees.
    \n**When one or more indicators are not calculable, the total number of points obtained for calculable indicators is reduced to 100 by applying the proportionality rule.<\/p>\n<\/div>

    Note that the index is incalculable for Comilog Dunkerque.<\/p>\n<\/div>\n

    \n\n\n\n\n\n\n\n\n\n
    Index published on March 1er<\/sup> 2026<\/strong><\/th>\nMaximum number of points<\/strong><\/th>\nCOMILOG DUNKERQUE<\/strong><\/th>\n<\/tr>\n<\/thead>\n
    Indicator 1: <\/strong>Gender pay gap<\/td>\n40<\/td>\nIncalculable*<\/td>\n<\/tr>\n
    Indicator 2<\/strong>: Difference in the distribution of individual increases linked or not to a promotion<\/td>\n35<\/td>\n35<\/td>\n<\/tr>\n
    Indicator 4<\/strong>: number of employees receiving a raise after returning from maternity leave<\/td>\n15<\/td>\nIncalculable**<\/td>\n<\/tr>\n
    Indicator 5<\/strong>: Parity among the 10 highest earners<\/td>\n10<\/td>\n0<\/td>\n<\/tr>\n
    TOTAL \/100<\/strong><\/td>\n100<\/strong><\/td>\nIncalculable<\/strong><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n

    * valid employees represent less than 40% of the total workforce.
    \n** No valid employees returned from maternity leave during the period in question.<\/p>\n<\/div><\/div><\/div><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":3,"featured_media":46781,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[45,44],"tags":[207,161],"class_list":["post-56791","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-csr","category-group","tag-diversite-inclusion","tag-egalite","nature-news","type-other-publication"],"acf":[],"yoast_head":"\n2025 Professional Equality Index - 27 February 2026 - News - Eramet<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.eramet.com\/en\/news\/2025-professional-equality-index\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"2025 Professional Equality Index - 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