Gender Equality Index Score
Gender equality in the workplace
To achieve gender equality in the workplace, the “Law on the Freedom to Choose One’s Professional Future” of September 5, 2018 imposes a performance-based obligation on companies by creating the Gender Equality Index to measure companies’ progress toward gender equality by aggregating several indicators. It is scored out of 100 points:
- the gender pay gap, worth 40 points;
- the disparity in the distribution of individual raises, worth 20 points;
- the disparity in the distribution of promotions (only in companies with more than 250 employees), worth 15 points;
- the number of female employees who received a raise upon returning from maternity leave, worth 15 points;
- the number of individuals from the underrepresented gender among the 10 highest-paid employees, worth 10 points.
EPSA: a committed company
At EPSA, whether in our HR practices, recruitment, or career development, our goal is to shatter the glass ceiling that some women may face.
With a 50/50 gender balance, EPSA stands out as a committed and high-performing company in the area of workplace equality.
The challenge today is to maintain and further improve these best practices, so that gender equality remains a reality in our daily lives.
That is why the EPSA Equality program exists—to bring all of the group’s employees together around diversity and inclusion.
For the year 2025, EPSA achieved the following results on the Index:
· EPSA SAS: 89
Equal treatment for everyone
We are continuing our efforts to ensure equal treatment for everyone throughout the Group.
To this end, policies and initiatives are being implemented to:
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Ensuring pay equity
A pay equity monitoring process has been in place since 2023 to identify positions and career stages where pay disparities between women and men might exist.
In such cases, an action plan is developed for each business unit to reduce pay inequalities and restore pay equity for equivalent work. -
Ensuring representative leadership
Career development is a key priority for everyone. Through its EPSA Equality program, the EPSA Group works to raise awareness, communicate, and train employees at all levels on combating discrimination in all its forms.
Initiatives are also being implemented to accelerate women’s leadership within the Group, with the goal of having 30% women in the Group’s executive leadership by 2026.
Interview
Amélie Ducrocq – EPSA Partner
“Society has changed significantly over the past 20 years, as have workplace relationships and employees’ aspirations. EPSA’s continued success will depend on collaboration among all its employees, both women and men; issues of diversity and equality — regarding gender, sex, and social background — are essential and deserve our time and energy so that every day we can be proud of the team we form, a team capable of challenging (bad) habits and reinventing itself for the good of the company and the people who make it up.”
Interview
Thomas Gross – Partner and EPSA Director of Technical Innovation
“The values of diversity and inclusion are an integral part of EPSA’s identity. It is essential for us to create a work environment that is open to everyone, enabling each person to thrive and, in turn, perform at their best.
As a sponsor of the group’s internal diversity and inclusion program, I am convinced of the importance of integrating these issues into our daily lives and our corporate strategy. That is why we are carrying out several awareness-raising, training, and transformation initiatives within the group, together with and for our employees.”