Our action plan for gender equality in the workplace

Driven by the desire to feminize its professions, particularly in industrial fields, the company aims to continue its efforts to attract female talent (objective #1) by implementing initiatives to promote these careers to students, in order to increase the talent pool necessary for industries in the medium and long term.

• Participation in professional trade shows (e.g., Pollutec, SIM, Arts et Métiers Forum) to increase visibility, particularly among female audiences,

• Participation in awareness campaigns for female students (high school, higher education, etc.) about the opportunities offered by engineering, technical studies, and careers in industry.

The company, seeking greater gender diversity in its teams, also aims to continue its efforts to ensure equal access to positions for both women and men during recruitment, especially for leadership roles, which are currently underrepresented by women.

The principle of equal pay between women and men for the same level of responsibility, skills, and results is one of the cornerstones of professional equality. Therefore, the company is committed to ensuring equal salary levels at the time of hiring for both women and men, based solely on the experience and skills required for the position.

At the time of hiring :

• Evaluation of candidates based solely on their skills, professional experience, and education, ensuring the elimination of any unequal treatment or discrimination.

• Reference to the internal salary scale at the time of hiring, established based on the position held, the professional category it belongs to, the skills possessed, and seniority. This scale is updated in line with market trends to determine the starting salary and minimize the pay gap between new hires and the salaries for comparable positions (with equivalent experience and qualifications).

Throughout the professional career :

• An annual comparative analysis of base salaries by gender, professional category, and age group is conducted,

• The internal salary scale, established based on the position held, the professional category, the skills possessed, and seniority, serves as a reference to harmonize the salaries within the company.

The balance between working hours and personal time can be a key issue for equality, as personal constraints, particularly those of a family nature, can impact career progression.

This plan also includes concrete measures aimed at supporting parenthood by promoting the reconciliation of private and professional life. More broadly, for all employees, the company has developed various systems to facilitate the balance between professional and personal time, such as teleworking, and is committed to improving communication about these systems.

Support pregnant employees by adjusting their working conditions, starting from the declaration of pregnancy made to the company :

• Reduction of the daily working time by 30 minutes, with no impact on salary (for employees whose work is counted by the hour) or adjustment of the work schedule (for employees on an annual day-based contract),

• One additional day of telework per week.

Support the return from paternity leave, just as with maternity leave, by conducting a return-to-work interview after paternity leave.

• Communicate to new hires the benefits provided by the company in terms of balancing private and professional life (regular and occasional teleworking, right to disconnect, among others),

• Optimize communication for all employees.