PUBLICATION OF THE GENDER EQUALITY INDEX

What is this index?

The gender equality index must be calculated based on 4 to 5 indicators. It gives a score out of 100 points.

Each company must obtain a minimum score of 75/100.

This index was defined in accordance with decree no. 2019-15 of January 8, 2019 (French Labour Code) specifying the calculation methods

The analyzed scope includes 111 SLIB employees

• The reference period is: January 1 to December 31, 2024
• The calculations of the pay gap indicator were carried out according to the classification levels of the “SYNTEC” collective agreement
• All 4 indicators could be calculated
• SLIB obtains 73 points for the year 2024

We have performed 4 measurements

• The gender “pay gap” (23 points out of 40)
• The gap in annual salary raises (35 points out of 35)
• Salary raises upon return from maternity leave (15 points out of 15)
• The presence of women among the highest-paid employees in the company (0 points out of 10)

Our actions plan

Technology & software sector in Fance has a strong representation of males (63%).

SLIB continues to improve the representation of women in its activities and thereby reducing pay gaps between women and men:

• A recruitment policy based on equality and non-discrimination
• Equal treatment between women and men regarding promotion opportunities, career development, and return from maternity leave;
• Principle of equal access for all employees to professional trainings
• Specific budget aimed at addressing unjustified pay gaps

Over the next 3 years, SLIB will continue its efforts to ensure that at least 2 women are among the 10 highest-paid employees in the company.

SLIB intends to intensify its efforts to exceed the required 75 points.

In 2025

Financial “catch-up” measures will be scheduled as part of the annual salary review in March 2025.

A specific budget of €106,000 will be allocated to address these pay gaps.

In 2025, this budget represents 1.41% of the 2024 payroll (versus 0.2% of the 2023 payroll in 2024).