As part of the “Professional Future” law of September 5, 2018, a system was established allowing French companies with more than fifty employees to evaluate themselves every year in the field of professional equality: the Gender Equality Index.
Four indicators, calculated out of a total of 100 points, make it possible to measure:
- Pay gaps,
- Gaps in the proportion of women and men receiving raises,
- Systematic raises for women in the year of maternity leave,
- The number of women among the company’s ten highest earners.
In 2024, here are the details of the Pharea Group Gender Equality Index:
- Pay gap indicator: 33/40
- Individual raise rate gap indicator: 25/35
- Raise in the year following return from maternity leave indicator: 0/15
- Number of employees of the under-represented sex among the 10 highest earners indicator: 0/10
In accordance with Article 13 of Law No. 2021-1774 of December 24, 2021, aimed at accelerating economic and professional equality, and Decree No. 2022-243 of February 25, 2022, companies that have obtained an index of less than 75 points must define and implement the necessary measures to reverse the trend.
- Conduct a compensation audit to define a salary scale ensuring equity among employees.
- Enforce double validation (HR Director + President) for all salary offers to avoid unjustified gaps.
- Raise awareness among managers and branch heads regarding pay equity and unbiased negotiation.
- Encourage women’s access to high-responsibility positions (recruitment, training, etc.).
We remain convinced that women have a full place in engineering professions!
We will, of course, continue our commitments in favor of professional equality.
10/24/2025 – In accordance with regulations, PHAREA launched an action plan in 2025 to strengthen salary transparency and professional equity.
1. Compensation audit: a detailed and objective analysis
The compensation audit, based on an internal analysis grid now in place, made it possible to compare salaries for equivalent positions and comparable seniority. The observed gaps range from -9.9% to +38.8%, with an average of 6.6% in favor of female employees. The analysis therefore shows no structural imbalance.
2. Individual raises: positive dynamics and reinforced management
During the period studied, more than 13% of female employees received a raise, while they represent one-tenth of the total workforce.
This reflects a favorable trend, confirming the attention paid to pay equity and the recognition of individual merit. To guarantee the consistency and transparency of these decisions, each salary proposal continues to be jointly validated by the HR Director and the President.
This dual review ensures consistent treatment across branches and avoids any unjustified gaps between employees in comparable positions.
3. Return from maternity leave: systematic monitoring
Female employees who resumed their activity after maternity leave have all received a raise or are currently included in a planned salary review.
Management now ensures that every return is subject to individual monitoring, guaranteeing fair professional recognition at this key stage of their career.
4. Representation and progression of women in positions of responsibility
The distribution of the ten highest earners currently reflects the proportion of women in the company, which is approximately 10% of the total workforce.
This finding highlights the need to further encourage the feminization of high-level responsibility roles, whether through external recruitment or internal promotion.
Following on from this, several training sessions dedicated to managers are scheduled for autumn 2025. These actions aim to strengthen their understanding of professional equality issues, prevent unconscious bias, and encourage the career progression of female employees within PHAREA.
At PHAREA Group, we remain convinced that diversity and equity are drivers of collective performance.
Our commitments continue with proximity, ambition, and respect, in line with our founding values.