France’s free career choice law of September 5, 2018, has made gender-based pay equality a performance requirement for all businesses.

Results by indicator

This means that, in 2025, CRPN’s Gender pay equality index is calculated out of a possible 100 points using the following 4 indicators:

• Pay gap between men and women: 23 points,
• Gap in individual pay raises: 35 points,
• The indicator tied to the % of employees who received a raise over the year following their return from maternity : 15 points
• Top management gender equality (number of members of the underrepresented gender among the 10 highest-paid employees): 10 points.

Improvement goals

The CRPN Index of Professional Equality 2024 published in 2025 is 83/100; the latter has seen a decrease compared to the score obtained for the 2023 Index of Professional Equality published in 2024, which was 84/100.

Given the new obligations arising out of Decree no. 2022-243 of 25 February 2022, this result has led us to publish our improvement targets on the “pay differences”.

Indicator relative to “Pay differences”

The organisation has set the target, as far as possible, of increasing the result of the indicator relative to pay differences, which was equal to 23/40 for the year 2024.

For that purpose, the CRPNPAC undertakes to:

• Continue to oversee equal pay between men and women upon hiring for a same job or work of equal value;
• Continue to oversee equal salary treatment between men and women for a same job or work of equal value throughout the professional career within the organisation.