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

To take proper account of CRPN’s specific characteristics and setup, our Management team checked with the Works Council (“CSE”) prior to selecting the following subcategories under the “executive” or “cadre” socio professional category for use in calculating our index:

• Executive (“cadre”),
• Mid-level manager (department manager)
• High-level manager (Director),
• Senior executive (“cadre dirigeant”).

Results by indicator

This means that, in 2022, CRPN’s Gender pay equality index is calculated out of a possible 100 points using the following 3 indicators:

• Pay gap between men and women: 25 points,
• Gap in individual pay raises: 35 points,
• Top management gender equality (number of members of the underrepresented gender among the 10 highest-paid employees): 5 points.

The indicator tied to the % of employees who received a raise over the year following their return from maternity leave cannot be calculated for 2022.

Improvement goals

The CRPN 2021 professional equality index published in 2022 is 76/100. 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” and “number of employees of the under-represented sex among the 10 highest salaries” indicators.

A simulation has been calculated for the expected 2022 index, which will be published in 2023, and indicates a future result of 86/100: