The Sivalbp Gender Equality Index

In the form of a score out of 100, every company with more than 50 employees must calculate its gender equality index. This index is made up of four main criteria (five for companies with more than 250 employees) that assess gender inequality in companies.
Every year, companies with at least 50 employees are required to calculate their gender equality index and publish their score.
If the index is below 85 points, companies must set and publish targets for improvement for each indicator. If the index is below 75 points, companies must publish their corrective and remedial measures, or face financial penalties.
As a company with more than 50 employees, Sivalbp publishes its gender equality index.

The Sivalbp Gender Equality Index 2025 (2024 data) could not be calculated, as the company had fewer than 50 employees in 2024. The table below therefore shows the 2024 index, based on data from 2023.

(1) Unfortunately, our indicator cannot be calculated because the total number of valid groups (i.e. those with at least three women and three men) represents less than 40% of the workforce.

(2) No return from maternity leave during the reference period.

(3) In accordance with the regulatory provisions relating to the Index, these scores cannot be calculated if the maximum number of points that can be obtained in total by these companies is less than seventy-five points (Decree No. 2019-15 of 8 January 2019).

What is the gender equality index?

The Index is scored out of 100 points. It is calculated using four indicators for companies with 50 to 250 employees, such as Sivalbp:

• Indicator 1 – Elimination of pay gaps between women and men in comparable positions and of comparable age

Index from 0 to 40 points. This is a legal requirement: ‘equal pay for work of equal value’ between women and men. To score 40 points, the company must achieve a 0% pay gap between women and men in comparable positions and of comparable age.

• Indicator 2 – Equal opportunities for women and men to receive a pay rise

Index from 0 to 35 points. The maximum of 35 points is awarded if the company has given raises to as many men as women.

• Indicator 3 – All female employees receive a raise upon returning from maternity leave, provided that raises were given during their absence

Index from 0 to 15 points. Since 2006, it has been mandatory to catch up on pay for women returning from maternity leave.

• Indicator 4 – At least 4 women among the 10 highest paid

Index from 0 to 10 points. The aim is to ensure a more balanced representation of women and men at all levels of the hierarchy, particularly in management positions.