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Index de
l’Egalité Professionnelle entre les femmes et les hommes : publication de la
note et des résultats 2024 obtenus pour chaque indicateur
L’Index Egalité Professionnelle entre
les femmes et les hommes est bâti autour de 4 indicateurs (entreprises de
50 à 250 salariés) calculé sur un total de 100 points :
·
Indicateur 1 : écarts de rémunération
·
Indicateur 2 : écarts dans la proportion de femmes et d’hommes bénéficiant
d’augmentations salariales
·
Indicateur 3 : augmentation systématique des femmes l’année d’un congé de
maternité ou d’adoption
·
Indicateur 4 : nombre de femmes dans les dix plus hautes rémunérations de
l’entreprise
Vous trouverez ci-après les résultats
obtenus et les actions menées afin de permettre une égalité professionnelle
entre les femmes et les hommes :
Effectif |
Index global sur 100 points |
Indicateur 1 |
Indicateur 2 |
Indicateur 3 |
Indicateur 4 |
54 |
61/100 |
17/40 |
35/35 |
INCALCULABLE |
0/10 |
Un indicateur sur les quatre n’est pas
calculable car les critères d’évaluation ne sont pas réunis. L'index global calculé
sur un total de 100 points est déterminable car le nombre de points maximum des
indicateurs calculables est de 85, supérieur au seuil de 75 défini par la
réglementation.
L’index global calculé sur un total de
100 points est 61. Le résultat de cet index tient au fait que les populations
les plus représentées concernent la CSP des cadres qui rassemble des emplois
très différents dont les instructeurs pilotes d'hélicoptères, métier encore en
grande majorité exercé par des hommes.
Les mesures de correction reposent sur
la recherche de l'augmentation de la mixité dans ces métiers à l'occasion des
futures embauches tout en assurant l'égalité salariale sur la base d'une
analyse par emplois comparables.
En particulier sur l’indicateur 1, notre
objectif est d’augmenter dans la mesure du possible le résultat de cet
indicateur en recherchant l'amélioration de la mixité et en veillant à
l'égalité de rémunération entre les femmes et les hommes tout au long du
parcours professionnel pour les emplois comparables et à compétences égales
notamment en fournissant des indicateurs quantitatifs aux managers au moment
des augmentations individuelles.
Sur l’indicateur 4, nous veillons à une
plus grande mixité sur les emplois octroyant les rémunérations les plus élevées
au travers de la promotion interne et des éventuels futurs recrutements.
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