Gender Equality Index: publication of overall scores and results obtained for each indicator by French companies with at least 50 employees from January 1st to December 31st 2021
For the fourth year in a row, Thales publishes the Gender Equality Index for its French companies with more than 50 employees1. Built around five indicators2 calculated out of a total of 100 points, the Index measures different gender equality data for each legal entity:
- Indicator 1: wages gaps
- Indicator 2: differences in the proportion of men and women receiving raises
- Indicator 3: differences in the proportion of men and women receiving promotions
- Indicator 4: systematic raises for women the year they take maternity or adoption leave
- Indicator 5: the number of women among the company's top 10 highest-paid employees
Any company receiving fewer than 75 out of 100 points must define and implement corrective measures within three years.
Below are the results obtained by each of the Group's French companies. These scores reflect Thales’s ongoing commitment to achieve gender equality in the workplace.
Overall scores and results obtained for each indicator by the Thales Group's French companies with more than 50 employees:
| Number of employees | Score | Indicator 1 Wages |
Indicator 2 Raises |
Indicator 3 Promotions |
Indicator 4 Maternity |
Indicator 5 |
|
| Thales SIX GTS France | 7922 | 79/100 | 39/40 | 5/203 | 15/15 | 15/15 | 5/10 |
| Thales LAS France | 7199 | 79/100 | 39/40 | 5/203 | 15/15 | 15/15 | 5/10 |
| Thales DMS France | 5572 | 79/100 | 39/40 | 10/203 | 15/15 | 15/15 | 0/10 |
| Thales AVS France | 5547 | 84/100 | 39/40 | 10/20 | 15/15 | 15/15 | 5/10 |
| Thales Alenia Space France | 4680 | 89/100 | 39/40 | 20/20 | 15/15 | 15/15 | 0/10 |
| Thales Services Numériques | 4232 | 94/100 | 39/40 | 20/20 | 15/15 | 15/15 | 5/10 |
| Thales DIS France | 2409 | 87/100 | 37/40 | 20/20 | 15/15 | 15/15 | 0/10 |
| Thales Global Services | 1701 | 89/100 | 39/40 | 20/20 | 10/15 | 15/15 | 5/10 |
| Thales SA | 964 | 91/100 | 36/40 | 20/20 | 15/15 | 15/15 | 5/10 |
| Thales Avionics Electrical Systems | 551 | 78/100 | 38/40 | 10/20 | 15/15 | 15/15 | 0/10 |
| Trixell | 424 | 84/100 | 39/40 | 10/20 | 15/15 | 15/15 | 5/10 |
| Revenue Collection Systems France | 348 | 81/100 | 39/40 | 20/20 | 10/15 | NC5 | 0/10 |
| United Monolithics Semiconductors | 223 | 91/100 | 36/40 | 35/35 | 15/15 | 5/10 | |
| Suneris / Ercom (UES) | 180 | 84/100 | 34/40 | 35/35 | 15/15 | 0/10 | |
| Junghans T2M | 154 | 87/100 | 37/40 | 35/35 | 15/15 | 0/10 | |
| Thales Digital Factory SAS | 148 | 83/100 | 33/40 | 25/35 | 15/15 | 10/10 | |
| Thales International SAS | 119 | Score undeterminable4 | NC5 | 15/35 | NC5 | 0/10 | |
| Thales SESO SAS | 110 | 93/100 | 38/40 | 35/35 | 15/15 | 5/10 | |
| Moss | 92 | 86/100 | 38/40 | 35/35 | NC5 | 0/10 | |
Below are the objectives of progress set by each of the French companies with a total score of less than 85 points on the Gender Equality Index for 2021.
Objective of progress set for Indicator 1 - Wages Gap
(Thales SIX GTS France, Thales LAS France, Thales DMS France, Thales AVS France, Thales Avionics Electrical Systems, Trixell, Revenue Collection Systems France, Suneris / Ercom, Thales Digital Factory SAS)
The Human Resources Department of each company concerned will pay particular attention to the distribution of wage increases between women and men, especially during the mandatory wages annual negotiation, in order to resolve any pay gaps that may be observed.
The specific budget, traditionally allocated during the mandatory wages annual negotiation, could be used in this context, in case of renewal within the companies concerned.
Objective of progress set for Indicator 2 - Differences in the proportion of men and women receiving raises
(Thales SIX GTS France, Thales LAS France, Thales DMS France, Thales Digital Factory, Thales AVS France, Thales Avionics Electrical Systems, Trixell)
In 2021, with the exception of Thales Digital Factory, the difference in the proportion of women and men who received a wage increase was favorable to women, for all companies that did not obtain the maximum score for Indicator n°2.
Before any effective implementation of the wage increase measures, the Human Resources Department will examine any discrepancies resulting from the planned increases in order to achieve a good balance in their distribution in accordance with individual and collective performance.
Objective of progress set for Indicator 3 – Differences in the proportion of men and women promoted
(Revenue Collection Systems France)
The Human Resources Department ensures equal access to promotions for women and men, in particular by encouraging women to rise to positions of responsibility.
The gap observes for Revenue Collection Systems France results from the fact that women have been, in proportion, more promoted than men, as a result of the proactive policy towards women carried out in 2021.
Objective of progress set for Indicator 5 – The number of women among the company's top 10 highest-paid employees
(Thales SIX GTS France, Thales LAS France, Thales DMS France, Thales AVS France, Thales Avionics Electrical Systems, Trixell, Revenue Collection Systems France)
After ensuring that there is no unjustified pay gap, companies concerned will pursue actions initiated with the aim of promoting women to the highest positions of responsibility. These actions, specified in the collective agreements relating to gender equality, consist in particular of carrying out dedicated "peoples reviews", deploying mentoring programs and providing leadership training specifically for women.
The aim of all these measures is to promote women’s access to the highest levels of responsibility within the company.
1 Companies with less than 50 employees remain outside the scope of the Index.
24 indicators for companies with 50 to 250 employees (indicator 2 and 3 are gathered).
3 Difference in favor of women.
4 Undeterminable score (Decree No. 2019-15 of January 8, 2019)
5 Non calculable indicator (Decree No. 2019-15 of January 8, 2019)