Gender Equality Index

Gender equality Index: publication of overall scores and results obtained for each indicator by French companies with more than 50 employees from January 1st to December 31st 2022. 

For the fifth year in a row, Thales publishes its Gender equality Index for its French entities 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 with less than 75 out of 100 points must define and implement corrective measures within three years.

In 2022, the weighted average of the scores obtained by the Group's French entities subject to the Gender Equality Index has increased to 87, 5 points from 83, 4 points in 2021.

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:

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 2022.

Objective of progress set for Indicator 1 - Wages Gap
(Thales LAS 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 LAS France, Thales Avionics Electrical Systems, Trixell, Revenue Collection Systems France, Thales Digital Factory)

In 2022, with the exception of Revenue Collection Systems, 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.
Regarding Revenue Collection Systems France, the imbalance observed in terms of wage increase is explained by a higher proportion of women hire during the first semester of 2022, the salary of new hires only changes the year following their hiring.
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
(Thales LAS 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 Thales LAS France results from the fact that women have been, in proportion, more promoted than men in 2022.

Objective of progress set for Indicator 5 – The number of women among the company's top 10 highest-paid employees
(Thales LAS France, Thales Avionics Electrical Systems, Trixell, Revenue Collection Systems France, Suneris/Ercom, Thales Digital Factory SAS)

After ensuring that there is no unjustified pay gap, the 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.

Additional information: The overall score of 74/100 points obtained by Thales Avionics Electrical Systems can be explained mainly by a favorable gap for women regarding indicator n°2 “Differences in the proportion of men and women receiving raises”. This gap is due to the lack of increase of employees who have left the company during the second semester of 2022, the number of departures of men being proportionally higher than the number of departures of women in regards to the reference of workforce. 
The overall score of 67/100 points obtained by Revenue Collections Systems France can be explained mainly by a favorable gap for men regarding indicator n°2 “Differences in the proportion of men and women receiving raises”. A higher proportion of woman hire during the first semester of 2022 can explain this imbalance in terms of wage increases, the salary of new hires only changing the year following their hiring.
 

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)