Sustainability at Thales
Gender Equality Index in France
Publication of overall scores and results obtained for each indicator by French companies with more than 50 employees from January 1st to December 31st 2025.
For the eighth year in a row, Thales has published 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: wage 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 2025, the weighted average of the scores obtained by the Group's French entities subject to the Gender Equality Index is 88.3 points.
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 out of 100 | Indicator 1 - Wages | Indicator 2 - Raises | Indicator 3 - Promotion | Indicator 4 - Maternity | Indicator 5 - Top 10 | |
|---|---|---|---|---|---|---|---|
| Thales LAS France | 8536 | 89/100 | 39/40 | 20/20 | 15/15 | 15/15 | 0/10 |
| Thales SIX GTS France | 7664 | 94/100 | 39/40 | 20/20 | 15/15 | 15/15 | 5/10 |
| Thales DMS France | 6770 | 89/100 | 39/40 | 20/20 | 15/15 | 15/15 | 0/10 |
| Thales AVS France | 6235 | 89/100 | 39/40 | 20/20 | 15/15 | 15/15 | 0/10 |
| Thales Services Numériques | 4941 | 89/100 | 39/40 | 20/20 | 15/15 | 15/15 | 0/10 |
| Thales Alenia Space France | 4300 | 70/100 | 40/40 | 0/20 3 | 15/15 | 15/15 | 0/10 |
| Thales DIS France | 2628 | 93/100 | 38/40 | 20/20 | 15/15 | 15/15 | 5/10 |
| Thales Global Services | 1940 | 94/100 | 39/40 | 20/20 | 15/15 | 15/15 | 5/10 |
| Thales SA | 1104 | 93/100 | 38/40 | 20/20 | 15/15 | 15/15 | 5/10 |
| Trixell | 382 | 93/100 | 39/40 | 20/20 | 15/15 | NC 4 | 5/10 |
| Thales Cyber Solutions | 374 | 73/100 | 38/40 | 5/20 | 15/15 | 15/15 | 0/10 |
| Thales Aerospace Communications Rungis et Troyes | 309 | 88/100 | 35/40 | 20/20 | 10/15 3 | NC 4 | 10/10 |
| Thales Aerospace Communications Dourdan | 268 | 83/100 | 33/40 | 20/20 | 15/15 | 15/15 | 0/10 |
| Suneris / Ercom (UES) | 184 | 89/100 | 34/40 | 35/35 | 15/15 | 5/10 | |
| Thales Cloud Sécurisé | 183 | 96/100 | 37/40 | 35/35 | NC 4 | 10/10 | |
| Thales Digital Factory SAS | 158 | 92/100 | 37/40 | 35/35 | 15/15 | 5/10 | |
| Thales SESO SAS | 98 | 91/100 | 36/40 | 35/35 | 15/15 | 5/10 | |
| Thales International SAS | 97 | 55/100 | 0/40 | 35/35 | 15/15 | 5/10 | |
| Thales Simulation & Training SAS | 87 | Score indéterminable 5 | NC 4 | 35/35 | 15/15 | 0/10 | |
Below are the progress objectives set by each of the French companies with a total score of less than 85 points on the Gender Equality Index for 2025.
Progress objectives for Indicator 1 - Wage Gap
(Thales Cyber Solutions, Thales Aerospace Communications Dourdan, Thales International)
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.
Progress objectives for Indicator 2 - Differences in the proportion of men and women receiving raises
(Thales Alenia Space, Thales Cyber Solutions)
As part of the wage policy for the year 2025, 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.
Progress objectives for Indicator 5 – The number of women among the company's top 10 highest-paid employees
(Thales Alenia Space, Thales Cyber Solutions, Thales Aerospace Communications Dourdan, Thales International)
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 73/100 obtained by Thales Cyber Solutions is mainly due to a score of 5/20 for indicator No. 2, as a result of a gender pay gap that favors men. This gap can be explained by a higher proportion of women hired in the last months of 2025, with the salaries of new hires only changing in the year following their hiring. Women were also promoted in greater proportion than men during 2025.
The overall score of 70/100 obtained by Thales Alenia Space is linked in particular to a score of 0/20 for indicator No. 2 due to a gap in salary increases favoring women. This gap can be explained by a 2025 salary policy mainly dedicated to actions promoting the advancement and career development of women.
The overall score of 55/100 obtained by Thales International is mainly due to a gap in indicator No. 1, “Pay gaps.” This gap is linked to the heterogeneity of jobs and levels of responsibility within the subgroup of engineers and managers aged 50 and over. This subgroup, which has only nine employees, is the only one taken into account for the calculation of this indicator. Across the company as a whole, the number of women receiving pay increases and/or promotions is proportional to the number of men receiving pay increases and/or promotions.
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 favour of women.
4 Non calculable indicator (Decree No. 2019-15 of January 8, 2019)
5 Undeterminable score (Decree No. 2019-15 of January 8, 2019)
