In accordance with the provisions of the Avenir law of September 5, 2018 aimed at eliminating pay gaps between women and men, Uptevia publishes the level of its Gender Equality Index.
This index, out of 100 points, is calculated and published each year on the Uptevia website. For the year 2023 the index is 79 points.
This score based on 5 indices, breaks down as follows:
- The pay gap between women and men: 39/40,
The difference in the distribution of individual pay increases between women and men: 5/20,
The gap in promotion rates between women and men: 15/15,
The percentage of employees who received an increase in the year following their return from maternity leave: 15/15,
Parity among the 10 highest wages: 5/10.
Uptevia is committed to continuing its concrete actions to reduce gaps, in favor of professional equality between women and men, with the objective to obtain a score of at least 85 points.
In consultation with its social partners, the following progress objectives have been set:
- Ensure equal pay upon hiring for an equivalent position and professional experience and the same level of diploma,
- Provide managers with support tools to ensure the fairness of decisions made regarding the elimination of salary gaps, salary increases and professional promotion,
- Pay particular attention to employee remuneration during maternity and paternity leave,
- As part of the salary policy for the years to come, the Human Resources Department will examine possible discrepancies caused by the planned increases in order to achieve a better balance in their distribution in line with individual and collective performance,
- Present as far as possible at least one female profile in pre-selected applications for highly qualified positions,
- Ensure diversity in management positions during internal and external sourcing. Present, as far as possible, at least one female profile in pre-selected applications for management positions at level K and HC.
