Gender equality on pay - good results for Orano
Sometimes legal provisions help pinpoint the beneficial effects of progressive measures. This is the case with the new gender equality index on pay.
In accordance with the new law "For freedom of choice in employment and career development" dated September 5, 2018, Orano has set up the index for assessing the company's performance on equality of remuneration between men and women. This includes 5 indicators (see inset), and the minimum threshold to be met is 75/100.
As far as Orano is concerned, the first deadline for implementation of the index on March 1st concerns Group companies with a workforce of more than 1,000 employees - in other words Orano Cycle, Orano Projets and Orano DS.
All three of these subsidiaries have achieved very good results with Orano DS scoring 94/100, Orano Projets 93/100 and Orano Cycle 84/100
The results reflect Orano's proactive commitment to professional equality, enshrined in two agreements implemented within the group since 2012 and underpinned by numerous initiatives (budget specifically devoted to equal pay, teleworking framework, annualized part-time working, etc.). A policy that will continue with negotiations on a new agreement that will cover the period 2019/2022 soon to be finalized.
Full results covering all group entities will be prepared and released in mid-2019. They will include Orano's other subsidiaries with over 50 employees, namely Orano Support, Orano Mining, SET, TEMIS, TNI (Trans Nucléaire International), LMC (Le Maréchal Célestin) and TRIHOM.What are these 5 indicators?
- Indicator 1
Measures the average pay gap between women and men, by occupational category (Blue-collar / Clerical & service workers / Technical and Supervisory [Intermediate categories] / Engineers and Managers) and by age group (under 30s - 31 to 39 - 40 to 49 and over 49s). This first indicator is evaluated on a maximum of 40 points.
- Indicator 2
Measures the gap between the rate of individual increases between women and men, by broad occupational category. This second indicator is evaluated on a maximum of 20 points.
- Indicator 3
Measures the gap between the rate of promotions (change of classification or position), between women and men, by broad occupational category. This third indicator is evaluated on a maximum of 15 points.
- Indicator 4
Measures the percentage of employees benefitting from a pay rise in a year in which they return from maternity leave. This fourth indicator is evaluated on a maximum of 15 points.
- Indicator 5
Measures the number of employees belonging to the least represented gender featuring among the 10 highest paid employees. This last indicator is evaluated on a maximum of 10 points.