Introduced by the Law for the freedom to choose one's professional future in 2018, each year, companies with at least 50 employees must calculate and publish on their website their Gender Equality Index.
Out of 100 points, the Index is calculated on the basis of 5 indicators, due to our workforce.
The gender pay gap
The distribution gap for individual increases
The promotion distribution gap
The number of women returning from maternity leave increased
Parity among the 10 highest earners
Despite the traditionally less feminised technical fields in the IT professions and the fact that most of the recruits in the ITS GROUP UES entities are men, it is worth noting the excellent scores for the distribution of individual increases, since the difference is in favour of women. The same applies to promotions.
In addition, a gender equality agreement was renegotiated and signed on 3 September 2020 at the UES level, in which the management and social partners emphasise the importance of professional diversity in order to develop complementarity, social balance and economic efficiency, and gender parity, in terms of remuneration and in all other areas of Human Resources Management policy, starting with the recruitment and integration of employees.
With this in mind, the fourth indicator allows a maximum score for employees returning from maternity leave.
Therefore, our Human Resources management policy contributes to ensuring and developing professional equality between women and men.
ITS Group confirms once again its will to continue to develop an efficient and modern Human Resources policy to reinforce professional equality between women and men for the years to come.
