BOLLORÉ SE 
March 1st, 2024
Index on women/men equality
Following Bolloré Group's Diversity and Inclusion commitment, the gender equality is identified as a transformation lever to federate all our activities. The Group has fixed three objectives to support professional equality between women and men:
- Feminize the jobs with few women candidates at equivalent competencies, by communicating to appropriate public and institutions.
- Facilitate woman promotion to senior management and executive positions through the selection of higher women staff to participate to management training programs.
- Follow and support woman through their career using among others, mentoring programs.
Index on women/men equity calculation for the year 2023
As per law « Avenir Professionnel » (Professional Futur), French companies with more than 50 employees have to publish their index based on 4 or 5 indicators (depending on the headcount of the entity) to reach a total of 100 points maximum. For Bolloré Group, the following companies are concerned:
2023 | |
BL GUADELOUPE | 92 |
IER | 88 |
BIS | 86 |
POLYCONSEIL | 85 |
BOLLORE ENERGY | 91 |
BOLLORE LOGISTICS | 85 |
SOGETRA | 89 |
UES BOLLORE | 88 |
FORESEA TECHNOLOGIES | 85 |
BTLC | 87 |
UES LA REUNION | 86 |
BOLLORE SOLUTIONS LOGISTIQUES | 93 |
For the entities AUTOMATIC SYSTEMS and NORD SUD, while being concerned by the index calculation, the representation criteria set by the index methodology, cannot be met.
Detail by key indicator and by entity
ENTITIES WITH MORE THAN 250 EMPLOYEES
B'IS
BOLLORE
ENERGY
BOLLORE LOGISTICS
UES
BOLLORE
IER
1- pay gap (in %)
2- gaps in wage increases (in % points)
3- gaps in promotions rates (in % points)
4- salary increase upon return from maternity leave (%)
5- number of employees of the underrepresented gender among theten employees who received the best remunerations
Total of calculable indicators
INDEX (over 100 points)
36
20
15
15
0
86
86
36
20
15
15
5
91
91
35
20
15
15
0
85
85
33
20
15
15
5
88
88
38
10
15
15
10
88
88
ENTITIES WITH LESS THAN 250 EMPLOYEES
1- pay gap (in %)
2- gaps in wage increases (in % points)
3- gaps in promotions rates (in % points)
4- salary increase upon return from maternity leave (%)
5- number of employees of the underrepresented gender among the tenemployees who received the best remunerations
Total of calculable indicators
INDEX (over 100 points)
BL | POLYCONSEIL | SOGETRA | FORESEA | |||||
GUADELOUPE | TECHNOLOGIES | |||||||
37 | 35 | 34 | 35 | |||||
35 | 35 | 35 | 35 | |||||
Not applicable for entites with less than 250 employees | ||||||||
15 | 15 | 15 | 15 | |||||
5 | 0 | 5 | 0 | |||||
92 | 85 | 89 | 85 | |||||
92 | 85 | 89 | 85 | |||||
UES LA | BOLLORE | ||||||||
ENTITIES WITH LESS THAN 250 EMPLOYEES | BTLC | SOLUTIONS | |||||||
REUNION* | |||||||||
LOGISTIQUES | |||||||||
1- pay gap (in %) | 37 | 38 | 38 | ||||||
2- gaps in wage increases (in % points) | 35 | 35 | 35 | ||||||
3- gaps in promotions rates (in % points) | Not applicable for entites with less than | ||||||||
250 employees | |||||||||
4- salary increase upon return from maternity leave (%) | 15 | - | 15 | ||||||
5- number of employees of the underrepresented gender among the ten | 0 | 0 | 5 | ||||||
employees who received the best remunerations | |||||||||
Total of calculable indicators | 87 | 73 | 93 | ||||||
INDEX (over 100 points) | 87 |
86
93
*One of the indicators is not calculable
The total of calculable indicators is brought to 100 points by applying the rules of proportionality
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Disclaimer
Bolloré SE published this content on 01 March 2024 and is solely responsible for the information contained therein. Distributed by Public, unedited and unaltered, on 01 March 2024 11:12:32 UTC.
