Gender Equality Index

The score has been calculated since 2019 using four or five indicators depending on the size of the company, including pay gaps, pay rises, promotions, maternity leave and equality of pay among senior management. In France, companies are required to publish their score and submit it to the labour inspectorate. Filhet-Allard’s 85/100 is very encouraging. It stems from a long-standing HR policy that began focusing on this particular issue many years ago, long before the index was established. Annual pay rises ensure people with the same skills and responsibilities receive equal pay for comparable work, while maintaining compensation consistent with benchmarks for brokers, insurance companies and reinsurers. We also arrange one-on-one meetings every year to foster gender equality in the workplace and secure a healthy work-life balance. Our human resources department ensures maternity and paternity leave has no unwanted impact on career development or wages.  

	score	out of
1 – Pay gap	35	40
2 – Individual increase gaps	20	20
3 – Promotion gaps	10	15
4 – Percentage of employees increased on return from maternity leave	15	15
5 – Number of employees of the under-represented sex among the 10 highest earners	5	10
Total of calculable indicators	85	100
INDEX (out of 100 points)	85	100

Filhet-Allard will continue to work on improving its index score going forward.