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CLS Gender Equality Index

Professional equality of the Cooperative

On a national level

In 2021, the national average for the Gender Equality Index is 85/100 points for companies with more than 50 employees.

Only 56% of companies obtain a score above 75.

A legal obligation

In accordance with Law No. 2018-771 of September 5, 2018 for the freedom to choose one's professional future and its implementing decree No. 2019-15 of January 8, 2019, implementing the provisions aimed at eliminating pay gaps between women and men, the CLS publishes its Professional Gender Equality Index.

A score which amounts to 94/100 points for the CLS

The Index on professional equality between women and men is a snapshot of the comparative situation between women and men. A legal obligation whose aim is to put an end to inequalities at work. The publication of the results – the objective of which is to highlight the points of progress on which to act when these disparities are unjustified – is annual. This index is evaluated on 100 points based on 4 indicators for companies with fewer than 250 employees. Penalties apply when the score of 75 points is not reached after 3 years from the first publication.

Here are the details of the 2020 results of the Sèvre Dairy Cooperative (CLS):

  1. Pay gap: 36 out of 40 points
  2. Difference in distribution of individual increases: 35 out of 35 points
  3. Percentage of employees increased upon return from maternity leave: 15 out of 15 points
  4. Parity among the 10 highest salaries: 5 out of 10 points

Out of 100 points, the CLS obtains an excellent score of 94.

These results indicate ways of progress, and the overall score, although high, cannot satisfy us. We are mobilized for diversity, equality and parity. An action plan is put in place and focuses on 3 areas of action: effective remuneration, recruitment and professional training. The CLS thus affirms its desire to maintain the principle of equality and to prevent the risks of unjustified differences. It intends to promote diversity within the different categories by acting from recruitment (neutral and egalitarian process, balance of applications, etc.). It sets the objective of aligning the rates of access to professional training for all employees and female staff, within each professional category. The action plan is submitted to DIRECCTE, and a summary is posted in the workplace.