Gender equality index 2025 (for 2024 data): progress targets set by AAF La Providence

In accordance with Decree No. 2022-243 and Articles L 1142-9-1 and D 1142-6-1 of the French Labour Code, companies that score less than 85 points on the Gender Equality Index must define and publish progress targets for each indicator that did not receive the maximum score.

These targets set by AAF LA PROVIDENCE II will be available on the company’s website until a score above 85 is achieved.

As a reminder, the index relating to professional equality between women and men is made up of 5 indicators, which enable the company to be given an overall score out of 100 points:

-Indicator 1: pay gap (out of 40 points)

-Indicator 2: gap in the rate of individual pay rises (out of 20 points)

-Indicator 3: gap in the rate of promotions (out of 15 points)

- Indicator 4: percentage of female employees who received a pay rise in the year following their return from maternity leave (out of 15 points)

-Indicator 5: number of employees of the under-represented sex among the ten with the

For the year 2024, AAF LA PROVIDENCE II received the following scores:

AAF LA PROVIDENCE II reaffirms its unwavering commitment to strict gender equality in the workplace, and actively combats all forms of discrimination throughout the career paths of its employees.

Given the result obtained in 2024, the company must set progress targets, particularly for Indicators 1, 2, and 5, with the goal of reaching the maximum score.

INDICATOR 1: GENDER PAY GAP

AAF LA PROVIDENCE II scored 36 out of 40 on this indicator.

Thanks to a clear salary scale, the company ensures fair and balanced remuneration based on job level, experience, and responsibilities. No pay discrimination based on gender is tolerated.

The company now aims to further reduce unjustified differences by ensuring any remaining pay gaps are strictly due to objective factors (e.g. qualifications, seniority, training, or responsibilities).

INDICATOR 2: GAP IN INDIVIDUALS RAISE RATES

AAF LA PROVIDENCE II scored 10 out of 20 on this indicator.

The company is committed to maintaining and strengthening its individual pay raise policy, ensuring raises are based on performance and skills, regardless of gender, role, or category.

INDICATOR 5: UNDER6REPRESENTATION AMONG TOP EARNERS

AAF LA PROVIDENCE II scored 0 out of 10 here.

To address this, the company will promote gender balance in top-level positions, by ensuring fair treatment in both external recruitment and internal promotions to management and executive roles.