Gender Equality 2025

Under the "Future" law no. 2018-771 of September 5, 2018, companies with more than 50 employees must publish their gender equality index annually. This is an overall score out of 100, calculated based on five criteria related to gender equality.

What are the index criteria?

• The pay gap between women and men of equivalent age and position (40 points): the greater the pay inequality within the company, the fewer points it receives.
  ➜ This indicator cannot be calculated (NC) in 2025, as the comparable workforce is insufficient (<40%).

• The gap in the distribution of individual salary increases (25 points): all points are awarded to companies that grant the same salary increases to women and men, within a 2% margin or within two individuals.
  ➜ The pay raise rate gap favors women, who are slightly in the minority in the total workforce: PMS INDUSTRIE receives the maximum score of 25/25 points.

• The number of female employees who received a raise upon returning from maternity leave (15 points): if even one employee does not receive a raise, no points are awarded to the company.
  ➜ No returns from maternity or adoption leave during the period: indicator not calculable (NC).

• The number of employees of the underrepresented gender among the company's 10 highest earners.
  ➜ Men are overrepresented among the highest-paid employees: 5 points awarded.

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For this seventh publication, PMS INDUSTRIE does not have a calculable index, as two indicators remain incalculable this year (pay gap and returns from maternity leave). The quantifiable indicators total 30 out of a possible 45 points, which does not allow for an overall score out of 100.

PMS INDUSTRIE remains deeply committed to gender equality in its values ​​and social policy, and continues its efforts to promote fairness and diversity within the company.