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Gender equality in the workplace
Hour Passion SAS has a long-standing commitment to gender equality through its social and salary policies.
Law no. 2018-771 of September 5, 2018 (known as the "Professional Future" law), supplemented by Decree no. 2019-15 of January 8, 2019, requires employers to set up a system for assessing pay gaps between women and men, leading to a public social rating of the company (known as the EGAPRO INDEX) and, for those in which the gaps are excessive, the obligation to implement corrective measures (Articles L. 1142-7 of the French Labor Code).
The Index
The purpose of the Index is to measure the company's position in terms of professional equality between men and women, using 4 indicators defined by law:
- the gender pay gap [ 39 / 40 ];
- the gender pay gap [ 25 / 35 ];
- The number of female employees receiving a raise on return from maternity leave: non-calculable;
- Parity among the 10 highest earners [ 10 / 10 ].
Best practices
Our company can undoubtedly boast good practices in promoting equality between women and men and preventing discrimination based on sex, sexual orientation, gender identity and gender expression.
This represents real added value, helping us to retain our employees and remain attractive.
