Promoting gender pay equality (2023)
The law for the freedom to choose one's professional future promulgated on September 5, 2018 expresses this intention. Within this framework, an index allowing companies to evaluate themselves through indicators giving a score out of 100 has been established.
As of February 28th, 2023, the scores obtained, for the calendar year 2022, by the 18 companies of the Fives Group in France with a workforce of 50 or more employees are as follows:
SCORE OBTAINED FOR EACH APPLICABLE INDICATOR
| COMPANY | PAY GAP | INDIVIDUAL RISE GAP | PROMOTION GAP | PERCENTAGE OF EMPLOYEES GETTING A RISE ON RETURN FROM MATERNITY LEAVE | NUMBER OF EMPLOYEES OF THE UNDER-REPRESENTED SEX WITHIN THE 10 MOST HIGHLY PAID | GLOBAL SCORE 2021 INDEX |
| Fives Nordon ACPP | NA | 35/35 | X | NA | 0/10 | NA |
| Fives Celes | NA | 25/35 | X | NA | 0/10 | NA |
| Fives Cinetic | 33/40 | 35/35 | X | NA | 0/10 | 80/100 |
| Fives Conveying | NA | 35/35 | X | NA | 5/10 | NA |
| Fives Cryo | 37/40 | 20/20 | 15/15 | 15/15 | 0/10 | 87/100 |
| Fives DMS | NA | 35/35 | X | NA | 0/10 | NA |
| Fives ECL | 39/40 | 35/35 | X | NA | 0/10 | 87/100 |
| Fives FCB | 31/40 | 35/35 | X | 15/15 | 0/10 | 79/100 |
| Fives Filling&Sealing | 33/40 | 35/35 | X | 15/15 | 0/10 | 78/100 |
| Fives Intralogistics | 37/40 | 35/35 | X | 15/15 | 0/10 | 87/100 |
| Fives Machining | NA | 35/35 | X | NA | 0/10 | NA |
| Fives Maintenance | 36/40 | 20/20 | 15/15 | NA | 5/10 | 89/100 |
| Fives Nordon | 33/40 | 20/20 | 10/15 | 15/15 | 0/10 | 78/100 |
| Fives Pillard | 29/40 | 35/35 | X | 15/15 | 0/10 | 79/100 |
| Fives | 35/40 | 35/35 | X | NA | 5/10 | 88/100 |
| Fives Solios | 35/40 | 35/35 | X | 15/15 | 0/10 | 85/100 |
| Fives Stein | 36/40 | 35/35 | X | NA | 0/10 | 84/100 |
| Fives Syleps | 36/40 | 10/20 | 15/15 | 15/15 | 5/10 | 81/100 |
All Fives Group companies confirm their commitment to the promotion of professional equality and are pursuing their actions to further improve their performance in this area.
These gender equality scores are recalculated and published each year, before March 1, for the previous calendar year.
In light of the results obtained on this latest index and on the indexes from previous years, and in consultation with the social partners, the following corrective measures and/or improvement targets have also been set:
- for Fives Cinetic:
- Achieve a score of 37/40 for the "Pay Gap" indicator when calculating the gender equality index, which will be established in 2025 as part of the workforce analysis for the 2024 calendar year,
- Achieve a score of 5/10 for the "Number of employees of the underrepresented sex in the 10 highest paid positions" indicator when calculating the gender equality index, which will be established in 2025 as part of the workforce analysis for the 2024 calendar year.
- for Fives FCB:
- Achieve a score of 35/40 for the "Pay Gap" indicator when calculating the gender equality index, which will be established in 2025 for the 2024 calendar year workforce analysis,
- achieve, for the 2024 calendar year workforce analysis, a minimum of two female employees among the 10 highest-paid employees at Fives FCB.
- for Fives Machining:
- achieve a score of 37/40 for the "Pay Gap" indicator when calculating the gender equality index, which will be established in 2025 for the 2024 calendar year workforce analysis,
- achieve, for the 2024 calendar year workforce analysis, a minimum of one female employee among the 10 highest-paid employees at Fives Machining.
- for Fives Nordon:
- Achieve a score of 35/40 for the "Pay Gap" indicator when calculating the gender equality index, which will be established in 2026 as part of the workforce analysis for the 2025 calendar year,
- Achieve, as part of the workforce analysis for the 2025 calendar year, a minimum of two female employees among the 10 highest-paid employees at Fives Nordon.
- for Fives Pillard:
- Achieve a score of 35/40 for the "Pay Gap" indicator when calculating the gender equality index, which will be established in 2025 as part of the workforce analysis for the 2024 calendar year,
- Achieve, as part of the workforce analysis for the 2024 calendar year, a minimum of two female employees among the 10 highest-paid employees at Fives Pillard.
- for Fives Solios:
- Achieve a score of 35/40 for the "Pay Gap" indicator when calculating the gender equality index, which will be established in 2024 as part of the workforce analysis for the 2023 calendar year,
- Achieve, as part of the workforce analysis for the 2023 calendar year, a minimum of two female employees among the 10 highest-paid employees at Fives Solios.
- for Fives Stein:
- Achieve a score of 40/40 for the "Pay Gap" indicator when calculating the gender equality index, which will be established in 2026 as part of the workforce analysis for the 2025 calendar year,
- Achieve, as part of the workforce analysis for the 2025 calendar year, a minimum of two female employees among the 10 highest-paid employees at Fives Stein.
- for Fives Syleps:
- Achieve a score of 38/40 for the "Pay Gap" indicator when calculating the gender equality index, which will be established in 2025 as part of the workforce analysis for the 2024 calendar year,
- Achieve a score of 10/15 for the "Promotion Gap" indicator when calculating the gender equality index, which will be established in 2025 as part of the workforce analysis for the 2024 calendar year,
- Achieve, as part of the workforce analysis for the 2024 calendar year, the minimum number of two female employees among the 10 highest-paid employees at Fives Syleps.
All companies in the Fives group confirm their commitment to promoting professional equality and are continuing their efforts to further improve their performance in this area. These gender equality scores are recalculated and published each year, before March 1, for the preceding calendar year.