– INDEX 2025, AS PART OF THE 2024 DATA –

 

All companies with at least 50 employees must calculate and publish a gender equality index. Calculated on 100 points, this index is broken down into 4 or 5 indicators, depending on whether the company has more or less than 250 employees.

 

• Gender pay gap (rated out of 40 points)
• Individual salary increase rate differential (out of 35 points)
• Percentage of employees receiving a raise in the year following their return from maternity leave (out of 15 points)
• Number of employees of the under-represented gender in the 10 highest earners (out of 10 points)

 

neos publishes its Gender Equality Index for the year 2025 as part of the 2024 data, with a score of 75/100 :

 

	Indicator 1	Indicator 2	Indicator 3	Indicator 4
Indicator name	Pay gap FH	Difference in individual increase rates	Increases on return from maternity leave	Top 10 compensation
Score obtained	34/40	25/35	INCALCULABLE	5/10
Details	5.10% difference in favor of women	14.4% difference in favor of women	No return from maternity or adoption leave during the reference period	2 women and 8 men

 

In view of the score obtained by neos in the context of the 2025 gender equality index, for the 2024 data, improvement targets must be set for the indicators for which the maximum score has not been achieved, namely :

• Indicator 1: Gender pay gap
• Indicator 2: Individual salary increase rate differential
• Indicator 4: Number of employees of the under-represented sex among the 10 highest earners

It should be noted that indicator 1 received 34 points out of 40, i.e. 85% of the score.

PROGRESS OBJECTIVES :

Indicator	Index score	Progress objectives	Actions to be taken
Indicator 1: Gender pay gap	34/40	Get as close as possible to the maximum score by reducing the gender pay gap, which currently favors women. Target to be achieved by 2025: get as close as possible to the 40/40 score.	Ensuring equal pay for equal work: Guaranteeing equal pay for men and women in identical situations. Ensuring equal pay for equal work: Analyzing pay differentials between men and women in identical professional situations that are not justified by objective factors, and taking appropriate measures to reduce these differentials. Raising managers’ awareness of their legal obligations in terms of equal pay for men and women, at the time of each salary revaluation campaign.
Indicator 2: Difference in individual salary increase rates	25/35	Get as close as possible to the maximum score by reducing the gap in individual salary increase rates currently observed in favor of women. Target to be achieved by 2025: get as close as possible to the 35/35 score.	Check, during the salary increase campaign, the consistency between remuneration for each employee at the same job level.
Indicator 4: Number of employees of the under-represented sex among the 10 highest earners	5/10	Improve the number of employees of the under-represented gender among the top 10 earners (2 women represented in 2024) Target to be reached in 2025: get as close as possible to the 10/10 score.	Ensuring equal treatment for men and women in terms of access to positions of responsibility and/or management. During CODIR staff reviews, particular attention will be paid to the female population in order to detect potential and identify possible moves into management positions.