Gender Equality Index

Gender equality Index: publication of overall scores and results obtained for each indicator by French companies with more than 50 employees from January 1st to December 31st 2024. 

For the seventh year in a row, Thales has published its Gender equality Index for its French entities with more than 50 employees¹. Built around five indicators²  calculated out of a total of 100 points, the Index measures different gender equality data for each legal entity:

• Indicator 1: wage gaps 
• Indicator 2: differences in the proportion of men and women receiving raises 
• Indicator 3: differences in the proportion of men and women receiving promotions
• Indicator 4: systematic raises for women the year they take maternity or adoption leave 
• Indicator 5: the number of women among the company's top 10 highest-paid employees

Any company with less than 75 out of 100 points must define and implement corrective measures within three years.

In 2024, the weighted average of the scores obtained by the Group's French entities subject to the Gender Equality Index is 88.5 points.

Below are the results obtained by each of the Group's French companies. These scores reflect Thales’s ongoing commitment to achieve gender equality in the workplace.

Overall scores and results obtained for each indicator by the Thales Group's French companies with more than 50 employees:

Below are the progress objectives set by each of the French companies with a total score of less than 85 points on the Gender Equality Index for 2024.

Progress objectives for Indicator 1 - Wage Gap

(Thales AVS France, Trixell, Thales Aerospace Communications Dourdan, Ercom-Suneris, Thales Simulation & Training)

The Human Resources Department of each company concerned will pay particular attention to the distribution of wage increases between women and men, especially during the mandatory annual salary negotiations, in order to resolve any pay gaps that may be observed.

The specific budget, traditionally allocated during the mandatory annual salary negotiations, could be used in this context, in case of renewal within the companies concerned.

Progress objectives for Indicator 2 - Differences in the proportion of men and women receiving raises

(Trixell, Thales Aerospace Communications Dourdan)

For Trixell, the imbalance observed in terms of wage increase is explained in part by a higher proportion of women promoted in 2024 (the wage increases of promoted employees are not considered under indicator No. 2).

Within Thales Aerospace Communications Dourdan, the imbalance observed in terms of wage increases can be explained by a higher proportion of women hired in the first semester of 2024, as the salaries of new hires only changes the year following their hiring.

As part of the wage policy for the year 2025, the Human Resources Department will examine any discrepancies resulting from the planned increases in order to achieve a good balance in their distribution in accordance with individual and collective performance.

Progress objectives for Indicator 3 – Differences in the proportion of men and women receiving promotions

(Thales AVS France)

The Human Resources Department will ensure the professional development of all employees, with particular attention to women's access to leadership positions. The imbalance observed within Thales AVS France can be explained by a higher proportion of women promoted in 2024.

Progress objectives for Indicator 5 – The number of women among the company's top 10 highest-paid employees

(Thales AVS France, Trixell, Thales Aerospace Communications Dourdan, Ercom-Suneris, Thales Simulation & Training)

After ensuring that there is no unjustified pay gap, the companies concerned will pursue actions initiated with the aim of promoting women to the highest positions of responsibility. These actions, specified in the collective agreements relating to gender equality, consist in particular of carrying out dedicated ‘talent reviews’, deploying mentoring programmes and providing leadership training specifically for women.

The aim of all these measures is to promote women’s access to the highest levels of responsibility within the company.

¹ Companies with less than 50 employees remain outside the scope of the Index.
²4 indicators for companies with 50 to 250 employees (indicator 2 and 3 are gathered).
³ Difference in favour of women.
⁴ Non calculable indicator (Decree No. 2019-15 of January 8, 2019)
⁵ Undeterminable score (Decree No. 2019-15 of January 8, 2019)