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PAREF obtained a score of 94/100 for its professional equality index in 2023.

The Index, based on 100 points, is made up of 4 to 5 indicators:

  • The gender pay gap,
  • The gap in the distribution of individual pay rises,
  • Gap in the distribution of promotions (only in companies with more than 250 employees),
  • The number of female employees who receive a pay rise when they return from maternity leave,
  • Parity among the 10 highest earners.


The PAREF Group’s Unité Economique et Sociale (UES) is made up of three companies:



The results of the indicators are as follows:

Promoting a balanced mix of men and women with equal skills, which is firmly rooted in the PAREF Group’s values, continues to be one of our objectives. Today, our ambition is to consolidate and maintain the Group’s existing commitment to professional equality between men and women.

This objective includes equal treatment in recruitment.

The PAREF Group points out that all positions open to recruitment are open, without distinction, to women and men and the PAREF Group applies the principle of non-discrimination in recruitment. Candidates are selected solely on the basis of their skills, experience, professional abilities and interpersonal skills.

The declaration of the Gender Equality Index for the year 2024 for the 2023 data reinforces this ambition with an overall score of 94/100.

The results relate to a representative sample of HR policies implemented within the PAREF Group to support business development and team growth.

This year, the indicator for the pay gap between men and women in the same socio-professional category (SPC) showed a score of 34/40. This is in favour of men, and is due in particular to differences in the variable pay prorated for new employees, most of whom are new female employees in these SSPs.

There is a legal obligation to pay salary increases equal to the general increases and the average individual increases received during the absence of employees on maternity leave.

All of the employees concerned by this indicator received an increase following their maternity leave, giving the PAREF Group a score of 15/15.

The indicator relating to increases and promotions also obtained a score of 15/15, with a difference in favour of women, who were in the majority to benefit from either an increase or a promotion, which provides a balance with regard to the indicator relating to the pay gap, hence the score obtained of 15/15.

Finally, the indicator for the 10 highest earners is 10/10. In 2023, 6 of the 10 highest earners in the PAREF Group will be women.

As the differences are mainly in favour of women, who are present in greater numbers in the company, the HR Department in charge of recruitment for the Group applies greater vigilance to equal pay for similar profiles in terms of professional seniority and/or similar career paths.



For the second year running, the score obtained is 94/100, with a slight difference between the scores obtained for the indicators relating to the pay gap and that of the highest salaries and representativeness by gender. The PAREF Group aims to maintain such a good score, thanks in particular to the development of its HR policies in terms of recruitment and remuneration.

The Group will continue to promote equal treatment between men and women, a key issue within the Group, which is as much a part of its corporate culture as diversity and respect.

To maintain our objectives (achieving a minimum score of 90/100), we are committed to a process of continuous improvement and prevention, with the implementation of preventive and corrective actions to remedy inequalities of any kind.

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