The Index, out of 100 points, is composed of 4 to 5 indicators:
- The gender pay gap,
- The gap in the distribution of individual salary increases,
- The gap in the distribution of promotions (only in companies with more than 250 employees),
- The number of female employees who received a salary increase upon returning from maternity leave,
- Gender balance among the 10 highest-paid employees.
The Economic and Social Unit (UES) of the PAREF Group is composed of four companies:
- PARIS REALTY FUND
- PAREF GESTION
- PAREF INVESTMENT MANAGEMENT
- SOLIA Paref
The results of the indicators are as follows:
PAREF Group achieves a score of 93/100 on the Professional Equality Index for 2025, based on 2024 data.
Our Commitment
The promotion of gender balance among equally skilled men and women, deeply rooted in the values of PAREF Group, remains a key objective for us. Today, our ambition is to consolidate and sustain the existing commitment within the Group to professional equality between men and women.
This objective is primarily pursued through equal treatment in recruitment. PAREF Group reaffirms that all open positions are accessible to both men and women without distinction, and the Group strictly applies the principle of non-discrimination in hiring. The selection of candidates is based solely on skills, experience, professional abilities, and interpersonal qualities.
Results
- A high overall score (93/100) reflects the quality of our internal policies and our commitment to maintaining a high level of excellence.
- The pay gap (33/40) in favor of men is mainly explained by significant differences in the nature of positions held by executives aged 30 to 39.
- Individual salary increases (35/35) show a gap in favor of women, who were the majority among those receiving a raise or a promotion. This advantage helps balance the pay gap indicator, justifying the achieved score. It reflects a solid equilibrium and a fair professional recognition for all employees.
- Maternity leave return (15/15) highlights our compliance with legal obligations and our commitment to supporting women’s career progression.
- Balance among the 10 highest salaries (10/10) demonstrates the stability of this indicator compared to previous years, confirming gender diversity in top leadership positions.
Objectives & Outlook
With a score of 93/100, PAREF Group remains fully committed to preserving and strengthening its performance in professional equality. We aim for a minimum annual score of 90/100, supported by continuous improvement efforts and proactive measures to prevent inequalities in any form.
At the core of our corporate culture, gender equality, diversity, and respect guide our actions. We will continue to implement a fair compensation policy to support the professional growth of our employees in an equitable manner.
