The bill for the freedom to choose one's professional futur promulgated on September 5, 2018 created a new obligation in companies with more than 50 employees to calculate and publish a professional equality index aimed at measuring the gaps between women and men in the professional environment.

This index is calculated on 100 points based on 5 indicators defined by law.

Each company concerned must obtain an overall score of 75 points; below this, corrective measures must be put in place to reduce or even eliminate the observed gaps.

For the year 2025, UES GROUPE CRYSTAL achieved an overall score of 76 out of 100, with the following scores for each indicator :

The following improvement objectives have been defined by a unilateral decision of the employer after consultation with the Social and Economic Committee (CSE) of the UES Groupe CRYSTAL.

Indicator No. 1 - Gender pay gap

Result obtained: 21/40
Improvement objective: Reduce the pay gap in order to target 21+2/40 in the next Index.
Associated actions:

• Harmonisation of salary practices at hiring;
• Implementation of corrective measures as part of the transposition of the Pay Transparency Directive, where applicable;
• Annual compensation review focusing on populations with significant pay gaps.

Indicator No. 5 - Gender balance among the 10 highest salaries

Result obtained: 5/10
Improvement objective: Increase the number of women among the 10 highest salaries and target 5+5/10.
Associated actions:

• Continued targeted recruitment initiatives;
• Identification of women with the potential to hold executive positions;
• Internal mobility policy promoting female talent.