11/02

Gender Equality Index

Saint-Denis-de-l'Hôtel Site

Overall score: 87/100

Pay gap: 37/40

The pay gaps are explained in particular by the fact that the site includes the factory.
The goal will be to get closer to the full 40 points by dropping below the 2% threshold within two years.

The company is committed to maintaining pay equality at the point of hire. Pay scales remain in place to calculate a new hire's base salary. For positions outside the pay scale, for a comparable profile, recruiters ensure an equivalent salary is set while remaining consistent with the department and the company as a whole.

Throughout employees' careers, LSDH will ensure, through individual interviews and individual pay-rise campaigns, pay equality between women and men. The company will remain vigilant in reducing any pay gaps for the same level of responsibility, skill, professional experience and performance.

If an employee believes they are experiencing a pay gap because of their sex, they may request a meeting with the Human Resources department to have their situation reviewed.

Individual pay-rise rate gap: 20/20
Promotion rate gap: 15/15

Several factors can explain this gap: in particular, various departures requiring reorganisation and recruitment for forklift operator and team leader positions. As these positions stem from school and training tracks that are predominantly “male”, the promotions made have mainly benefited men.

To encourage women to pursue these career paths, and then to join us, LSDH will continue to promote these roles via social media, schools and the company website, with testimonials from female employees.

Percentage of employees who received a pay rise in the year following their return from maternity leave: 15/15
Number of employees of the under-represented sex among the 10 highest salaries: 0/10

The company will ensure women are represented among the 10 highest salaries. In the event of a departure or a position opening up, the company will take care to disregard candidates' sex, focusing exclusively on performance, experience, background and interpersonal skills...

To encourage the recruitment of people of the under-represented sex at the Executive Committee (CODIR) level, the company commits to actively sourcing and interviewing candidates of the under-represented sex”

Varennes-sur-Fouzon Site

Overall score: 93/100

Pay gap: 38/40
Individual pay-rise rate gap: 35/35
Percentage of employees who received a pay rise in the year following their return from maternity leave: 15/15
Number of employees of the under-represented sex among the 10 highest salaries: 5/10

Jus de Fruits d'Alsace Site

Overall score: 86/100, broken down by indicator as follows:

Pay gap indicator: 38/40
Individual pay-rise rate gap indicator: 20/20
Promotion rate gap indicator: 10/15
Percentage of employees who received a pay rise in the year following their return from maternity leave: Not calculable
Number of employees of the under-represented sex among the 10 highest salaries: 5/10

L'Abeille Site

Index: Not calculable

Pay gap: not calculable
Individual pay-rise rate gap: 15/35
Return from maternity leave: not calculable
Number of employees of the under-represented sex among the 10 highest salaries: 0/10