IN 2020
T A B L E O F I N D I C A T O R S
SCORE IN THE 2020 GENDER EQUALITY INDEX (81/100 IN 2018, 90/100 IN 2019)
92/100
Agreement signed on
workplace gender equality The Management Board and trade unions
signed a collective agreement on workplace
gender equality, the aim of which is to ensure
objectivity, fairness and transparency with
regard to the rules governing pay. It makes
provision for a pay equity budget to be used
to correct differences in pay for comparable
levels of work, responsibility and experience.
This innovative remuneration policy is being
developed by the Remuneration and Benefits
Manager hired in 2019.
Job vacancies accessible to all Société du Grand Paris s Human Resources
Division has appointed a Disability Officer.
Since the beginning of 2020, job vacancies
have been posted on the website of
AGEFIPH, the French association responsible
for managing the fund to promote the
employment of people with disabilities.
ACTION 5 Maintain equal treatment and balanced staffing
Société du Grand Paris s hiring policy is open to diversity and equal opportunities.
A gender equality committee was created in early 2020, following the December 2019 Social
and Economic Committee elections. The committee is made up of elected Social and Economic
Committee members and chaired by the management representative appointed for this purpose,
with the assistance of Société du Grand Paris employees. It meets several times per year and
is tasked with assisting the Social and Economic Committee with its work on workplace gender
equality, preparing for discussions of the comparative report on gender status, and preparing for
corporate negotiations on gender equality.
A remuneration policy that supports the recruitment strategy
The Human Resources Division is responsible for ensuring pay equity. It monitors remuneration
at the time an employee is hired, ensuring compliance with pay equity, and analyses and corrects
any unjustified differences at comparable job levels and experience. A budget is set aside each
year for correcting these differences.
To acquire and retain the skills that the project needs, the remuneration policy is attractive and
competitive compared with the market. It rewards and recognises both individual and collective
results and performance that contribute to achieving Société du Grand Paris s objectives.
Fair and equitable, it provides ongoing support for employees around career management,
skills development and performance assessment.
The principles of the remuneration policy are based on clarity and simplicity, objectivity, fairness
and ability to incentivise. It has a clear remuneration structure that includes a base salary
that takes into account the level of responsibility, expertise and experience in that role, variable
elements, other monetary remuneration components (childcare costs, etc.) and employee
benefits (employee welfare, time banks, etc.).
OVERALL HEADCOUNT AT SOCIÉTÉ DU
GRAND PARIS AT 31/12/2020 IS SPLIT
52% MEN/48% WOMEN. UNTIL THAT DATE, HEADCOUNT WAS ALMOST
PERFECTLY BALANCED.
FOCUS 2
RISKS AND CHALLENGES
2020 ACTIVITY
IDENTITY
CSR APPROACH
Actions