Publication made pursuant to Act No. 2018-771 of 5 December 2018 and Articles L.1142-7 to L. 1142-9 and D. 1142-3 to D. 1142-8 of the French Labour Code.
In accordance with the provisions of article D.1142-4 of the French Labour Code, the gender equality index and the results of each of the indicators on which it is calculated are published each year on the company's website no later than 1st March of the current year.
This index and the results of these indicators are as follows for the year 2025 for the French branch of COLONIAL SFL:
The professional equality index for 2025 is 78 points.
Pursuant to the provisions of articles L.1142-9-1 and D. 1142-6-1 of the French Labour Code, companies with an index score of less than 85 points must set improvement targets for each of the indicators for which the maximum score has not been achieved¸ these targets must be published on the company's website and remain available for consultation until the company achieves a score of at least 85 points.
For the year 2025, the only indicator concerned by this provision relates to the gender pay gap, as the COLONIAL SFL branch obtained the maximum score for each of the other calculable indicators making up the professional equality index.
In this publication, COLONIAL SFL reaffirms its commitment to managing the fixed and variable remuneration of all its employees on the basis of their professional skills and performance, without distinction as to gender.
On recruitment, the COLONIAL SFL branch will continue to apply an identical remuneration policy for men and women, which will depend exclusively on the qualifications and/or experience of the candidates and the duties and responsibilities entrusted to them.
Similarly, during the term of the contract, the COLONIAL SFL branch will continue its efforts to ensure that the remuneration of men and women develops according to the same criteria based solely on the individual's performance, skills and professional experience.
As part of these commitments, the COLONIAL SFL branch has set the following progress targets:
▪ to guarantee an equivalent level of pay on recruitment between men and women in identical situations, as well as pay equity throughout their careers within the company ;
▪ neutralise periods of absence from the company linked to parenthood (maternity or adoption leave, parental education leave, paternity leave) so that they have no impact on fixed and variable remuneration trends
To achieve these objectives, the COLONIAL SFL branch will undertake the following actions:
✓ guarantee identical classification levels and pay levels for men and women in identical situations when they are hired.
Initial remuneration is therefore linked to the qualification, the position, the level of training and experience acquired, the level of autonomy expected, the type of responsibilities entrusted and the level of contribution expected. It therefore takes no account of the gender of the person recruited; ;
✓ during the performance of the contract, make changes to employees' remuneration based solely on their skills, experience, performance, level of responsibility and expected contribution ;
✓ to make the necessary recommendations to the members of the Management Committee so that each pay review campaign is an opportunity to correct any unjustified pay gap and thus ensure equal pay for men and women in the company on an ongoing basis ;
✓ give employees on maternity or adoption leave at the date of application of the pay measures an increase corresponding to the average revaluation of their category.
These targets are based on the company agreement signed on 4 December 2023 on professional equality between men and women, under which COLONIAL SFL intends to reaffirm its commitment to the principle of non-discrimination between men and women and confirm its commitment to promoting professional equality.
In this respect, COLONIAL SFL's branch undertakes to implement, in the event of unjustified pay inequalities, all appropriate measures with a view to eliminating or limiting any discrepancies observed.
