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Coffee and tea boxesProfessional Equality Index
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Groupe Café Joyeux is committed to professional equality between women and men. As part of our corporate social responsibility and in line with our values, we act in favor of professional inclusion, gender diversity and parity.
Difference is a positive force that nurtures teamwork and the development of our unique business model, combining economic performance with social performance and solidarity.
Equality in the workplace is just as important as the quality of our products and services!
In accordance with the legal provisions in force, we have calculated our professional equality index for the year 2024 (January 1 to December 31, 2024). To find out more, click HERE.
the joyeuse score of
78/100
INDICATORS
It refers to 4 indicators which break down as follows:
1. Gender pay gap: 38 out of 40. . A pay gap of only 1.3% in favor of women.
2. Individual increase rate differential between men and women: 35 out of 35. An increase rate differential of 3.6% is observed in favor of men, which positively reduces the pay gap.
3. Percentage of female employees receiving a pay rise in the year following their return from maternity leave: 0 out of 15. However, 75% of the employees concerned did receive a raise.
4. Number of employees of the under-represented gender among the top 10 earners: 5 out of 10. Men are under-represented among the highest-paid employees, with a gap of 3 employees.
The Group is committed to continuing its efforts to improve this overall result, by implementing the following improvement targets:
1. Concerning the “gender pay gap” indicator:
- Continue to ensure that 100% of job offers published comply with the principles of salary non-discrimination;
- Continue our commitment to ensuring that women and men benefit from an equivalent level of classification and pay, for the same work, level of responsibility and skills, training and professional experience. Any difference in pay must be justified on objective professional grounds.
2. Concerning the “gender gap” indicator:
- Maintain this very good rating by continuing to ensure that raises and promotions are equally distributed, and that they reward the quality of work, commitment and performance of our employees.
3. Concerning the indicator “percentage of employees having received a raise in the year following their return from maternity leave”:
- Work on a pay policy to ensure a pay rise in the year following maternity leave.
4. Concerning the indicator “number of employees of the under-represented sex among the 10 highest-paid employees” :
- Ensure parity by guaranteeing an identical selection and recruitment process for women and men, regardless of the position concerned, in order to maintain at least the same score.
These progress targets are supplemented by a professional equality action plan drawn up in conjunction with employee representatives and the labor administration.