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2020 Equality Index: High marks for SNCF companies

All 5 SNCF companies scored well on France’s Gender Equality Index in 2020, reflecting our Group-wide commitment to equality in the workplace.

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In 2020 SNCF narrowed the gender pay gap, according to an annual workplace equality index required under French law. All 5 of the Group’s companies scored 89-94 points out of 100 in 2020, up from a combined score of 78 in 2019.

Group-wide commitment

On 1 January 2020, SNCF became a unified, publicly owned group, and each of our rail companies is now required to publish an index for its own workforce.

The 5 companies reported the following scores:

  • SNCF Voyageurs: 91 points
  • SNCF Réseau: 89 points
  • SNCF: 89 points
  • Fret SNCF: 94 points
  • SNCF Gares & Connexions: 89 points

This strong showing is a product of our commitment to gender equality in the workplace, as reflected in the series of equality and diversity agreements we’ve signed with labour unions since 2006.

In 2020, the Group Human Resources Division proposed an action plan that was deployed by all 5 companies. It focused in particular on applying pay actions to all employees who are on maternity leave in February and March, when we conduct annual employee evaluations.

Measure and close pay gaps

Since 2019, France’s Avenir Act has required all companies with over 1,000 employees to publish a gender equality index, which measures pay gaps based on 5 indicators.

The aim is to encourage companies to take active steps to reduce the differences in pay between men and women doing the same work.

Companies that fail to reach the minimum score of 75 out of 100 must bring their performance into line within 3 years, or face fines of up to 1% of payroll.

5 key indicators

Companies calculate their scores based on 5 indicators set by the French government:

  • gender pay gap (40 points)
  • gender gap for individual pay rises, excluding promotions (20 points)
  • gender gap for promotions (15 points)
  • percentage of women employees who received a pay rise during the year of their maternity leave (15 points)
  • number of women among the company’s top salary earners (10 points)