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