Since March 1, 2020, any company with more than 50 employees must calculate its professional equality index and make public the score obtained. The workforce of theEpiconcept team justify the publication of this index.
The index is calculated on the basis of 4 indicators for companies between 50 and 250 employees.
In 2025, Epiconcept obtains a rating of
98/100. Within Epiconcept, we are 45% women and 55% men,
in a sector where men usually represent 2⁄3 of the workforce.
Below, the details of the calculation of this indicator:
| INDEX | TYPE | EPICONCEPT 2025 YEAR | NOTES EPICONCEPT N-1 |
|---|---|---|---|
| INDIC. 1 – 40 pts | Difference in basic and variable compensation + individual bonuses | 38 | 38 |
| INDIC. 2 – 35 pts | Difference in the distribution of individual increases | 35 | 35 |
| INDIC. 3 – 15 pts | % of employees increased on their return from maternity leave | 15 | 15 |
| INDIC. 4 – 10 pts | Number of employees of the under-represented sex among the 10 employees having received the highest salaries | 10 | 10 |
| FINAL SCORE OUT OF 100 | 98 | 98 |
Here is the detail of the indicators used to establish the professional equality index:
Indicator 1: elimination of pay gaps between women and men, for comparable positions and ages. Companies totaling 40 points have 0% pay gap according to the above criteria.
Indicator 2: possibilities of getting a raise for both women and men. Companies totaling 35 points increase, over the year analysed, as many men as women, to within 2% or within 2 people.
Indicator 3: all employees who receive a raise on their return from maternity leave, provided that raises have been given in their absence.
Indicator 4: at least 4 people of the under-represented sex (often women) in the 10 highest salaries, in order to ensure parity at all hierarchical levels.
