Page 35 - Paragon ID

Gender equality
Although this was not identified as a major risk, we place a great deal of importance on this issue and use the gender equality index, which is a legal requirement in France.
Within each entity, we strive to guarantee that pay levels for women at Paragon ID are based on skills, experience and are comparable to that of their male counterparts.
In France, in accordance with the “Freedom to choose career” law of 5th September 2018, Paragon ID publishes the gender equality index for its two entities. This law aims to eliminate gender pay disparity.
In 2022, a gender equality commission was set up in France to draw up an action plan aimed at promoting equality and enhance the status of women within the company.
French companies are very different in terms of their workforce. Due to the low number of employees at PID, the index cannot be calculated. Consequently, for this indicator we have used the index for our largest entity, PISAS.
The average index in France in 2022 is 88/100. Source: https://entreprendre.service-public.fr
ACTION PLAN
This year, we analysed nationalities that make up our workforce, and are planning to continue monitoring this indicator over time.
With regards to gender equality, we have drawn up an action plan which is clearly communicated, and the actions it sets out are regularly evaluated and monitored.
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INDICATOR
Gender equality index (PISAS scope): 89/100 (85/100 in 2021/2022)
TARGET
Gender equality index (PISAS scope): ≥ 90