Gender equality index

PROVOST Distribution, in line with the Group's values, ensures compliance with the principle of professional equality between women and men, particularly in terms of recruitment, training, promotion and remuneration within its company.

Accordingly, and in compliance with the law of September 5, 2018, known as the "Professional Future Law", supplemented by the decree, PROVOST Distribution calculates its compensation index each year. This index is a system for assessing pay gaps between women and men. It is based on five criteria and assesses any inequalities between women and men in companies, giving an overall score out of 100. If the score is below 75, the company will have to implement corrective measures.

Gender pay gap: 31/40
Gap in the rate of individual increases between women and men: 5/20
Difference in promotion rates between women and men: 5/15
Increase on return from maternity leave: Not applicable
Indicator relating to the number of employees of the under-represented sex among the 10 highest earners: 0/10

For the year 2023, the company scored 48/100.

Aware that gender equality is a major issue, PROVOST Distribution has set targets for progress such as :

1. Compensation:

Monitoring and analyzing annual pay packages for all employees, to ensure that unjustified pay gaps are not created or perpetuated over time;
Basing pay progression for women and men on the individual's skills, professional experience, qualifications and performance;
Promote more women to the top 10 of the pay scale.

2. In terms of recruitment:

Reduce the gap of employees of the under-represented gender in positions where there is a significant inequality by 2% over the duration of the agreement, by promoting applications from the said gender;
Achieve 25% representation of women in all categories of our workforce by the end of the agreement's validity.

3. In the field of professional training:

Take into account the constraints linked to personal and family life, which can make it difficult for employees to attend training courses;
Continue to monitor employees' access to training by gender and ensure that conditions of access are identical for all.

4. In the area of career development:

Implement communication initiatives on promotion opportunities within the company;
Raise awareness of equal access for men and women to management positions.

5. In terms of balancing work and family responsibilities:

Grant paid leave of absence limited to 4 hours per year per employee on the day their child(ren) up to the age of 7 return(s) to school;
At the request of employees with handicapped children, adjust the working hours of the employees concerned;
Maintain professional links with employees on parental, maternity or paternity leave, by sending them the main internal communication documents on request.

Equality is a source of wealth and innovation, and as such represents a major challenge in terms of human resources and social relations. PROVOST Distribution wishes to pursue its development within this framework. Aware of its shortcomings in this area, PROVOST Distribution will do its utmost to achieve the objectives set in this respect, despite the difficulties encountered.