{"id":1000012871,"date":"2023-08-28T11:26:00","date_gmt":"2023-08-28T09:26:00","guid":{"rendered":"https:\/\/forum-engagement.org\/?p=1000012871"},"modified":"2024-03-14T10:13:36","modified_gmt":"2024-03-14T09:13:36","slug":"index-h-f","status":"publish","type":"post","link":"https:\/\/forum-engagement.org\/2024\/index-h-f\/","title":{"rendered":"Index H\/F"},"content":{"rendered":"\n

Toute entreprise fortement engag\u00e9e dans une politique RSE, comme l\u2019est le Groupe GSF depuis plusieurs ann\u00e9es, privil\u00e9gie l\u2019\u00e9galit\u00e9 professionnelle. La l\u00e9gislation issue du plan d\u2019action du gouvernement en la mati\u00e8re, porte notamment sur le calcul et la publication par les entreprises d\u2019un index de l\u2019\u00e9galit\u00e9 femmes-hommes avec pour objectif la suppression des \u00e9carts de r\u00e9mun\u00e9ration et la publication de son r\u00e9sultat.\u00c9carts de salaire entre les femmes et les hommes. Pourcentage de femmes et d\u2019hommes ayant \u00e9t\u00e9 augment\u00e9s hors promotion. Pourcentage de femmes et d\u2019hommes ayant b\u00e9n\u00e9fici\u00e9 d\u2019une promotion. Augmentation de salaires des femmes \u00e0 leur retour de cong\u00e9 de maternit\u00e9 (d\u00e8s lors que des augmentations ont \u00e9t\u00e9 donn\u00e9es en leur absence). Nombres de femmes dans les 10 plus hautes r\u00e9mun\u00e9rations.<\/p>\n\n\n\n

NOTES DETAILLEES – INDEX EGALITE H\/F 2022 GROUPE GSF OBJECTIFS DE PROGRESSION 2022 POUR LES SOCI\u00c9T\u00c9S AYANT UNE NOTE < \u00c0 85 POINTS<\/h2>\n\n\n\n

SOCIETES DE PLUS DE 250 SALARIES<\/h3>\n\n\n\n
SOCIETE<\/th>1 – Ecart de r\u00e9mun\u00e9ration<\/th>2 – Ecarts d’augmentations individuelles<\/th>3 – Ecarts de promotions<\/th>4 – Pourcentage de salari\u00e9s augment\u00e9s au retour d’un cong\u00e9 maternit\u00e9 \/ adoption<\/th>5 – Nombre de salari\u00e9s du sexe sous-repr\u00e9sent\u00e9 parmi les 10 plus hautes r\u00e9mun\u00e9rations<\/th>Total<\/th><\/tr>
GSF ARIANE<\/td>39\/40<\/td>20\/20<\/td>15\/15<\/td>15\/15<\/td>5\/10<\/td>94\/100<\/td><\/tr>
GSF ARIES<\/td>39\/40<\/td>20\/20<\/td>15\/15<\/td>15\/15<\/td>5\/10<\/td>94\/100<\/td><\/tr>
GSF ATHENA<\/td>40\/40<\/td>20\/20<\/td>5\/15<\/td>15\/15<\/td>0\/10<\/td>80\/100<\/td><\/tr>
GSF ATHENA objectifs de progression 2023<\/td><\/td><\/td>5\/15<\/td><\/td>5\/10<\/td><\/td><\/tr>
GSF ATLANTIS<\/td>40\/40<\/td>20\/20<\/td>10\/15<\/td>15\/15<\/td>0\/10<\/td>85\/100<\/td><\/tr>
GSF ATLAS<\/td>36\/40<\/td>20\/20<\/td>15\/15<\/td>15\/15<\/td>5\/10<\/td>91\/100<\/td><\/tr>
GSF AURIGA<\/td>40\/40<\/td>20\/20<\/td>0\/15<\/td>15\/15<\/td>0\/10<\/td>75\/100<\/td><\/tr>
GSF AURIGA objectifs de progression 2022<\/td><\/td><\/td>5\/15<\/td><\/td>5\/10<\/td><\/td><\/tr>
GSF AURIGA objectifs de progression 2023<\/td><\/td><\/td>5\/15<\/td><\/td>5\/10<\/td><\/td><\/tr>
GSF CELTUS<\/td>39\/40<\/td>20\/20<\/td>10\/15<\/td>15\/15<\/td>0\/10<\/td>84\/100<\/td><\/tr>
GSF CELTUS objectifs de progression 2023<\/td>40\/40<\/td><\/td>15\/15<\/td><\/td>5\/10<\/td><\/td><\/tr>
GSF CONCORDE<\/td>40\/40<\/td>20\/20<\/td>15\/15<\/td>15\/15<\/td>5\/10<\/td>95\/100<\/td><\/tr>
GSF GRANDE ARCHE<\/td>40\/40<\/td>10\/20<\/td>15\/15<\/td>15\/15<\/td>0\/10<\/td>80\/100<\/td><\/tr>
GSF GRANDE ARCHE objectifs de progression 2023<\/td><\/td><\/td>20\/20<\/td><\/td>5\/10<\/td><\/td><\/tr>
GSF JUPITER<\/td>39\/40<\/td>20\/20<\/td>10\/15<\/td>15\/15<\/td>0\/10<\/td>84\/100<\/td><\/tr>
GSF JUPITER objectifs de progression 2022<\/td>40\/40<\/td><\/td>15\/15<\/td><\/td>5\/10<\/td><\/td><\/tr>
GSF JUPITER objectifs de progression 2023<\/td>40\/40<\/td><\/td>15\/15<\/td><\/td>5\/10<\/td><\/td><\/tr>
GSF MERCURE<\/td>39\/40<\/td>20\/20<\/td>10\/15<\/td>15\/15<\/td>0\/10<\/td>84\/100<\/td><\/tr>
GSF MERCURE objectifs de progression 2023<\/td>40\/40<\/td><\/td>15\/15<\/td><\/td>5\/10<\/td><\/td><\/tr>
GSF NEPTUNE<\/td>39\/40<\/td>20\/20<\/td>10\/15<\/td>15\/15<\/td>0\/10<\/td>84\/100<\/td><\/tr>
GSF NEPTUNE objectifs de progression 2023<\/td>40\/40<\/td><\/td>15\/15<\/td><\/td>5\/10<\/td><\/td><\/tr>
GSF ORION<\/td>40\/40<\/td>20\/20<\/td>10\/15<\/td>15\/15<\/td>0\/10<\/td>85\/100<\/td><\/tr>
GSF PHEBUS<\/td>39\/40<\/td>20\/20<\/td>5\/15<\/td>15\/15<\/td>0\/10<\/td>79\/100<\/td><\/tr>
GSF PHEBUS objectifs de progression 2023<\/td>40\/40<\/td><\/td>15\/15<\/td><\/td>5\/10<\/td><\/td><\/tr>
GSF PHOCEA<\/td>39\/40<\/td>20\/20<\/td>10\/15<\/td>15\/15<\/td>0\/10<\/td>84\/100<\/td><\/tr>
GSF PHOCEA objectifs de progression 2023<\/td>40\/40<\/td><\/td>15\/15<\/td><\/td>10\/10<\/td><\/td><\/tr>
GSF PLUTON<\/td>40\/40<\/td>Non calculable<\/td>10\/15<\/td>15\/15<\/td>0\/10<\/td>81\/100<\/td><\/tr>
GSF PLUTON objectifs de progression 2023<\/td><\/td><\/td>15\/15<\/td><\/td>5\/10<\/td><\/td><\/tr>
GSF SAS<\/td>35\/40<\/td>20\/20<\/td>15\/15<\/td>15\/15<\/td>5\/10<\/td>90\/100(1)<\/td><\/tr>
GSF SATURNE<\/td>40\/40<\/td>20\/20<\/td>15\/15<\/td>15\/15<\/td>0\/10<\/td>90\/100<\/td><\/tr>
GSF STELLA<\/td>39\/40<\/td>20\/20<\/td>10\/15<\/td>15\/15<\/td>0\/10<\/td>84\/100<\/td><\/tr>
GSF STELLA objectifs de progression 2022<\/td>40\/40<\/td><\/td>15\/15<\/td><\/td>5\/10<\/td><\/td><\/tr>
GSF TREVISE<\/td>39\/40<\/td>20\/20<\/td>15\/15<\/td>15\/15<\/td>0\/10<\/td>89\/100<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

(1) par niveau <\/p>\n\n\n\n

SOCIETES DE MOINS DE 250 SALARIES<\/h3>\n\n\n\n
SOCIETE<\/th>1 – Ecart de r\u00e9mun\u00e9ration<\/th>2 – Ecarts d’augmentations individuelles<\/th>3 – Pourcentage de salari\u00e9s augment\u00e9s au retour d’un cong\u00e9 maternit\u00e9 \/ adoption<\/th>4 – Nombre de salari\u00e9s du sexe sous-repr\u00e9sent\u00e9 parmi les 10 plus hautes r\u00e9mun\u00e9rations<\/th>Total<\/th><\/tr>
GSF AIRPORT<\/td>39\/40<\/td>35\/35<\/td>15\/15<\/td>0\/10<\/td>89\/100<\/td><\/tr>
GSF AIRPORT CDG<\/td>38\/40<\/td>35\/35<\/td>Non calculable<\/td>10\/10<\/td>98\/100(1)<\/td><\/tr>
GSF AIRPORT CDG 1<\/td>39\/40<\/td>25\/35<\/td>15\/15<\/td>10\/10<\/td>89\/100<\/td><\/tr>
GSF ENERGIA<\/td>39\/40<\/td>35\/35<\/td>15\/15<\/td>0\/10<\/td>89\/100<\/td><\/tr>
GSF OPALE<\/td>36\/40<\/td>35\/35<\/td>15\/15<\/td>5\/10<\/td>91\/100 (1)<\/td><\/tr>
GSF SERVICES CDG<\/td>35\/40<\/td>Non calculable<\/td>Non calculable<\/td>5\/10<\/td>Non calculable<\/td><\/tr>
TRANSNORD<\/td>Non calculable<\/td>Non calculable<\/td>Non calculable<\/td>0\/10<\/td>Non calculable<\/td><\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

(1) par niveau <\/p>\n\n\n\n

SOCIETES DE MOINS DE 50 SALARIES<\/h3>\n\n\n\n
SOCIETE<\/th>Index<\/th><\/tr>
GSF AIRPORT HOSPITALITY<\/td>Non concern\u00e9<\/td><\/tr>
GSF MOBILITE SERVICES<\/td>Non concern\u00e9<\/td><\/tr><\/tbody><\/table><\/figure>\n","protected":false},"excerpt":{"rendered":"

Toute entreprise fortement engag\u00e9e dans une politique RSE, comme l\u2019est le Groupe GSF depuis plusieurs ann\u00e9es, privil\u00e9gie l\u2019\u00e9galit\u00e9 professionnelle. La l\u00e9gislation issue du plan d\u2019action du gouvernement en la mati\u00e8re, porte notamment sur le calcul et la publication par les entreprises d\u2019un index de l\u2019\u00e9galit\u00e9 femmes-hommes avec pour objectif la suppression des \u00e9carts de r\u00e9mun\u00e9ration […]<\/p>\n","protected":false},"author":177,"featured_media":1000012872,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[183],"tags":[],"class_list":{"0":"post-1000012871","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-inclusion"},"yoast_head":"\nIndex H\/F | Forum Engagement<\/title>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Index H\/F | Forum Engagement\" \/>\n<meta property=\"og:description\" content=\"Toute entreprise fortement engag\u00e9e dans une politique RSE, comme l\u2019est le Groupe GSF depuis plusieurs ann\u00e9es, privil\u00e9gie l\u2019\u00e9galit\u00e9 professionnelle. 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