GENDER PARITY INDEX
Apside is committed to increasing the number of women in its workforce and supporting those who wish to move into our professions.
As part of a transparent approach to all its stakeholders, the group discloses the Gender Equality Index for its various subsidiaries.
HTI
INDEX : 80/100
| Sub-indicator details | |
| 1- pay gap indicator (%) | 40 |
| 2- indicator for individual pay rise differentials (in % points) | 35 |
| 3 – indicator for the percentage of employees receiving a raise after returning from maternity leave (%) | 15 |
| 4 – indicator for the number of employees of the under-represented sex among the 10 highest earners | 5 |
Apside Nord
INDEX : 88/100
| Sub-indicator details | |
| 1- pay gap indicator (%) | 38 |
| 2- indicator for individual pay rise differentials (in % points) | 35 |
| 3 – indicator for the percentage of employees receiving a raise after returning from maternity leave (%) | 15 |
| 4 – indicator for the number of employees of the under-represented sex among the 10 highest earners | 5 |
Apside TOP
INDEX : 79/100
| Sub-indicator details | |
| 1- pay gap indicator (%) | 39 |
| 2- indicator for individual pay rise differentials (in % points) | 35 |
| 3 – indicator for the percentage of employees receiving a raise after returning from maternity leave (%) | 0 |
| 4 – indicator for the number of employees of the under-represented sex among the 10 highest earners | 5 |
KELEY
INDEX : 81/100
| Sub-indicator details | |
| 1- pay gap indicator (%) | 36 |
| 2- indicator for individual pay rise differentials (in % points) | 35 |
| 3 – indicator for the percentage of employees receiving a raise after returning from maternity leave (%) | 0 |
| 4 – indicator for the number of employees of the under-represented sex among the 10 highest earners | 10 |
Apsid’EA
INDEX : 88/100
| Sub-indicator details | |
| 1- pay gap indicator (%) | 40 |
| 2- indicator for individual pay rise differentials (in % points) | 35 |
| 3 – indicator for the percentage of employees receiving a raise after returning from maternity leave (%) | N/A |
| 4 – indicator for the number of employees of the under-represented sex among the 10 highest earners | 5 |
Apside Advance
INDEX : 63/100
| Sub-indicator details | |
| 1- pay gap indicator (%) | 23 |
| 2- indicator for individual pay rise differentials (in % points) | 35 |
| 3 – indicator for the percentage of employees receiving a raise after returning from maternity leave (%) | 0 |
| 4 – indicator for the number of employees of the under-represented sex among the 10 highest earners | 5 |
Apside UES
INDEX : 74/100
| Sub-indicator details | |
| 1- pay gap indicator (%) | 39 |
| 2- indicator for individual pay rise differentials (in % points) | 20 |
| 3 – indicator for the percentage of employees receiving a raise after returning from maternity leave (%) | 15 |
| 4 – indicator for the number of employees of the under-represented sex among the 10 highest earners | 0 |