Compliance

Gender equality index

In compliance with the provisions of the French law of 5 September 2018 on the freedom to choose one’s professional future, TSAF & TSAF OTC release the consolidated gender equality index for 2024.

 This index enables French companies with more than 50 employees to evaluate, on a yearly basis, aspects related to professional gender equality.

TSAF & TSAF OTC achieved a 2024 gender equality score of 64 points out of 100.

The detail of points per indicator is the following:

  • salary gaps between women and men : 14 points out of 40
  • gaps in wage increases: 35 points out of 35
  • salary increase in the year of return from maternity leave: not applicable
  • number of employees of the under-represented gender among the ten employees who received the best remunerations: 5 points out of 10

 

Progress targets:

TSAF and TSAF OTC operate in financial markets that traditionally have a strong representation of the male population in their sales and most highly remunerated activities.

The score of 14/40 on the pay gap is not representative of our professional equality policy, but is the result of the historically low representation of women in financial markets.

In order to approach the maximum score of 40 for the indicator relating to the pay gap between women and men doing the same work or work of equal value, the following actions will be implemented ;

  • Individual adjustments will be made on a case-by-case basis between employees doing the same work or work of equal value in order to correct, if need be, any differences in pay that are not justified by objective reasons ;
  • Insofar as the differences observed are the result of an unbalanced representation of women and men in the different job groups – observable in all companies in the sector – our actions will target students at schools and universities on the theme of gender diversity in trading room jobs with the aim of achieving a more balanced representation of women and men in our core business;

Based on the 2024 index score, the three-year minimum target is an improvement of 22 points.

  • As regards the indicator concerning the number of employees of the under-represented gender among the ten highest earners, and subject to having female applicants, we are aiming to achieve 10 points by December 31, 2027, thanks to the presence of 4 women, giving preference to female candidates in the highest-paid job, given comparable skills and potential