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- RTS 28 Report 2017
- RTS 28 Report 2018
- RTS 28 Report 2019 TSAF
- RTS 28 Report 2019 TSAF OTC
- RTS 28 Report 2021 TSAF
- RTS 28 Report 2021 TSAF OTC
- RTS 28 2022 TSAF
- RTS 28 Report 2022 TSAF OTC
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- GDPR Policy (version française)
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 2022.
This index enables French companies with more than 50 employees to evaluate, on a yearly basis, aspects related to professional gender equality.
Structured around four key indicators calculated over a total of 100 points, the index measures different types of data:
• salary gaps between women and men
• gaps in wage increases
• salary increase in the year of return from maternity leave
• number of employees of the underrepresented gender among the ten employees who received the best remunerations.
TSAF & TSAF OTC achieved a 2021 gender equality score of 81 points out of 100.
The detail of points per indicators is the following:
• salary gaps between women and men : 29 points over 40
• gaps in wage increases: 35 points over 35
• salary increase in the year of return from maternity leave: not computable
• number of employees of the underrepresented gender among the ten employees who received the best remunerations: 5 points over 10
TSAF and TSAF OTC have undertaken various initiatives as part of their Equal Opportunities Action Plan signed in July 2022.
We are targeting 2 indicators in order to reach the 85-point mark: :
Under the General Pay Indicator, TSAF and TSAF OTC aim to improve the score from 29 to 33 points in 2023.
For the gendered distribution of the ten employees with the highest remuneration indicator, we hope to increase this number to 3 women by 31 December 2026 by deploying a process of advancement of women in the most remunerative professions.