Indicator details
| Indicator | Result | Points obtained | Maximum |
|---|
| Pay gap | 7.5% in favour of women | 31 | 40 |
| Individual increase rate gap | 2.2% in favour of men | 35 | 35 |
| Return from maternity leave | Not calculable (no return from maternity leave during the period) |
| Highest salaries | 3 women among the 10 highest earners | 5 | 10 |
| Total | | 71 | 85 |
The maximum number of points is 85 (and not 100) because the indicator relating to return from maternity leave is not calculable for this period. The final result is therefore brought back to 85 points: 71/85 = 84/100.
Correction measures and progression objectives
As the score obtained is below 85 points, Galadrim commits to implementing correction measures and defining progression objectives, in accordance with articles L.1142-9 and D.1142-6 of the Labour Code.
Pay gap (31/40)
The 7.5% pay gap in favour of women is partly explained by the workforce structure. Galadrim commits to maintaining vigilance during annual salary reviews to ensure fair remuneration for equivalent positions and skills, regardless of gender.
Highest salaries (5/10)
3 women are among the 10 highest earners. Galadrim commits to promoting women's access to positions of responsibility and senior technical roles, particularly by ensuring diversity in succession plans and internal promotions.
Additional information
- Workforce size: 50 to 250 employees
- NAF Code: 62.01Z - Computer Programming
- Address: 3 rue des Acacias, 75017 Paris
- Year for which the indicators are calculated: 2025