Awareness : The rate of employees in charge of recruitment trained on non-discrimination during the last 24 months is over 50 % Sensibilisation : The rate of employees in charge of recruitment trained on non-discrimination during the last 24 months is over 50 %

Work life balance : The rate of employees questioned about Diversity and Inclusion in the company - survey or annual assessment interview - during the last 24 months is over 80 % Qualité de vie au travail : The rate of employees questioned about Diversity and Inclusion in the company - survey or annual assessment interview - during the last 24 months is over 80 %

Work life balance : The company hasn't faced any legal judgement or an official ruling regarding discrimination against any employees in the past 24 months. Qualité de vie au travail : The company hasn't faced any legal judgement or an official ruling regarding discrimination against any employees in the past 24 months.

Governance : The board members and/or executive commitee members are not openly committed to the promotion of diversity and inclusion in the company yet.

Career development : The company does not have any programme to raise awareness and/or support employees in situations of chronic desease yet.

Career development : The company doest not promote the work life balance and takes into account the situations of employees with children, adapting the organization of their work at this time.

Governance : The rate of women on the Board of Directors is 45 % Gouvernance : The rate of women on the Board of Directors is 45 %

Governance : The rate of women senior managers in the company is 55 % Gouvernance : The rate of women senior managers in the company is 55 %

Career development : The percentage of women in the top 10 wages is 40 % Carrière : The percentage of women in the top 10 wages is 40 %

Career development : The actual pay gap between women and men on shifts, job families and comparable ages is 4.0 %

Career development : The actual pay gap between women and men in Operatives, industrial workers and administrative staff is 6.0 %

Career development : The actual pay gap between women and men in Managers staff is 1.0 %

Governance : The growth rate of the number of employees with disabilities - for the last 3 years is 5.0 %. Gouvernance : The growth rate of the number of employees with disabilities - for the last 3 years is 5.0 %.

Awareness : The number of workshops, conferences, speaking engagements, testimonials on disability over the past 12 months is 5.0 . Sensibilisation : The number of workshops, conferences, speaking engagements, testimonials on disability over the past 12 months is 5.0 .

Awareness : The company has at least once in the year been involved in an external event on disability Sensibilisation : The company has at least once in the year been involved in an external event on disability

Governance : The indirect employment rate, that is to say including contracts concluded with dedicated organization for disabled persons (subcontracts, supply or provision of services) or with a disabled self employed person is 1.0 %.

Governance : The company has not developed partnerships with its subcontractors to carry out co-contracting with the protected and adapted work sector for disabled persons yet.

Career development : The company has not implemented any process to adapt the working environment and facilitate the reclassification of an employee with an occupational health problem (ergonomy, study-workplace layout...)at this time.

Governance : The total number of nationalities in the company is 45 . Gouvernance : The total number of nationalities in the company is 45 .

Governance : The number of nationalities in the Executive Commitee is 2.0 . Gouvernance : The number of nationalities in the Executive Commitee is 2.0 .

Recruitment : The recruitment rate on trainees and/or internship from ethnical or social diversity is 4.0 %. Recrutement : The recruitment rate on trainees and/or internship from ethnical or social diversity is 4.0 %.

Governance : The number of nationalities in the Board of Directors is 3.0 .

Recruitment : The company hasn't established any partnerships with non-profit organizations and/or organizations working to integrate refugees into employment yet.

Recruitment : The job offers are not published on any specialised websites and/or shared with specialised non-profit organizations, schools (minorities) in the recruitment of candidates with underrepresented backgrounds yet.

Career development : The rate of employees under 45 years old (less than or equal to 45 years old) in management is 42 %. Carrière : The rate of employees under 45 years old (less than or equal to 45 years old) in management is 42 %.

Career development : Existence of a specific program for the retirement transition within the company. Carrière : Existence of a specific program for the retirement transition within the company.

Career development : The company has developed a culture of continuous training during all lifetime work. Carrière : The company has developed a culture of continuous training during all lifetime work.

Governance : There is not any "intergenerational" culture within the company and/or a company agreement yet.

Recruitment : The hiring rate of seniors over 50 (employment contracts) compared to all hires over the year (12 months) is 12 %.

Recruitment : The hiring rate of young people under 25 (employment contracts, internship and trainees included) compared to all hires over the year (12 months) is 20 %.

Awareness : The number of media communication in the past 12 months on LGBT+ inclusion is 2.0. Sensibilisation : The number of media communication in the past 12 months on LGBT+ inclusion is 2.0.

Awareness : The number of actions carried out during the year with LGBT non-profit organizations is 4.0. Sensibilisation : The number of actions carried out during the year with LGBT non-profit organizations is 4.0.

Awareness : The number of workshops, conferences, speaking engagements, testimonials on LGBT+ issues over the past 12 months is 6.0. Sensibilisation : The number of workshops, conferences, speaking engagements, testimonials on LGBT+ issues over the past 12 months is 6.0.

Governance : There isn't any Employee ressource Group (ERG) or network promoting and gathering LGBT+ and/or allies in the company yet.

Work life balance : At this time, there isn't within the company any supporting resource able to listen or provide specific support to an employeee on subjects of sexual orientation/gender identity and expression if necessary.

Career development : At the Social Care level, the definition of family doesn't take into account same-sex couples yet.