LG GESTION – EFH 2026 Index based on 2025 data.
Overall score = 83/100
1/ Gender pay gap: 23/40
2/ Disparity in the distribution of individual raises: 35/35
3/ Percentage of employees who received a raise within one year of returning from maternity/adoption leave: 15/15
4/ Gender parity among the 10 highest-paid employees: 10/10
The Company is therefore required to set improvement targets only for the indicator related to pay gaps (23/40), as the other indicators have achieved the maximum score.
Overall Improvement
- Target 84 points in 2027, for the year 2026
- 85 points in 2028, for the year 2027.
Progress Target by Indicator
Indicator related to pay gaps:
Objective: Move closer to 40 points by reducing the pay gap in favor of men by:
Ensuring equal pay for women and men at the time of hiring for the same work or work of equal value, particularly in the “engineers and managers” occupational category, which is currently the only category for which calculations can be made.
Ensuring equal pay for women and men for the same work or work of equal value throughout their career at the company.”
