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79/100

Gender Equality Index

HeadMind Partners’ Gender Equality Index reached 79 points out of a maximum of 100.
This level reflects the Group’s policy of professional equality since its creation. This index corresponds to the sum of the result obtained by the company for each of the 5 following indicators:

  • the gender pay gap,
  • the difference in the rate of individual increases,
  • the difference in promotion rates,
  • the percentage of female employees who received an increase in the year they returned from maternity leave,
  • the number of employees of the under-represented sex among the ten highest-paid employees.

Promoting professional equality is at the heart of our HR policy, and a key factor in our Group’s performance and success.

Headmind Partners has always been strongly committed to promoting and improving professional equality between women and men at all stages of working life. The aim is to achieve a Gender Equality Index of 89 points in 2024, similar to the Index achieved in 2022.

Our improvement targets by indicator

  • For the pay gap indicator
    • Each year, Headmind Partners ensures that compensation is fair for similar experience, skills and profiles, both at the time of hiring and during annual salary reviews. The aim is to get closer to the 40-point target by reducing the gender pay gap to less than 0.1%.
  • For the indicator deviation relating to the number of employees of the under-represented sex among the 10 highest-paid employees
    • Headmind Partners undertakes to make every effort to improve this point in the context of internal promotions or external recruitment.
  • For the promotion gaps indicator
    • In 2022, the promotion gap was in favor of women. Headmind Partners has always ensured that men and women are treated equally in their professional careers and career development, and has always promoted men and women equally.
    • The aim is to significantly reduce this promotion gap.