TRIGO for gender equality | 2022

Under the French 2018-771 law which went into effect on September 5th, 2018, the freedom of choice must be upheld regarding a chapter’s salary equality for all genders.It entails companies of more than 50 employees to realize and publish, every year, a professional equality index composed of 5 indicators. For each indicator, a score is given according to the company’s gap rate. This score is used to measure the effectiveness of the company’s equal opportunities policies. A minimum of 75/100 is required to be considered as a responsible and committed employer for gender equality.

Following this legal obligation, both entities of TRIGO in France have been audited, the Automotive Business Line (TRIGO France) and the Aerospace Business Line (TRIGO Qualitaire).

For the automotive Business Line, the sore is 89/100, with the following breakdown:

The salary gap between genders (40 points): 39 points
The increase individual ratio of the salary gap between genders (20 points): 20 points
The promotions gap ratio given between genders (15 points): TRIGO France scored 15 points
The rate of collaborators who have benefited from an increase in their salary during the year after their maternity leave (15 points): 15 points
The number of underrepresented employees among the tenth collaborators who have higher remunerations (10 points): 0 points

For the aerospace Business Line, the score is 78/100, with the following breakdown:

The salary gap between genders (40 points): 38 points
The increase individual ratio of the salary gap between genders (20 points): 20 points
The promotions gap ratio given between genders (15 points): 15 points
The rate of collaborators who have benefited from an increase in their salary during the year after their maternity leave (15 points): NC
The number of underrepresented employees among the tenth collaborators who have higher remunerations (10 points): 5 points
For more info: contact@trigo-group.com