Bonduelle : 2023 Professional Gender Equality Index
At Bonduelle, we reaffirm our desire to promote professional equality between women and men. We consider the diversity of teams to be a key element of the group’s performance and the enrichment of each of our employees and we will continue our actions in this area, in particular through a recruitment and management policy that promotes diversity, at all levels. of the company.
Each year, we publish the “gender equality index”, which evaluates the situation of our companies in terms of professional equality.
This index, calculated on 100 points, is composed of 4 or 5 indicators depending on whether the company has less or more than 250 employees: The pay gap, the distribution gap for individual raises, the distribution gap for promotions (only in companies with more than 250 employees), the number of female employees given a raise when they return from maternity leave, and parity among the 10 highest earners.
Scores of Bonduelle entities with more than 250 employees for the financial year from July 1, 2021 to June 30, 2022
| Bonduelle Europe Long Life / South West Vegetables Alliances
Canned, Frozen |
Bonduelle Fresh France
4th range salads |
Bonduelle International Catering
Catering salads |
|
|
Pay gap (/40) |
38 |
34 |
39 |
|
Difference in individual increase rates excluding promotions (/20) |
0* |
20 |
10 |
|
Promotion rate gap (/15) |
15 |
15 |
15 |
|
% of female employees having benefited from a pay raise in progress or upon returning from maternity leave (/15) |
15 |
incalculable |
incalculable |
|
Number of employees of the under-represented sex in the 10 highest salaries (/10) |
5 |
5 |
10 |
|
Overall score out of 100 |
73 |
87** |
99*** |
The result of this indicator is explained by the employment of employees on seasonal contracts during the market gardening season. Until now, these employees have not received individual increases. An agreement was therefore concluded with the social partners on September 26, 2022 to correct this situation. This agreement now provides for the allocation of a budget for individual increases for seasonal employees who have worked at least six months during the reference year.
Scores of Bonduelle entities with less than 250 employees for the financial year from July 1, 2021 to June 30, 2022
| Bonduelle Fresh Catering
Fresh Europe head office and sales force activities |
Bonduelle S.A.
head office activities |
Champiland
Fresh, dried, frozen mushrooms |
|
|
Pay gap (/40) |
37 |
36 |
incalculable |
|
Difference in individual increase rates (/35) |
35 |
35 |
35 |
|
% of female employees having benefited from a pay raise in progress or upon returning from maternity leave (/15) |
15 |
15 |
incalculable |
|
Number of employees of the under-represented sex in the 10 highest salaries (/10) |
5 |
5 |
10 |
|
Overall score out of 100 |
92 |
91 |
incalculable |
Representation between women and men among executives and members of the governing body
In order to accelerate the participation of women in economic and professional life, the Rixain law of December 24, 2021 creates an obligation to calculate and publish any gaps in representation between women and men among senior managers and members of governing bodies in companies employing at least 1,000 employees. At Bonduelle, only BELL France is concerned by this publication obligation.
Within the Bonduelle group in France, we will have by the end of 2022 :
– 48% women among managers,
– 36% women in top management, including 33% at BELL France
– 33% women on the COMEX (Bonduelle Group management body).
To date, BELL France has no women among its senior managers or on its executive committee. The company has set itself a target of 30% women by 2026.