Gender Equality Index / AMPERE

Since 1 March 2020, companies with 50 or more employees have been required to report their gender equality index. Calculated on a scale of 100 points, this index is then submitted to the labour inspectorate. If the score is below 85 points, the Ministry of Labour requires companies to set and publish targets for improvement for each of the indicators. These measures and targets are thus defined as part of the mandatory negotiations on gender equality following consultation with the Social and Economic Committee (CSE).

A brief overview of AMPERE’s results for the year 2025.

Number of employees included in the calculation of the indicators: 64 people.

Indicator relating to the pay gap:
Method of calculation: by socio-professional
category Final result in %: 5.4
Group in favour of which the gap exists: men
Number of points obtained: 34

Indicator relating to the gap in individual pay rise rates: 
Final result as a percentage: 25.3
Final result in equivalent number of employees: 7.3
Group in favour of which the gap exists: women
Number of points obtained based on the final result as a percentage: /
Number of points obtained based on the final result in equivalent number of employees: 35
Number of points scored for this indicator: 35

Indicator relating to the percentage of female employees who received a pay rise in the year following their return from maternity leave: No returns from maternity (or adoption) leave during the reference period.

Indicator relating to the number of employees of the under-represented gender among the 10 highest-paid employees:
Result in terms of number of employees of the under-represented gender: 2
Gender of over-represented employees: men
Number of points scored: 5

Professional
equality index Total points scored: 74
Maximum number of points that can be scored: 85
Final score out of 100 points: 87

Date of publication: 18/02/2026.
Publication website: https://www.ampere-elec.com