For 2025 , we are thrilled to have maintained an outstanding score of 99/100 for the Professional Equality Index in France for the 4th year in a row, confirming the Group’s on-going commitment to gender equity for our employees, in line with our CSR strategy: “Shaping Music For Good”.
We are proud to share this excellent score of 99/100. Achieving gender equity is an ongoing effort, requiring continuous commitment and improvement. It highlights our ambition of Shaping Music for Good and the strong collaboration between our Executive Committee, managers and HR teams to identify and address potential gender gaps across all our processes. We are deeply committed to fostering an inclusive workplace where everyone has equal opportunities to grow and thrive.
Véronique Bouchard
VP CSR & Engagement
The “Gender Equality Index” (“Index de l’Egalité professionnelle” in French) is an initiative of the French Government aimed at measuring gender equality and improving transparency.
All companies with +50 employees must calculate their score out of 100 points through 5 indicators:
- Remuneration gap between women and men (40 points)
- Spread gap of individual salary increases (20 points)
- Spread gap of promotions (15 points)
- Number of female employees receiving salary increases upon return from maternity leave (15 points)
- Parity within the 10 highest salaries (10 points)
After significant improvements since the launch of the index in 2019 (56/100), and thanks to a pro-active action plan, this score is the result of an ambitious and continuous gender equity policy implemented throughout the organization with the full support of the Executive Committee and our managers.
Believe strives to make gender equity a reality in all our offices every day, and we recognize that continuous improvement is needed around the world to maintain the momentum.
Key highlight of Believe's Action plan
- Proactive female recruitment policy (including in Tech)
- Remuneration policy based on external and internal benchmarks and implementation of job architecture to guarantee equal pay
- Controls on gender equity during annual salary and career reviews (pay rise, promotion, gap analysis)
- A community of ambassadors for gender equity worldwide
- Regular training and awareness to prevent bias and discrimination in the workplace