For many years now, ATR has been committed to a voluntary and sustainable approach to equality and professional diversity, beyond the legal and regulatory obligations in this area. It aims to promote a balance between family and working life, and to ensure a principle of equity between the progress of women and men and equal treatment with equivalent qualifications, skills and experience.
ATR is pursuing an ambitious policy of equality and gender diversity, which has been followed by concrete positive achievements in 2023:
- 34.3% recruitment of women in the Engineers and Cadres population
- 15% of women recruited in the technicians, shopfloor and shopfloor supervisors categories
- With 38.4% women among our work-study hires and internship offers, we are promoting a greater professional mix from the outset of the career path
- In terms of professional training, our female employees’ access to training is strictly in line with their representation in our workforce, demonstrating a fair distribution of the training performed
A 2019 legislative reform has introduced the publication by companies of an index of professional equality between men and women, reflected in the award of an overall score on 100 points (highest score being 100 points), and aimed at measuring the company’s situation with regard to this approach and existing obligations.
Our overall positive rating of 88% reflects the importance given to this approach within ATR and reinforces the concrete actions implemented and put in place over the past few years on this theme.
Aware of the importance to go further, ATR is committed to actively pursuing its efforts and reaffirms its commitment to maintain policies and actions that make it possible to apply the principle of equal treatment between men and women in practice throughout their professional careers within the company.
The index is calculated from 5 indicators, which are detailed below:
|Index indicators of professional equality between men and women
|1- Gender pay gap (calculated from average pay, by age group and equivalent job category)
|2- Gender pay gap in individual pay increases (excluding promotions)
|3- Difference in promotion rates between women and men
|4- Percentage of women employees who received an increase in the year they returned from maternity leave, if increases occurred during their leave
|5- Number of employees of the under-represented gender among the 10 highest paid employees