Gender Equality Index

In accordance with the law of September 5, 2018 on the freedom to choose one’s professional future and its implementing decree of January 8, 2019, aimed at eliminating pay gaps between women and men, Kwanko publishes its Gender Equality Index.

The Gender Equality Index within Kwanko:

Kwanko’s professional equality index between women and men in 2025 is 74 points out of 100. This score, although lower than the previous year due to structural factors beyond our control, only strengthens our determination to improve.

This result was obtained based on the following 4 indicators:

• Gender pay gap: 19/40 points
• Gap in the distribution of individual salary increases: 35/35 points
• Number of female employees receiving a salary increase in the year following their return from maternity leave: 15/15 points
• Gender parity among the ten highest salaries: 5/10 points

At Kwanko, equity is much more than legal compliance: it is a central driver of our culture. Building on our 2025 assessment, we are mobilizing to sustainably exceed the threshold of 85 points in the Professional Equality Index within three years.

To progressively neutralize structural gaps linked to our professions and reaffirm our values, we are activating four priority levers:

• Recruitment,
• Internal Mobility and Promotion,
• Effective Compensation,
• Quality of Life at Work (QWL).

This 2026–2028 strategic roadmap reflects our commitment to building an ever more inclusive company, where competence and merit are the only criteria for success.

Gender pay gap objective:

- Score: 19/40

- Improvement targets: +11

- Target score: 30/40 points

Objective for the gap in the distribution of individual salary increases:

- Score: 35/35

- Improvement targets: =

- Target score: 35/35 points

Objective for the number of female employees receiving a salary increase in the year following their return from maternity leave:

- Score: 15/15

- Improvement targets: =

- Target score: 15/15 points

Objective for gender parity among the ten highest salaries:

- Score: 5/10

- Improvement targets: =

- Target score: 5/10 points

Overall score objective:

- Score: 74/100

- Improvement targets: +11

- Target score: 85/100 points

Analysis and action priorities

We are focusing our efforts on the levers where the margin for improvement is most significant, while taking into account the reality of our structure and the market:

• 1. Pay gaps (Indicator 1): Our current score (19/40) reflects historical factors and the scarcity of certain expert profiles on the market. However, Kwanko is already taking concrete action: we use our annual salary increase budgets as a rebalancing lever (Indicator 2 at 35/35). Our objective is to continue this effort by ensuring strict equity from recruitment and throughout the entire professional journey.
• 2. Gender parity among the ten highest salaries (Indicator 4): The composition of our Top 10 currently reflects the company’s history and the stability of the executive team. Our objective is to stabilize the presence of at least 2 women at this level, while promoting women’s access to senior leadership positions. This work will rely on our internal pool of managers, which is already highly balanced, and on particular vigilance during the recruitment of expert profiles.

Transparency and commitment

These objectives reflect Kwanko’s identity: a company that progresses with and for its employees. Monitored each year in collaboration with the CSE, these commitments mobilize all our energy. Our challenge is to turn these ambitions into concrete reality, while preserving the balance and team spirit that are our strength.

In line with our values, to sustainably exceed the legal threshold and move towards our target of 85/100, Kwanko has defined various areas for improvement (Recruitment, Internal Mobility and Promotion, Effective Compensation, Quality of Life at Work) which are currently under consultation with the CSE. The final action plan will be adopted following this phase of social dialogue, and the selected corrective measures will subsequently be published on this same page.