Equality & Diversity
As a signatory to Syntec Ingénierie’s Engineering Charter for Gender Equality, Ingerop has made a daily commitment to increase the number of women on its teams in a traditionally male-dominated industry, and to ensure effective equal opportunities for all.
Key figures
This year, Ingerop scored 88 out of 100 points in the Gender Equality Index required under French law. The Index focuses on gender pay gaps and is calculated on the basis of five indicators covering the previous year (2024).
| Pay gap (out of 40 points) | 38 |
| Gap in individual pay raises (out of 20 points) | 20 |
| Gap in career promotions (out of 15 points) | 15 |
| Percentage of employees receiving a pay raise on return from maternity leave (out of 15 points) | 15 |
| No. of women in the company’s top earners (out of 10 points) | 0 |
|
Total out of 100 |
88 |
When it comes to women in Group leadership roles, these are the key figures:
- the gender split in Ingerop’s management teams is 8% women to 92% men;
- of our senior executives, 10% are women and 90% are men;
- the Board of Directors is made up of 50% men and 50% women.
In order to keep increasing the proportion of women in senior management roles, Ingerop has set an ambitious target of making all executive teams 35% female at all operational levels by 2027.
As a signatory to Syntec Ingénierie’s Engineering Charter for Gender Equality, Ingerop has made a day-to-day commitment to increasing the number of women on its teams in a historically male-dominated industry and to ensuring effective equal opportunities.
An ambitious plan for Group gender equality
Gender diversity and workplace equality are major factors driving Group success and attracting new talent to our teams, so we have implemented several flagship initiatives including:
- creating a “Women in Leadership” training course;
- broadening the scope of our performance reviews to identify female staff with management potential and support their long term career growth;
- distributing resources on gender stereotypes;
- introducing a compulsory micro-learning module on everyday sexism;
- office poster campaigns.
In order to promote a healthy work-life balance, we have expanded our business travel policy to include provision for additional childcare costs. Our flexible work policy offers expanded remote working arrangements for parents with sick children under the age of 12 and new mothers returning from maternity leave. We have also set up a Part Time Work Observatory to identify how it could be developed, including in high level roles.
A better understanding of disability in the workplace
Ingerop’s new Disability Accord formed in 2024 demonstrated to us that previous initiatives had borne fruit. To continue efforts to combat disability discrimination, we regularly circulate several guides to disability in the workplace which raise awareness of Reconnaissance de la Qualité de Travailleur Handicapé (RQTH) status and how to request reasonable adjustments. Our HR teams are trained to set up support services for RQTH applications. Finally Ingerop fully funds CESU vouchers, which can be used to pay for home assistance services.
