CHEREAU: Discover recruitment and HR policy

In accordance with its reporting obligations, CHEREAU publishes its ‘Gender Equality Index’, which stands at 85% for 2025, an increase as shown in the following history:

This index is calculated using five indicators and a methodology based on socio-professional categories, thereby identifying potential gaps and areas for improvement.

The indicators concerned are as follows for the year 2025:Gender pay gap: 39/40, gap in favour of women.

This index is calculated using five indicators and a methodology based on socio-professional categories, enabling potential gaps and areas for improvement to be identified.

The indicators concerned are as follows for the year 2025:

1. Gender pay gap: 39/40
2. Gap in the distribution of individual increases: 20/20.
3. Promotion gap: 15/15.
4. Number of female employees receiving a raise after returning from maternity leave: 15/15
5. Number of people of the under-represented gender in the top 10 highest paid: 0/10

The progress targets for 2026 and subsequent years are:

For the first indicator: to reach 40 by conducting a detailed analysis of annual remuneration by job group (according to the new CCN classification for the metalworking industry).

For the 5th indicator: achieve 5 by increasing the number of women in positions of responsibility through measures to make the company more attractive and to facilitate work-life balance.

Each year, as part of its remuneration review process and its NAO (annual mandatory negotiations), CHEREAU pays particular attention to any differences in remuneration and promotions between men and women.