Professional Gender Equality Index

In accordance with current legislation, companies employing at least 50 employees are required to calculate and publish their Professional Gender Equality Index each year before March 1. This index, introduced under the law on the freedom to choose one’s professional future, aims to measure and promote gender equality within companies.

Fully aware that gender equality is an asset both from an employer perspective and in terms of customer relations, SATELC is committed to treating all employees fairly, regardless of gender. In an industry traditionally dominated by men, SATELC values the diversity of its workforce and proudly includes women in positions at all levels of responsibility and across a wide range of roles.

SATELC’s 2026 Index for the 2025 calendar year is not calculable:

• Gender pay gap indicator: not calculable.

The first indicator assesses the pay gap between women and men within the company. It is calculated by comparing the average remuneration of women and men by socio-professional category and age group. Unfortunately, this indicator cannot be calculated as all valid groups (i.e., those including at least 3 women and 3 men) represent less than 40% of the total workforce.

• Individual salary increase rate gap indicator: 35/35.

This indicator measures differences in salary increase rates between women and men. It is calculated by comparing the proportion of women and men who received an individual salary increase during the reference period.

• Maternity / adoption leave return indicator: 15/15.

This indicator measures how maternity (or adoption) leave periods are taken into account in salary increase decisions. It evaluates the percentage of employees who returned from maternity (or adoption) leave during the reference period and who, upon their return, benefited from the general and/or individual salary increases granted during their leave, in accordance with the applicable rules.

• Highest remuneration indicator (full-time equivalent): 5/10.

Finally, this indicator analyses gender balance among the ten highest remunerations (full-time equivalent) within the company, by comparing the number of women and men occupying these positions.