Professional equality index

Our values and ethical principles

We share the same values and ethical values as Agrial, the French agricultural and agri-food cooperative we belong to, and our actions are built for the long term:

• We prioritise close relationships with our member farmers. We ensure a valued market for all produce volumes in conventional and organic cow’s and goat’s milks.

• We guarantee the quality and traceability of our products through full control of the entire value chain and a strong ethical commitment.

• We promote the well-being and initiative of our employees. Our entrepreneurial project “Entrepren’EURIAL” supports a strong future.

Our 2024 Gender Equality Index

The French Department for Work and Pensions has provided companies with a tool to calculate the gender equality index.  ​

For the year 2024, out of 100 points, the EURIAL UES (Economic and Social Unit) achieved a score of 87, EURIAL ULTRA FRAIS a score of 93, and Fromagerie GUILLOTEAU a score of 78*.  ​

In addition, EURIAL LOGISTIQUE EST obtained a score of 95.

We support this initiative in line with our values of diversity and equality, and we are committed to continuously improving our scores.

The five performance indicators defined by the government are as follows:

• Pay gaps between women and men in comparable positions and age groups,
• Differences in individual salary increases,
• Differences in promotions between women and men,
• Salary increases following maternity leave,
• Gender distribution among the ten highest-paid employees.

For EURIAL LOGISTIQUE EST The index is calculated differently, as the company has fewer than 250 employees, meaning there are only 4 indicators.

 

Regarding the indicator on M/F representation in management bodies :

• For EURIAL SAS : 30% Women / 70% Men
• For EURIAL ULTRA FRAIS : 32.36% Women/ 67.64% Men

 

*Progress Goals

• Goal Pay Gap Indicator

Raise awareness among managers about gender pay equality through training and communication on this topic.

Conduct annual salary analyses to identify potential disparities and implement targeted corrective actions.

• Goal Individual Pay Raise Gap Indicator (excluding promotions)

Review and adjust salary increases to reduce gender disparities, particularly in job categories where gaps have been identified.

• Goal Promotion Rate Gap Indicator

Strengthen communication about successful examples of internal mobility to encourage female employees.

Promote the internal advancement of women at all levels of the company: among managers, from supervisory staff to managerial positions, and within the workforce.

• Goal – Top Ten Highest Salaries Indicator

Increase the proportion of women in management positions.

Set diversity objectives for external recruitment and internal promotion processes.