At Mercedes-Benz Trucks Molsheim, professional equality is a priority. Every year, on March 1, companies with more than 50 employees must assess and publish their professional equality index. This indicator plays a key role in promoting equal pay, helping to identify pay gaps and areas for improvement.
The Professional Equality Index: A Key Tool for Measuring Parity
The professional equality index enables one to assess this parity through five major indicators:
- The pay gap, which measures the difference between men's and women's pay in order to identify any adjustments needed.
- The individual pay rise gap, which analyzes whether individual pay rises are distributed fairly.
- Gap in the distribution of promotions which verifies that career development is equally accessible to both genders.
- Percentage of employees receiving a raise after returning from maternity leave, which aims to ensure fair treatment for women after a period of maternity leave.
- Parity in the highest salaries, which assesses the representation of women and men on the management team or in positions of high responsibility.
These indicators allow companies to identify areas for improvement and to adopt concrete measures in favour of professional equality.
Where does MBTM stand on the professional equality index?
The index is calculated over the period from 01/01/2024 to 31/12/2024. Only permanent employees with at least 6 months of service during this period are taken into account. The first criterion, the pay gap, is incalculable, because the groups selected as significant in the tool make up less than 40% of the workforce. The overall index is uncountable for MBTM, as a minimum of 75 points is required. However, the company can only achieve a maximum of 60 points, of which only 20 were obtained.
In order to strengthen our actions for a fairer working environment, we reiterated in December 2024 our agreement on professional equality. This agreement reflects our concrete commitment to continue and improve our practices, in terms of:
- Recruiting and career development: ensuring fair treatment of applications and internal promotions
- Formation: ensuring gender-neutral access to training courses
- Remuneration: ensure equal pay for equivalent skills and seniority
- Promoting opportunities for women, especially in technical professions
With this agreement and the annual analysis of the professional equality index, we continue to act for real and lasting equality within our company.