Facts and Figures

GENDER EQUALITY INDEX

Diehl Aviation and Diehl Aerospace based in Toulouse, are committed to maintaining a diverse work culture in which people from all backgrounds contribute to the growth and success of our company.

Since September 2019, a law requires companies to follow an index on professional equality between women and men.

This index is on 100 points and is composed of 4 criterias :

• The gender pay gap,
• The difference between women and men's pay rise,
• The number of women who receive a raise when they return from maternity leave,
• Parity among the 10 highest paid employees.

The minimum score required is 75 points out of 100.

Diehl Aviation based in Toulouse

In 2024: 87%

• Indicator 1 : Gender pay gap = 39/40
• Indicator 2 : Difference between women and men's pay rise = 35/35
• Indicator 3 : Percentage of women receiving a raise within one year of returning from maternity leave = 15/15
• Indicator 4 : Parity among the 10 highest paid employees = 0/10

In 2023 : 83%

• Indicator 1 : Gender pay gap = 33/40. Progress objective : recruit more women
• Indicator 2 : Difference between women and men's pay rise = 35/35
• Indicator 3 : Percentage of women receiving a raise within one year of returning from maternity leave = 15/15
• Indicator 4 : Parity among the 10 highest paid employees = 0/10. Progress objective: recruit senior women

In 2022 : 85%

• Indicator 1 : Gender pay gap = 35/40
• Indicator 2 : Difference between women and men's pay rise = 35/35
• Indicator 3 : Percentage of women receiving a raise within one year of returning from maternity leave = 15/15
• Indicator 4 : Parity among the 10 highest paid employees = 0/10

Diehl Aerospace based in Toulouse

In 2024 : 90%

• Indicator 1 : Gender pay gap = 35/40
• Indicator 2 : Difference between women and men's pay rise = 35/35
• Indicator 3 : Percentage of women receiving a raise within one year of returning from maternity leave = 15/15
• Indicator 4: Parity among the 10 highest paid employees = 5/10

In 2023 : 81%

• Indicator 1 : Gender pay gap = 29/40. Objective of progression: recruit junior and senior women
• Indicator 2 : Difference between women and men's pay rise = 35/35
• Indicator 3 : Percentage of women receiving a raise within one year of returning from maternity leave = Indicator not calculate : no returns from maternity leave
• Indicator 4: Parity among the 10 highest paid employees = 5/10. Progress objective: recruit senior women

In 2022 : 80%

• Indicator 1 : Gender pay gap = 25/40. Objective of progression: recruit junior and senior women
• Indicator 2 : Difference between women and men's pay rise = 35/35
• Indicator 3 : Percentage of women receiving a raise within one year of returning from maternity leave = 15/15
• Indicator 4: Parity among the 10 highest paid employees = 5/10. Progress objective: recruit senior women