{"id":5888,"date":"2026-02-27T09:13:45","date_gmt":"2026-02-27T09:13:45","guid":{"rendered":"https:\/\/gevers.expliciet.dev\/?p=5888"},"modified":"2026-03-17T09:07:11","modified_gmt":"2026-03-17T09:07:11","slug":"gevers-ores-obtient-le-score-de-85-100-a-lindex-de-legalite-femmes-hommes","status":"publish","type":"post","link":"https:\/\/gevers.eu\/fr\/blog\/gevers-ores-obtient-le-score-de-85-100-a-lindex-de-legalite-femmes-hommes\/","title":{"rendered":"Gevers &Ores obtient le score de 85\/100 \u00e0 l\u2019Index de l\u2019Egalit\u00e9 Femmes-Hommes"},"content":{"rendered":"\n
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Gevers & Ores annonce une note globale de 85 points \u00e0 l\u2019Index calcul\u00e9 en 2026 au titre de l\u2019ann\u00e9e 2025.<\/p>\n\n\n
\n<\/figure>\n<\/div>\n\n\n
Pour rappel, l\u2019index \u00e9galit\u00e9 femmes-hommes est l\u2019une des dispositions introduites par la loi Avenir Professionnel du 5 septembre 2018 et vise notamment \u00e0 supprimer les \u00e9carts de salaire entre les femmes et les hommes en France.<\/p>\n\n\n\n
Plusieurs indicateurs sont pris en compte dans cet index 1<\/sup><\/strong>. <\/p>\n\n\n\n
Gevers & Ores obtient le score maximal pour 3 indicateurs sur 4\u00a0:<\/p>\n\n\n\n<\/figure>\n\n\n\n
Gevers & Ores entend poursuivre ses actions en mati\u00e8re d\u2019\u00e9galit\u00e9 salariale au sein du cabinet et confirmer son engagement envers l\u2019inclusion, le soutien au handicap, une politique de recrutement favorisant la diversit\u00e9, le d\u00e9veloppement de carri\u00e8re, le respect de tous et la non-discrimination.<\/p>\n\n\n\n
Au regard de nos engagements sociaux, le cabinet poursuit ses actions en agissant prioritairement sur la r\u00e9duction des \u00e9carts de r\u00e9mun\u00e9ration entre les femmes et les hommes.<\/p>\n\n\n\n
A cet effet, l\u2019entreprise s\u2019engage \u00e0 :<\/p>\n\n\n\n
\u2022 Veiller \u00e0 l\u2019\u00e9galit\u00e9 de r\u00e9mun\u00e9ration entre les femmes et les hommes \u00e0 l\u2019embauche pour un m\u00eame travail ou un travail de valeur \u00e9gale ;<\/p>\n\n\n\n
\u2022 Veiller \u00e0 l\u2019\u00e9galit\u00e9 de traitement salarial entre les femmes et les hommes pour un m\u00eame travail ou un travail de valeur \u00e9gale tout au long du parcours professionnel dans l\u2019entreprise. Des mesures sp\u00e9cifiques sont mises en \u0153uvre dans cette optique.<\/p>\n\n\n\n
1 : L\u2019ensemble des cat\u00e9gories socioprofessionnelles du cabinet ont \u00e9t\u00e9 prises en compte dans le calcul de l\u2019index. Ind\u00e9pendamment de la cotation des postes en interne, faute d\u2019une repr\u00e9sentation significative.<\/em><\/p>\n\n\n\n
Gevers & Ores annonce une note globale de 85 points \u00e0 l\u2019Index calcul\u00e9 en 2026 au titre de l\u2019ann\u00e9e 2025. Pour rappel, l\u2019index \u00e9galit\u00e9 femmes-hommes est l\u2019une des dispositions introduites par la loi Avenir Professionnel du 5 septembre 2018 et vise notamment \u00e0 supprimer les \u00e9carts de salaire entre les femmes et les hommes en […]<\/p>\n","protected":false},"author":3,"featured_media":11489,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","sync_status":"","episode_type":"","audio_file":"","podmotor_file_id":"","podmotor_episode_id":"","castos_file_data":"","cover_image":"","cover_image_id":"","duration":"","filesize":"","filesize_raw":"","date_recorded":"","explicit":"","block":"","_ayudawp_aiss_exclude":false,"_ayudawp_aiss_exclude_summary":false,"_ayudawp_aiss_summary":"","_ayudawp_aiss_summary_provider":"","_ayudawp_aiss_summary_hash":"","footnotes":""},"categories":[214],"tags":[],"expertises":[],"class_list":["post-5888","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-publications-fr"],"acf":[],"yoast_head":"\n
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