{"id":384,"date":"2024-04-16T07:44:54","date_gmt":"2024-04-16T05:44:54","guid":{"rendered":"https:\/\/www.ipsen.com\/frn\/?page_id=384"},"modified":"2026-03-25T18:18:22","modified_gmt":"2026-03-25T16:18:22","slug":"egalite-professionnelle-femmes-hommes","status":"publish","type":"page","link":"https:\/\/www.ipsen.com\/france\/durabilite\/collaborateurs\/egalite-professionnelle-femmes-hommes\/","title":{"rendered":"Egalit\u00e9 professionnelle femmes &#8211; hommes"},"content":{"rendered":"    <section class=\"sub-page-banner \" style=\"background: linear-gradient(93.64deg, #224A81 2.99%, #2797D3 97.01%)\">\n        <div class=\"container content-sec\">\n            <nav aria-label=\"breadcrumb\">\n            <ol class=\"breadcrumb\">\n                <li class=\"breadcrumb-item\"><a href=\"https:\/\/www.ipsen.com\/france\">Accueil<\/a><\/li><li class=\"breadcrumb-item visible\"><a href=\"\">Untitled<\/a><\/li><li class=\"breadcrumb-item active\"><a class=\"link-pointer-events-none\" href=\"#\" aria-current=\"page\">Egalit\u00e9 professionnelle femmes &#8211; hommes<\/a><\/li><\/ol>\n            <\/nav>            <h1 class=\"visible\">Egalit\u00e9 professionnelle femmes &#8211; hommes<\/h1>\n            <p class=\"hidden\"><\/p>\n        <\/div>\n    <\/section>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><strong><u>Egalit\u00e9 professionnelle femmes\/hommes<\/u><\/strong><\/p>\n\n\n\n<p>L\u2019\u00e9galit\u00e9 professionnelle entre les femmes et les hommes est plac\u00e9e au c\u0153ur des priorit\u00e9s gouvernementales.<\/p>\n\n\n\n<p>Dans le cadre de la loi du 5 septembre 2018, un index a \u00e9t\u00e9 mis en place permettant aux entreprises fran\u00e7aises de plus de cinquante salari\u00e9s de se positionner chaque ann\u00e9e sur ce sujet, au travers de 5 crit\u00e8res.<\/p>\n\n\n\n<p>Ipsen, en tant qu\u2019entreprise biopharmaceutique fran\u00e7aise, est engag\u00e9e depuis plus de 15 ans dans l\u2019\u00e9galit\u00e9 professionnelle entre les femmes et les hommes. Elle a notamment conclu plusieurs accords pour une dur\u00e9e minimum de quatre ans- dont le dernier en date du 14 novembre 2025 &#8211; sur l\u2019Egalit\u00e9 professionnelle Femmes \/ Hommes et la Qualit\u00e9 de Vie au Travail au sein desquels 4 domaines d\u2019actions y sont d\u00e9finis, assortis d\u2019objectifs de progression, d\u2019actions permettant d\u2019atteindre ces objectifs, ainsi que d\u2019indicateurs chiffr\u00e9s pour suivre les objectifs et les actions mises en \u0153uvre.<\/p>\n\n\n\n<p><strong>Cette ann\u00e9e Ipsen obtient le score de 95\/100 et poursuit avec satisfaction son engagement permanent<\/strong> <strong>en faveur de l\u2019\u00e9galit\u00e9 professionnelle femmes \/ hommes.<\/strong><\/p>\n\n\n\n<p>Cette note se d\u00e9compose de la mani\u00e8re suivante&nbsp;:<\/p>\n\n\n\n<p>Crit\u00e8re 1 \u2013 L\u2019\u00e9cart de salaire entre les femmes et les hommes, \u00e0 poste et \u00e2ge comparables.<\/p>\n\n\n\n<p>Pour avoir 40 points, l\u2019entreprise doit atteindre 0% d\u2019\u00e9cart de salaire entre les femmes et les hommes \u00e0 poste et \u00e2ge comparables. Ipsen obtient 35 points sur 40, l\u2019\u00e9cart \u00e9tant tr\u00e8s l\u00e9g\u00e8rement au-del\u00e0 de 4%.<\/p>\n\n\n\n<p>Crit\u00e8re 2 \u2013 L\u2019\u00e9cart de taux d\u2019augmentations individuelles entre les femmes et les hommes.<\/p>\n\n\n\n<p>Le maximum de 20 points est accord\u00e9 si l\u2019entreprise a augment\u00e9 autant d\u2019hommes que de femmes, \u00e0 2% pr\u00e8s ou \u00e0 2 personnes pr\u00e8s. Ipsen obtient les 20 points maximum.<\/p>\n\n\n\n<p>Crit\u00e8re 3 \u2013 L\u2019\u00e9cart de taux de promotion entre les femmes et les hommes.<\/p>\n\n\n\n<p>Le maximum de 15 points est accord\u00e9 si l\u2019entreprise a promu autant de femmes que d\u2019hommes, \u00e0 2% pr\u00e8s ou \u00e0 2 personnes pr\u00e8s. Ipsen obtient les 15 points maximum comme les ann\u00e9es pr\u00e9c\u00e9dentes.<\/p>\n\n\n\n<p>Crit\u00e8re 4 \u2013 Pourcentage de salari\u00e9es augment\u00e9es \u00e0 leur retour de cong\u00e9 maternit\u00e9, d\u00e8s lors que des augmentations ont \u00e9t\u00e9 donn\u00e9es en leur absence. Ipsen obtient les 15 points maximum car 100% des personnes concern\u00e9es ont b\u00e9n\u00e9fici\u00e9 d\u2019une augmentation ce qui \u00e9tait le cas en 2024 et les ann\u00e9es pr\u00e9c\u00e9dentes \u00e9galement.<\/p>\n\n\n\n<p>Crit\u00e8re 5 \u2013 Au moins 4 femmes doivent \u00eatre concern\u00e9es dans les 10 plus hautes r\u00e9mun\u00e9rations pour obtenir le maximum de points. L\u2019objectif est d\u2019assurer \u00e0 tous les \u00e9chelons hi\u00e9rarchiques, et notamment aux postes de direction, une repr\u00e9sentation plus \u00e9quilibr\u00e9e des deux sexes. Ipsen compte 5 femmes parmi les 10 plus hautes r\u00e9mun\u00e9rations et conserve son score de 10 points (score maximal) acquis depuis 2022.<\/p>\n\n\n\n<p>Le plan d&#8217;action sur les \u00e9carts de salaires entre les femmes et les hommes permet \u00e0 Ipsen de poursuivre ses ambitions et les indicateurs mettent en avant des r\u00e9sultats particuli\u00e8rement satisfaisants.<\/p>\n\n\n\n<p>De fa\u00e7on g\u00e9n\u00e9rale, le Groupe Ipsen accorde une grande importance au respect de l\u2019\u00e9galit\u00e9 entre les femmes et les hommes et celle-ci se mat\u00e9rialise dans les actions du quotidien, d\u00e8s l\u2019embauche et tout au long de la carri\u00e8re des salari\u00e9s.<\/p>\n<\/div>\n<\/div>\n\n\n\n<!--Alert Card Layout Start Here-->\n<section class=\"alertcard-section\">\n      <div class=\"container\">\n        <!--Alert Box HTML Start Here-->\n        <div class=\"alert-box general-box\">\n                    <div class=\"info-icon\">\n              <span 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