Diversity and equal opportunities

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Females represented 31% of the SEA Group workforce at December 31, 2012, with a significant number in the white-collar category, due to a strong female presence in the front-end areas.

SEA Group workforce by gender and professional category
Professional category 2010 Total 2010 2011 Total 2011 2012 Total 2012
  Women Men   Women Men   Women Men  
Executives – managers 102 232 334 106 240 346 106 240 345
White-collar 1,367 1,552 2,919 1,341 1,539 2,880 1,363 1,539 2,903
Blue-collar 80 1,845 1,925 78 1,786 1,864 79 1,727 1,806
TOTAL 1,549 3,629 5,178 1,525 3,565 5,090 1,548 3,506 5,054
Distribution %
29.9% 70.1% 100% 30.0% 70.0% 100% 30.6% 69.4% 100%
Source: SEA

On the other hand, in the blue-collar category, the higher presence of men is due to the load lifting limits imposed by the regulation on the manual movement of loads in force for the female population compared to the male population.
3.36% of the personnel fall within the protected categories (disabled).

Pay gap by gender

Female/male salary and remuneration ratio by category
Professional category GAS (1) Income (2)
Executives - managers 82% 78%
White-collar 103% 95%
Blue-collar 92% 85%
(1) Female/male average gross annual salary ratio (2) Female/male average overall income ratio Source: SEA.

An analysis of the data highlights a difference between the average salaries of men and women, particularly in relation to overall income (annual income), which includes in particular the various bonuses for working more inconvenient shifts within the day/week. The data relating to the GAS differential within the whitecollar category is due to higher average contractual commitments among females in the category. The highest differential between men and women is within the Executives-senior managers category, in part due to the reduced number of females in more senior management positions.

 

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