Ethics
Ethics Charter
In a context which is becoming increasingly global and complex, we felt it had become essential for us to establish an Ethics Charter that provides a real reference structure, and shares principles and practices.
Guiding each person to conduct their mission in the same spirit, this Ethics Charter sets out the fundamental principles and the rules of conduct to be adopted by every one of us to ensure compliance with the law and delivery on our commitments.
This Charter also sets out the kind of relationships that we wish to maintain within the company to ensure a strong internal teamwork, and constructive collaboration and cooperation with our stakeholders (clients, suppliers, shareholders, partners…).
We are all ambassadors of our Company. That is why I am counting on each and every one of you to both comply with, and to live by, this ethics charter. When we all do that we will ensure the longevity of our Company’s values and our long-term growth."
Ethics Committee
The Ethics Committee ensures the correct application of the Ethics Charter
The Ethics Committee is responsible for creating conditions to help our employees embrace the principles of our Ethics Charter and making sure its principles are applied by everyone in their day-to-day work.
The Committee listens and provides assistance to allow individual employees to discuss any topic related to implementing or complying with the Ethics Charter and makes sure that all our subsidiaries implement the principles set out in the Charter.
The Ethics Committee is composed of the following members:
- Olfa Zorgati, Chief Financial Officer
- Joaquin Castano Teso, Group Quality Director
- Corinne Romefort-Régnier, Corporate Governance Director
The Ethics Committee can be reached at
Gender Equality
For more than 5 years, ESI Group is committed to impulse a CSR approach in all its actions and strategies. To do so, the Group formalized a CSR strategy organized around 4 pillars: employees, customers, environment and civil society.
To strengthen this initiative, ESI joined in 2018 the UN Global Compact. Among this membership the Group reinforced and reorganized its CSR strategy following 9 SDGs defined by the United Nations. One of them is the Gender Equality.
“Gender Equality” is fully part of the Group’s strategy. Its objective is to increase both the percentage of women managers and the percentage of women engineers. Today ESI counts 21.5% of women in permanent contract with 47 new joiners in 2018 (i.e. 33% of its global recruitment during the period).
Some countries, to serve this same objective, set some regulatory obligations. France is one of them. The "Avenir" law aims to eliminate the pay gap between women and men, based on one moto “an equal pay for same jobs”. To fit in, each company has to gather data about women in their organization and to publish its Gender Equality Index. This Index is calculated on the basis of different indicators:
- the gender pay gap;
- the difference in individual salary increase rates;
- the number of employees of the under-represented sex among the 10 highest paid employees;
- the rate of female employees who received a salary increase in the year following their return from maternity leave;
- the gap in promotion rates between women and men.
Each company must achieve, at a minimum, 75/100. If it does not exceed this threshold, it has three years to comply, failing which it may be sanctioned up to 1% of its total payroll.
In compliance with this regulation, ESI Group, in France, calculated its Gender Equality Index. Here are the results:
- the gender pay gap: 33/40
- the difference in individual salary increase rates: 20/20
- the number of employees of the under-represented sex among the 10 highest paid employees: 15/15
- the rate of female employees who received a salary increase in the year following their return from maternity leave: 15/15
- the gap in promotion rates between women and men: 0/10
- TOTAL: 83/100
For ESI Group, this result has been defined in accordance with Decree No. 2019-15 of 8 January 2019, specifying the methods for calculating the indicators of which it is composed, and considering the following principles:
- The reference period used is the calendar year, from January 1st, 2018 to December 31st, 2018,
- The scope of analysis is 313 employees,
- ESI Group carried out the calculations of the pay gap indicator according to socio-professional categories.
The objective for next year is to refine the criteria on remuneration and work towards a professional equality agreement.
