{"id":3768,"date":"2024-02-27T16:11:11","date_gmt":"2024-02-27T15:11:11","guid":{"rendered":"https:\/\/sonergia.fr\/?p=3768"},"modified":"2026-08-06T16:03:31","modified_gmt":"2026-08-06T14:03:31","slug":"plan-action-egalite-fh","status":"publish","type":"post","link":"https:\/\/sonergia.fr\/nous-decouvrir\/rse\/plan-action-egalite-fh\/","title":{"rendered":"Notre index \u00e9galit\u00e9 femmes \/ hommes 2025"},"content":{"rendered":"\n<div class=\"wp-block-media-text alignwide is-stacked-on-mobile is-image-fill-element has-background\" style=\"background-color:#f7f7f7;grid-template-columns:26% auto\"><figure class=\"wp-block-media-text__media\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/sonergia.fr\/nous-decouvrir\/wp-content\/uploads\/sites\/3\/2021\/09\/egalite-hommes-femmes-1024x576.png\" alt=\"\" class=\"wp-image-36313 size-full\" style=\"object-position:50% 50%\" srcset=\"https:\/\/sonergia.fr\/nous-decouvrir\/wp-content\/uploads\/sites\/3\/2021\/09\/egalite-hommes-femmes-1024x576.png 1024w, https:\/\/sonergia.fr\/nous-decouvrir\/wp-content\/uploads\/sites\/3\/2021\/09\/egalite-hommes-femmes-300x169.png 300w, https:\/\/sonergia.fr\/nous-decouvrir\/wp-content\/uploads\/sites\/3\/2021\/09\/egalite-hommes-femmes-768x432.png 768w, https:\/\/sonergia.fr\/nous-decouvrir\/wp-content\/uploads\/sites\/3\/2021\/09\/egalite-hommes-femmes-1536x864.png 1536w, https:\/\/sonergia.fr\/nous-decouvrir\/wp-content\/uploads\/sites\/3\/2021\/09\/egalite-hommes-femmes.png 1920w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure><div class=\"wp-block-media-text__content\">\n<h3 id=\"h-sonergia-a-obtenu-nbsp-51-points-sur-100-nbsp-a-l-indice-de-l-egalite-pro-femmes-hommes\" class=\"wp-block-heading\">Sonergia a obtenu&nbsp;<strong>51 points sur 100<\/strong>&nbsp;\u00e0 l\u2019indice de l\u2019\u00e9galit\u00e9 pro. femmes \/ hommes<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Ecart de r\u00e9mun\u00e9ration : 21\/35<\/li>\n\n\n\n<li>Ecart de taux d\u2019augmentations individuelles : 25\/35<\/li>\n\n\n\n<li>% de salari\u00e9es ayant b\u00e9n\u00e9fici\u00e9 d\u2019une augmentation dans l\u2019ann\u00e9e suivant leur retour de cong\u00e9 maternit\u00e9 : 0\/15<\/li>\n\n\n\n<li>Nombre de salari\u00e9s du sexe sous-repr\u00e9sent\u00e9 parmi les 10 plus hautes r\u00e9mun\u00e9rations : 5\/10<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/sonergia.fr\/pdf\/RSE\/SOCIAL\/declaration_parite_2025.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Fiche du Minist\u00e8re du travail, de l&#8217;emploi <br>et de l&#8217;insertion<\/a><\/div>\n<\/div>\n<\/div><\/div>\n\n\n\n<h3 id=\"h-nos-mesures-de-corrections\" class=\"wp-block-heading\">Nos mesures de corrections : <\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li><strong>\u00c9cart de r\u00e9mun\u00e9ration femmes-hommes (40 points)\u00a0<\/strong>:<\/li>\n<\/ol>\n\n\n\n<ul class=\"wp-block-list\">\n<li>R\u00e9aliser au moins un audit de r\u00e9mun\u00e9ration par cat\u00e9gorie professionnelle d\u2019ici le 31.10.2026, en neutralisant les effets de temps partiel, pour d\u00e9tecter les \u00e9carts injustifi\u00e9s et les corriger au cours de l\u2019ann\u00e9e de r\u00e9f\u00e9rence,<\/li>\n\n\n\n<li>Veiller \u00e0 ce que le nombre de femmes augment\u00e9es soit sup\u00e9rieur \u00e0 celui des hommes,<\/li>\n\n\n\n<li>Diminuer l\u2019\u00e9cart de r\u00e9mun\u00e9ration mensuelle th\u00e9orique entre les femmes et les hommes par statut et par tranches d\u2019\u00e2ge,<\/li>\n\n\n\n<li>Constituer une enveloppe de rattrapage salarial budg\u00e9t\u00e9e s\u00e9par\u00e9ment de toute autre augmentation pour l\u2019ann\u00e9e suivante,<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li><strong>\u00c9cart de taux d&#8217;augmentations individuelles (35 points)<\/strong> :<\/li>\n<\/ol>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Objectiver les crit\u00e8res d\u2019attribution des augmentations individuelles\u00a0: construire une grille de crit\u00e8res de promotion et la documenter pour chaque d\u00e9cision (promue ou non).<\/li>\n\n\n\n<li>Formation du comit\u00e9 carri\u00e8res\/CODIR et des managers aux biais inconscients de genre dans l&#8217;\u00e9valuation de la performance et du potentiel (notamment le biais qui associe le temps partiel ou la maternit\u00e9 \u00e0 un moindre engagement professionnel).<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li><strong>Pourcentage de salari\u00e9es augment\u00e9es \u00e0 leur retour de cong\u00e9 maternit\u00e9 (15 points)<\/strong> :<\/li>\n<\/ol>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Int\u00e9grer un contr\u00f4le syst\u00e9matique dans le processus paie : \u00e0 chaque retour de cong\u00e9 maternit\u00e9, v\u00e9rification automatique que l&#8217;augmentation moyenne per\u00e7ue par la cat\u00e9gorie professionnelle pendant l&#8217;absence a bien \u00e9t\u00e9 appliqu\u00e9e (obligation l\u00e9gale de l&#8217;article L1225-26),<\/li>\n\n\n\n<li>Le service RH organise le suivi de l\u2019entretien de reprise avec le manager, avec un point sp\u00e9cifique sur l&#8217;\u00e9volution de poste et de la r\u00e9mun\u00e9ration,<\/li>\n\n\n\n<li>Contr\u00f4le du service RH au cours de la semaine de retour de cong\u00e9 maternit\u00e9 et relance du manager si l\u2019entretien de retour n\u2019est pas r\u00e9alis\u00e9 \u00e0 l\u2019issue de la semaine de reprise, pour s\u00e9curiser l\u2019indicateur \u00e0 100 %.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li><strong>Parit\u00e9 parmi les 10 plus hautes r\u00e9mun\u00e9rations (10 points)<\/strong> :<\/li>\n<\/ol>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Cartographier le vivier de talents f\u00e9minins et de leur expertise, \u00e9ventuellement construire un plan de formation et de succession en vue de leur \u00e9volution professionnelle,<\/li>\n\n\n\n<li>Construire des fourchettes de r\u00e9mun\u00e9ration \u00e0 l&#8217;embauche des postes experts-seniors\/CODIR, dans le cadre desquelles la n\u00e9gociation peut avoir lieu.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Sonergia publie son index \u00e9galit\u00e9 femmes-hommes conform\u00e9ment \u00e0 la r\u00e9glementation. Consultez les r\u00e9sultats. <\/p>\n","protected":false},"author":3,"featured_media":35465,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[7],"tags":[],"class_list":["post-3768","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-rse"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.6 (Yoast SEO v27.6) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Egalit\u00e9 femmes \/ hommes chez Sonergia<\/title>\n<meta name=\"description\" content=\"Sonergia publie son index \u00e9galit\u00e9 femmes-hommes conform\u00e9ment \u00e0 la r\u00e9glementation. 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