Sustainable development

Equal pay index: Pierre Fabre awarded an overall score of 90/100

13 March 2019



The Pierre Fabre Group was awarded a final score of 90/100 on the equal pay index concerning men and women’s wages. The company achieved a maximum score for three of the five criteria used to calculate the index. The score reflects the commitments of the Pierre Fabre Group in terms of developing and strengthening the role of women within the company.

Pierre Fabre commits to gender equality in the workplace 

Gender equality in the workplace has been the subject of numerous legislative and regulatory texts over the last years, but the Pierre Fabre Group has made it a priority that extends beyond its legal obligations.

On May 22, 2014 an amendment to the agreement on workplace gender equality was signed by management and union representatives. In practical terms, this agreement provides for the following commitments:


  • Equal treatment of applications and selection criteria based exclusively on skills, professional experience, qualification and the applicant’s type of degree or diploma.
  • Company-driven actions at the prestigious French grandes écoles graduate schools and universities in order to encourage all students, regardless of gender, to take up professions found within the Group.

Pay and promotions

  • Equivalent pay on starting work and throughout their career based on the level of experience, training, autonomy and responsibility.
  • Career paths and development based solely on objective criteria such as skills and performance.

Professional training

  • Flexibility introduced into the organization of training time, the development of e-learning and the payment of childcare costs to facilitate access to training. 

Working conditions

  • Measures for a better balance between employees’ professional and private lives, such as increased support for employees on parental leave, the possibility of financing parental leave via the working time account system under which hours worked can be saved up, company contribution to childcare costs or more extensive remote working. 

* Pierre Fabre Group brands: A-Derma, Ducray, Eau Thermale Avène, Elancyl, Galénic, Klorane, René Furterer, Pierre Fabre Dermatologie, Naturactive, Drill, Carbolevure, Nicopatch, Elgydium, Inava, Eludril, Dexeryl, Pierre Fabre Médicament and Pierre Fabre Oncologie


Focus on Pierre Fabre’s results for the five indicators of the index

The French government adopted five indicators for the index, with variable weighting between one indicator and another:

  • Pay gap: 40%
  • Percentage of men and women who have received a pay raise: 20%
  • Percentage of men and women who have been promoted: 15%
  • Percentage of female employees whose salary is increased on their return from maternity leave: 15%
  • Percentage of women in the 10 highest-paid positions: 10%


The Pierre Fabre Group was awarded the highest score possible for the three following indicators:

  • The percentage of women and men who received a pay raise in 2018
  • The percentage of women and men who were promoted in 2018
  • The percentage of female employees whose salary was increased (collective increase) on their return from maternity leave

The scores of 35/40 and 5/10 were respectively attributed to pay gap differences and to the percentage of women in the highest-paid positions. 



Professional equality for men and women; a priority for the French government 

The gender equality index was adopted for the purposes of the French law “For the Freedom to Choose One’s Professional Future” enacted on September 5, 2018. Under this law, the 1,400 companies in France with more than 1,000 employees are required to publish their overall score on their website. Those with a mark below 75 have a three-year period during which they must implement a corrective action plan. 


Equal pay is at the center of the Pierre Fabre Group’s corporate commitments. In 2018, women accounted for 71% of our permanent-contract recruitments and we employ primarily women in France and internationally. We do not consider this initial index score of 90 out of 100 as an end in itself but as encouragement to do even more in the years to come. Our aim is to reach the highest score 

Yolène Coppin, Senior Vice-President of Human Resources & Ethics