On the occasion of International Women's Rights Day, TDF announces the signing of an agreement on professional equality between women and men and measures relating to parenthood for the years 2024 to 2027. Once again this year, the company has achieved a Professional Equality Index of 94/100.
With this four-year agreement, the company is reinforcing the measures already in place, with three main objectives in mind: to ensure gender equality in career development and promote job diversity; to support and facilitate the balance between parenthood and professional life; and to prevent all forms of discrimination, violence, harassment or sexist behavior.
Compensation, career development, job diversity
When women and men are hired, their salaries are already equal. In line with this approach, TDF is committed to using a specific budget to level out any discrepancies.
Committed to fairness in terms of career development, by 2027 the company aims to have at least one woman on every Management Committee (CODIR), and to increase the proportion of women on CODIRs to at least 35%. To support women in positions of responsibility and encourage their mobility, an internal network of "female talents" will be set up.
TDF is also working to improve its internal and external recruitment processes to encourage the employment of women in professions where the proportion of women is still low. A personalized training program will be developed to support mobility towards technical professions. Co-optation bonuses will also be increased by 30% for co-opting women into this type of job.
Supporting parenthood and well-being at work
TDF is convinced that its actions in the area of parenthood enable personal fulfillment and a better quality of life at work. To this end, new specific leave entitlements have been introduced for employees undergoing medical assistance for procreation, pregnancy termination or suffering from endometriosis. Paternity and childcare leave has been extended by five days.
The company guarantees women a more serene pregnancy period, with more flexible rules on telecommuting and working hours. Leave policy for sick or disabled children has also been strengthened.
Prevent all forms of discrimination
Raising awareness and preventing all forms of discrimination are among the priorities of TDF's social policy. Starting in 2024, training modules on diversity and anti-discrimination will be offered to all the company's managers. Since January 2024, TDF has also been a signatory to the #StOpE initiative, to combat ordinary sexism in the workplace.
To support employees dealing with domestic violence, TDF is implementing a policy of awareness-raising and support from the occupational social service.
Christophe Maximilien, Director of Human Resources for the TDF Group, comments: "At TDF, professional equality is a subject that is particularly close to our hearts, especially in terms of pay and career development. Thanks to an innovative and ambitious social policy, particularly in terms of parenthood, we are working to enable everyone to reconcile their personal and professional lives as well as possible."