> TDF JOINS THE #PARENTAL ACT
> GENDER EQUALITY INDEX 2020: 92/100
Three years after the signature of its first agreement promoting a professional balance between men and women, the company has signed a new agreement that commits and innovates for its employees, and boosts its actions relating to parenthood. The company is a forerunner in this field, with a six-pronged project covering parenthood, recruitment, career development, remuneration, training and corporate culture.
This agreement, concluded for three years (2020-2022), completes and improves existing measures. It has been signed by all TDF trade unions.
TDF is proud to announce that it has signed up to the #Parental Act. This scheme, allows the second parent to benefit from one month's paternity or fostering leave, paid at 100%.
At March 1, 2020, TDF had a gender equality index of 92/100, proof of the Group's commitment through the actions implemented over several years.
Balancing parenthood and professional life
As a signatory of the Parenthood Charter, TDF supports its employees in their lives as parents by promoting their quality of life at work. Specific measures are in place to support pregnant women.
During their maternity leave, women can reduce their working week and have easier access to teleworking. Maternity leave is extended by four weeks to a total of twenty weeks. TDF employees can also take an additional month's parental leave, paid at 50% of their basic salary. Since TDF joined the #Parental Act, the second parent benefits from a one-month paternity or foster care leave, paid at 100%. The partnership with the Babilou network of inter-company crèches has been renewed, enabling TDF employees to benefit from thirty cribs in the network's crèches for their children aged 0 to 3.
Equality at every career stage
By 2022, the company plans to achieve equal pay for men and women, and to improve the results of the professional equality index. Each year, TDF allocates a specific budget to compensate for any pay gaps as part of the mandatory annual negotiations (Négociation Annuelle Obligatoire - NAO).
By 2022, the aim is for at least one woman to sit on each management committee, and for the proportion of women on each management committee to be greater than or equal to the overall rate of women in the company (22.7% in 2019).
TDF also aims to increase the number of women in professions where they are under-represented. To achieve this, we focus on external recruitment as well as internal mobility. Partnerships with associations such as Elles Bougent, and with schools and universities, will be strengthened to increase female vocations in professions predominantly occupied by men.
Raising employee awareness
The aim is to raise awareness among all employees of the issue of professional equality, and to combat all forms of discrimination and stereotypes.
From March 9 to 13, a week dedicated to professional equality and parenthood is being organized within the company. During the week, a conference on the theme of "Combining career and parenthood" will be held, daily awareness-raising information will be sent to employees (on harassment, stereotypes, etc.) and the company will distribute the parenthood guide it has just published.
A few figures about TDF
- 1,500 employees in France
- Index (as at March 1, 2020): 92/100
- 285 teleworkers, i.e. 34% of eligible employees
- Women represent 22.7% of the workforce (2019).
Christophe Maximilien, Director of Human Resources for the TDF Group, comments: " The measures targeting professional equality between women and men have been reinforced. With this agreement, we are continuing to implement actions designed to promote the quality of life at work for employees by enabling them to better reconcile their professional and personal lives. "