Our professional gender equality index

In accordance with the Avenir law, which aims to eliminate the gender pay gap, Natixis SA in France is publishing its Professional Gender Equality Index for 2023.

Giving a score on 100 points, this index is calculated from 5 indicators:

  • Gender pay gap (rated out of 40 points)
  • Annual pay rise gap (rated out of 20 points)
  • Promotion gap (rated out of 15 points)
  • Percentage of employees who received a pay rise on return from maternity leave (rated out of 15 points)
  • Gender parity among the company’s ten highest earners (rated out of 10)


Indicator 1
Indicator 2
Indicator 3
Indicator 4
Indicator 5
Gender pay gap Annual pay rise gap Promotions gap Percentage of employees who received a pay rise on return from maternity leave Gender parity among the company’s ten highest earners
Score out of 100 Score out of 40 Score out of 20 Score out of 15 Score out of 15 Score out of 10
77 27 20 15 15 0



Progress targets for indicators where maximum points have not been reached

The Indicator 1 on the gender pay gap dropped by 4 points for 2023 (vs 2022).

We are taking steps to bring it back close to the previous years’ scores of between 31 and 37 for this indicator. Here’s how we’re making this happen:

In terms of recruitment

  • Increasing the number of women hired in business lines where they tend to be most under-represented (notably Global Markets and Investment Banking);
  • The support of HR teams to supervise equal pay for hiring through the provision of internal and external benchmarking tools.

In terms of compensation:

  • Improving tools for monitoring overall pay gaps used by HRMs and leader managers prior to the ACR campaign (Annual Compensation Review);
  • The maintenance of the Equal Pay envelope aimed at eliminating the fixed and unjustified pay gaps.

In terms of career management:

  • The specific empowerment of women with the launch of a new women’s programme on the EMEA perimeter in 2024
  • Support for employees and their managers when announcing maternity via an outsourced support: Boost’her program.


The objectives of diversity among leaders and leaderships circles

The progress and objectives set in terms of diversity among leaders and leadership circles can also contribute to the development of indicator 5 on the number of employees of the under-represented sex among the 10 highest paid. Nevertheless, given the way in which this indicator is calculated, progress on this indicator can only be expected in the medium-long term.


Gender representation gap within our governing bodies

In accordance with Article 14 of the French Law of December 24, 2021 on accelerating economic and professional equality, Natixis SA in France has calculated and published the percentage of women and men in senior management as at December 31, 2023.

  • 30.2% of its senior managers were women
  • 56% of the General Management Committee were women.