Safran Seats An international key player in passenger and technical aircraft seats.

Criterion No. 1: Difference in average salary between men and women - 37/40

Criterion No. 2: Comparison of the percentage of men and women having received a raise - 20/20

Criterion No. 3: Comparison of the percentage of men and women having received a promotion - 15/15

Criterion No. 4: Whether all women received a raise on returning from a maternity/adoption leave - 15/15

Criterion No. 5: Number of women in the top 10 paying positions - 5/10

In addition, the law "aimed at accelerating economic and professional equality between women and men" of December 24, 2021 (known as the Rixain law) creates a new obligation to increase the number of women in the management structures of companies with over 1,000 employees. At Safran, our policy of professional development for women, giving them access to positions of responsibility, identifying their potential and supporting their career development are priorities that we have also extended to our relations with engineering schools and universities for several years.
 
Within Safran Seats, the indicators for the gender gap in senior management positions are as follows
- Percentage of women and men among all senior managers: 9% women and 91% men
- Percentage of women and men among all members of management teams: 17% women and 83% men 
 
Taking into account the actions undertaken on an ongoing basis in 2021 and 2022, the results achieved to date* are improving:
- Percentage of women and men among all senior managers: 10% women and 90% men
- Percentage of women and men among all members of management teams: 20% women and 80% men 
 
*September 2022