Index of professional Equality.
At Flowdesk, we are committed to cultivating a workplace that values diversity, promotes inclusion, and strives for equity.
We recognize that a diverse and inclusive environment is essential for driving innovation, enhancing creativity, and making better decisions. We also acknowledge that structural representation imbalances across certain business functions contribute to our current unadjusted gender pay disparity. Addressing these imbalances is an important part of our broader equity strategy.
Our compensation framework is role-based and gender-neutral. Pay and progression decisions are grounded in objective criteria, including scope of responsibility, experience, and performance. We remain committed to ensuring equal access to career development and advancement opportunities for all employees, irrespective of gender or any other non-job-related characteristic.
We are transparent about the challenges that remain and are focused on taking measurable, sustainable actions to improve representation and reduce disparities over time. This report outlines our current position and our ongoing commitment to continuous progress.
Gender Pay Gap Report (French Rapport Égalité Professionnelle)
Overall score:
Distribution of Staff & Annual Gross Compensation FTE
0 / 40
Differences in Individual Pay Raise Rates
35 / 35
Employees Who Received a Pay Raise in the Year Following Their Return from Maternity Leave
15 / 15
Number of Employees of the Underrepresented Gender Among the Top 10 Highest-Paid Employees
0 /10
Egapro Score
50 / 100
2026 action plan
Implement salary grids
We are introducing structured salary grids aligned with our internal leveling framework. These grids are designed to position roles consistently and support equal pay for equal work or work of equal value, in line with current French requirements and upcoming European pay transparency obligations.
By formalizing pay ranges and clarifying how pay is determined, we aim to strengthen consistency and transparency in compensation decisions and support equitable outcomes across the organization. While implementation will begin in France, this framework is intended to guide our compensation practices globally over time.
Enhance employee benefits
Following a thorough review of our benefits offering, we will implement enhanced measures to support work-life balance for all employees, with a particular focus on those returning from parental leave. These updates aim to improve overall well-being and ensure that all employees feel supported throughout their career and life transitions.
Strengthen leadership development for women in Tech
We will launch dedicated leadership development programs specifically tailored to women in technology roles. By investing in targeted training and mentorship opportunities, we aim to encourage more women to progress into leadership positions, help build a strong internal talent pipeline, and foster an environment where diverse leadership can thrive.