Gender Equality Index
Our initiatives are now being recognised through the results of the 2026 Professional Equality Index for 2025.
Magellan is committed to promoting gender equality in the workplace
This index makes it possible to assess any workplace inequalities using a number of indicators and to implement corrective measures where necessary.
The Index, out of 100 points, comprises between 4 and 5 indicators depending on whether the company has fewer or more than 250 employees:
- The gender pay gap,
- The disparity in the distribution of individual pay rises,
- The disparity in the distribution of promotions (only in companies with more than 250 employees),
- The number of female employees who received a pay rise on their return from maternity leave,
- Gender parity amongst the 10 highest earners.
Find out the results of the 2026 gender equality indices
Adone Conseil has been awarded a score of 99 out of 100
/40 Pay gap
/20 Difference in individual growth rates
/15 Difference in promotion rates
/15 Employees received a pay rise on returning from maternity leave
/10 One gender is under-represented among the 10 highest earners
axYus scores 90 out of 100
/40 Pay gap
/35 Difference in individual growth rate
/15 Difference in promotion rates
/15 Employees received a pay rise on returning from maternity leave
/10 One gender is under-represented among the 10 highest earners
Comforth Easyfront scores 94 out of 100
/40 Pay gap
/35 Difference in individual growth rate
/15 Difference in promotion rates
/15 Employees received a pay rise on returning from maternity leave
/10 One gender is under-represented among the 10 highest earners
Daveo scores 88 out of 100
/40 Pay gap
/35 Difference in individual growth rate
/15 Difference in promotion rates
/15 Employees received a pay rise on returning from maternity leave
/10 One gender is under-represented among the 10 highest earners
Exakis Nelite scores 93 out of 100
/40 Pay gap
/20 Difference in individual growth rates
/15 Difference in promotion rates
/15 Employees received a pay rise on returning from maternity leave
/10 One gender is under-represented among the 10 highest earners
Magellan Consulting has been awarded a score of 86 out of 100
/40 Pay gap
/20 Difference in rate of increase
/15 Difference in promotional rates
/15 Employees received a pay rise on returning from maternity leave
/10 One gender is under-represented among the 10 highest earners
Magellan Partners has been awarded a score of 79 out of 100
/40 Pay gap
/20 Difference in rate of increase
/15 Difference in promotional rates
/15 Employees received a pay rise on returning from maternity leave
/10 One gender is under-represented among the 10 highest earners
Magellan Sécurité has been awarded a score of 91 out of 100
/40 Pay gap
/35 Difference in individual growth rate
/15 Difference in promotion rates
/15 Employees received a pay rise on returning from maternity leave
/10 One gender is under-represented among the 10 highest earners
VP White scores 93 out of 100
/40 Pay gap
/35 Difference in individual growth rate
/15 Difference in promotion rates
/15 Employees received a pay rise on returning from maternity leave
/10 One gender is under-represented among the 10 highest earners
Yunit has been awarded a score of 93 out of 100
/40 Pay gap
/35 Difference in individual growth rate
/15 Difference in promotion rates
/15 Employees received a pay rise on returning from maternity leave
/10 One gender is under-represented among the 10 highest earners
Find out about our CSR policy
Since its inception, Magellan has been working alongside its partners to uphold the key principles of sustainable and people-centred development, and to set out increasingly ambitious initiatives in this area each year.