Gender equality at Partoo

“Make things right” is our vision at Partoo. We strive to live up to this vision in all areas of our business and especially with our employees. We believe that this means more equality, fairness and diversity in our teams. We are committed to equality between men and women.

Key numbers

• 45% women & 55% men
• Score of Index Egapro 2021 : 74/100

What have we achieved this year?

• Train the entire recruitment team in cognitive bias identification and competency-based recruitment
• Create pre-defined interview grids to evaluate all candidates on the same criteria and limits unconscious bias and discrimination
• Launch of Women@Partoo: a collective of employees working for more equality between men and women :
  • Internal mentoring program, for people in positions of responsibility to support women in their professional development
  • Exchanges between women to be able to speak out on certain subjects, during thematic lunches or dinners, to create a “safe space”
  • Other activities or projects to raise awareness, such as self-defense courses, the feminist library, coding day, theatre about women history…
  • Highlighting role models during conferences to draw inspiration from successful women
• Reduce the requirement for a parent to receive full pay during parental leave to 6 months of service
• Offer fair processes to all employees with the bi-yearly review meetings for performance assessment

How to explain our score at the Index Egapro 2021 ?

1. Gap of salary : 34/40

• Salary gaps between men and women are narrower for employees in a management position
• Remunerations are on average higher for managers than for non-managers
• In 2021, 21% of women vs 36% of men were managers. The low number of women in management positions impacts negatively equality on two dimensions:
  • Women are more represented in the category which has the lower average remunerations, thus they are likely to have a lower remuneration
  • Women are less represented in the category in which there is more pay equality
• The teams with the highest salaries are also the teams with the fewest women. This is because it is more difficult to find women for certain jobs (tech, strategy, finance) because there are fewer women candidates

2. Gap of salary raise : 25/35

• At Partoo, we are eligible for a raise during our annual performance review, starting one year after our arrival at Partoo. In the 2021 index scope, more men (65%) than women (49%) were eligible for a raise
• 100% of the eligible women got a raise in 2021
• 18% of women (vs 9,5% of men) received a raise while having less than 1 year seniority. These raises were due to salary alignment and promotions
• The difference between men and women in raises comes from seniority, not an unfair raise policy.
• Our review and raise policy are close to equality (everyone gets a review and a raise (except low-performance) after 1 year
• The high number of raises for non-eligible women highlights Partoo’s efforts to promote women

3. Raise after a maternity leave : 15/15

100% of women coming back from maternity leave received a raise

4. Parity in the 10 highest remunerations : 0/10

Being in the top remunerations is highly correlated with:

• Being in a top management position: women are scarce in these positions in Partoo. In the index 2021 scope, 0% of women are in Comex and 28% in the Board.
• Belonging to specific teams: if the most represented teams in the top 20 do not reach parity, it will make it difficult for more women to get into the top : 33% of women in the Growth Team and 16% in the Tech Team.
• Having high seniority in Partoo: since Partoo was mainly composed of male employees at the beginning and reached parity in 2021, the average seniority for women is lower: 1,5years average seniority for women vs 2,1 years for men.

We would need 4 women in the top 10 to get 10/10.

Our action plan for 2023

• Consider as many women as men for each management position, for external recruitment processes and internal promotions
• Help women plan their careers path, aim for top management positions, and develop the right skills to become top managers
• Create career paths for career development
• Create a transparent salary grid to avoid inequalities
• Reinforce our parental policy to allow more senior women to join Partoo or to develop internally without parenthood being a barrier
  • Abolish the seniority requirement to maintain salary during a parental leave
  • Extending second parent leave
  • Set up specific leaves (miscarriage, breastfeeding)
• Broaden our pool of candidates for teams with fewer women, which are also the best paid teams (tech, finance, etc.)

• Differentiate between structural inequalities (such as individual differences in seniority, job, responsibilities, performance, etc) and unfair inequalities (no objective criteria to explain why these women are paid less than men).
• If we find out unfair inequalities, Partoo will implement salary raises to correct these potential inequalities.