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Legal information

Corporate name: SAGES INFORMATIQUE

Head office address: Route de Mezzavia,RN 194, Lieu-dit Cacciariccia, 20167 AFA
Telephone number: +33 (0)4 95 10 84 80
E-mail: contact@sages-informatique.com
430 044 040 R.C.S. Ajaccio
Share capital: €351,536
Intracommunity VAT number: FR25430044040

Publication manager: Charly Delsol, Chairman

Copyright & Reproduction rights

All content on the www.zeendoc.com website is subject to French and international copyright and intellectual property legislation. All reproduction rights are reserved. Reproduction of all or part of the site, in whatever form and for whatever purpose, is strictly forbidden without the express authorization of the publication director.

All products and brands mentioned are the property of their respective owners. All prices are recommended retail prices and subject to change without notice.

External links

The www.zeendoc.com website may contain links to other sites. These sites, whose addresses are regularly checked, do not belong to SAGES INFORMATIQUE (apart from www.sages-informatique.com and www.zeendoc.com). The SAGES INFORMATIQUE editorial team has no control over their content and declines all responsibility for the information they contain.

Personal data

Your privacy and your personal data are of paramount importance to us. We invite you to read our Privacy Policy in detail (updated: 2024).

Contact us

For any questions relating to personal data, this notice or to exercise your rights under the French Data Protection Act: SAGES INFORMATIQUE, Service Marketing, Route de Mezzavia, RN 194, Lieu-dit Cacciariccia, 20167 AFA

Site hosting

Site hosted by Infomaniak, an eco-responsible hosting company.
25 Eugène-Marziano, 1227 Les Acacias, Geneva, SWITZERLAND .
Phone +41 (0) 22 820 35 44

Gender equality index progress targets

2024 results

 

  • Pay gap indicator: 29/40 (ETAM = 4.69%; Cadres = 10.08%)
  • Individual increase rate differential indicator: 35/35
  • Percentage of employees who received a raise in the year following their return from maternity leave: incalculable (no return from maternity leave during the reference period).
  • Number of employees of the under-represented sex among the 10 highest earners: 0/10

Overall score Equality Index M/F : 75/100

Results 2025

 

  • Pay gap indicator: 37/40 (ETAM = 1.55%; Cadres = 3.32%) ⇑
  • Individual increase rate differential indicator: 15/35 ⇓
  • Percentage of employees who received a raise in the year following their return from maternity leave: 15/15 ⇑
  • Number of employees of the under-represented sex among the 10 highest earners: 0/10 ⇒

Overall score Equality Index M/F : 67/100

Action plan for gender equality

Area & quantified objectives Actions (2025-2027) Indicators & targets Drivers / deadline

A. Effective remuneration

- Reach 40 / 40 for Indicator 1

- Index ≥ 85/100 in 2027

1. Annual review of salaries by trade with revised grid.

2. Increase validation process including HR + Management (mandatory parity in arbitration).

• Écart moyen < 2 %.

- % more women

- % men ≤ 0%.

 HR + General Management Compensation Committee Q2 + Q4

B. Promotion / positions of responsibility

- At least 2 women in the Top 10 remunerations at the end of 2027 (5/10).

- 40% female managers by 2027.

- 75% of female managers

 Requirement for a shortlist containing ≥ 1 female candidate for each executive position.

- % women Top 10 earners (target 20%).

- % female executives (Nb total female executives/Nb total executives) (> = 40%).

- % female managers (Nb of female managers/Nb of total women) (> = 75%).

 HR + COPIL Half-yearly report

C. Recruitment / gender diversity

- ≥ 50% of applications from women in technical professions by 2027.

1. Requirement for a short list containing ≥ 1 female candidate for each position.

2. Quarterly monitoring of candidate pipeline.

3 "Women & Tech" partnerships

D. Training

- Training of at least 75% of the female workforce

 Inclusion of the mandatory parity factor in the development of the Skills Development Plan. % of women trained (> = 75%). HR + Managers

E. Work-life balance / Working conditions

- 100% of requests to telework for parental reasons satisfied when position and organization permit

- 100% of requests for part-time work for parental reasons met when position and organization permit

1. Mandatory organizational motivation (manager) in case of refusal

2. Implementation of part-time work (employee request) if necessary and compulsory organizational motivation (manager + HR) in the event of refusal.

3. Participation in breast cancer screening campaign (ARS partnership) - Awareness-raising workshop + reservation of mammography slots at the hospital

4. Return from maternity/paternity leave" PDF guide summarizing rights and increase process

- Rate of telework/parenting agreement

- Employee satisfaction (> 85%)

- Implementation rate Part-time parental

- Participation rate screening campaign

- HRIS bulletin board guide

 HR + Managers Annual QWL survey

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