Welcome to Gender Pay Gap Report.
At Flowdesk, we are committed to cultivating a workplace that values diversity, fosters inclusion, and strives for equity.
While we recognize that a diverse and inclusive environment is essential for driving innovation, enhancing creativity, and making better decision, we acknowledge that there is still work to be done, particularly in addressing gender pay disparities. We are transparent about the challenges we face and are dedicated to taking meaningful actions to close the gender pay gap and ensure equal opportunities for all employees, regardless of gender.
This report outlines our ongoing efforts, the progress we have made so far, and our commitment to continuous improvement.
Gender Pay Gap Report (French Rapport Égalité Professionnelle)
Overall score:
Distribution of Staff & Annual Gross Compensation FTE
8 / 40
Differences in Individual Pay Raise Rates
25 / 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
48 / 100
2025 action plan
Improve data tracking
We have implemented a level system in order to track better salaries discrepancies by level and job families; and also to be able to track promotion increases. This will help us to better analyze career progression, by gender, at each seniority level and implement dedicated action plans.
Talent Acquisition: hiring women in Tech and Trading
Structurally trading and tech salary bands are slithly higher than corporate functions. However, at the moment, all our industry struggle in hiring women in such positions. We are planning to improve communication and hiring funnels to attract more women to this jobs, with a special attention to campus management to promote the industry to female student, hire women and build woman leadership within the company.
Continue to foster an inclusive culture
Through management training and HR advisory, we keep educating managers about being more aware on career progression and compensations discrepancies. During compensations cycles, variation between women/men will be automatically reported from this year.