Regulatory obligations

Gender Equality Index

For the year 2026, under the heading of 2025, we obtained a score of 93 out of 100 on the Gender Equality Index for the scope of UES Chaîne du Grain and Group Teams.

Here are the details:

Indicators	Points obtained
1 - Pay differentials (in %)	38/40
2 - Differences in individual pay rises (in % points)	20/20
3- Promotion differentials (in % points)	15/15
4- Percentage of employees receiving a pay rise after returning from maternity leave (%)	15/15
5- Number of employees of the under-represented sex in the 10 highest earners	05/10
Index	100/100

Axiane's professional equality index score for 2025 cannot be calculated.

Details below:

Indicators	Points obtained
1 - Pay differentials (in %)	Incalculable
2 - Differences in individual pay rises (in % points)	20/20
3- Promotion differentials (in % points)	05/15
4- Percentage of employees receiving a pay rise after returning from maternity leave (%)	15/15
5- Number of employees of the under-represented sex in the 10 highest earners	0/10
Index	Incalculable

Overall progress target: achieve a score of 95/100 by 2030.
Progress target for indicator no. 1: achieve a score of 38/40 by 2026.
Progress target for indicator no. 5: achieve a score of 5/10 by 2027.

Action plan to achieve the objectives:

Analyse the age pyramid to measure and anticipate the impact on the distribution of groups in indicator no. 1
Promote the hiring of categories where one gender is under-represented
Continue the work of readjusting the salary policy to improve indicators 1 and 5, without damaging indicators 2 and 3

The company is committed to defining and implementing concrete actions to promote professional equality between women and men, putting in place the necessary resources to achieve its objectives.

We ensure that this approach is shared and applied by all, encouraging open and constructive dialogue. Together, we are working to create a more equitable working environment.