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France Gender Equality Index

Global Stories, IntuitLife, Social Responsibility

At Intuit, we’re committed to building a culture of transparency as part of a safe, ethical and inclusive work environment where our employees can do the best work of their lives. 

Pay equity is fundamental to our diversity, equity and inclusion strategy. We have an equal pay for equal work philosophy where no one should be paid less than others doing the same work with the same skills, regardless of gender or race.

This is our third year reporting through France’s Gender Equality Index Reporting. 

The index is comprised of four indicators that make up a total potential score of 100:

  1. Pay gap between women and men;
  2. Salary increase gap between women and men;
  3. Percentage of employees who benefited from an increase in the year following their return of maternity leave;
  4. Number of female employees among the 10 employees who received the highest remuneration.

In our most recent survey in 2021, Intuit France received an index score of 83/100 (compared to 72 in 2020). We achieved all points possible in categories 2 through 4. We also gained two points in overall pay gap between women and men and the maximum number of points possible for females among our top 10 earners.

While this is considered a satisfactory score and we are happy with our improvement from 2020, we recognize achieving pay equity is a job that’s never done. This is why we monitor it rigorously. 

As part of Intuit’s “True North Goals,” we’re committed to continuing to increase the percentage of women in technology, as well as the percentage of our total workforce composed of underrepresented minorities.

In France, to help accelerate equity internally, in partnership with our Social and Economic Committee (CSE), we’ve set goals to hold ourselves accountable for results and have made significant progress. We believe the following actions will help us continue on our journey to improve equity among our employees:

  • Actively partnering with Intuit leadership to increase hiring for technical and sales roles by ensuring we have a diverse candidate pool — 33 percent of hires (for all roles) were women in the past year.
  • Driving an enhanced recruiting process that ensures we have at least one female candidate on every slate. 
  • Reviewing the compensation of our women employees quarterly to ensure market competitiveness. We will make specific efforts in our sales organization as that’s where we saw the largest gap between males and females. 
  • Ensuring that any employee returning from maternity leave is eligible and considered for a pay increase during year-end reviews. 
  • Conducting detailed exit interviews to identify trends and update policies as needed.

We’ll continue our commitment to pay equity and sharing best practices to drive societal and industry-wide improvements. This commitment underscores our values-based culture, where we believe we are “Stronger Together” when we create a workforce with an inclusive environment representative of our diverse customers. 

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