Filix Specialist of elastic yarn

Gender equality in the workplace: indicators in detail

Moulinages de la Galaure Company
Results published in 2026 relating to the year 2025: incalculable

Filix Compagny
Results published in 2026 for the year 2025: 94/100

Professional equality action plan:

FILIX SAS is committed to promoting gender equality in the workplace and affirms its commitment to the principle of non-discrimination between men and women. A company agreement on gender equality has been in place at FILIX SAS since 2017 and was updated in 2024 for a period of four years.

Several actions have been undertaken:

• With equal skills, promote the training of men or women who wish to join a service or profession in which their sex is underrepresented;
• Raising awareness among employees, and in particular women, each year, of the need for lifelong learning throughout their professional lives (posters, HR information in the company’s internal newsletter, interview with the Human Resources Manager offered during the annual interview with the Manager, etc.);
• Offer training once a year, during interviews, to all employees, particularly in the least qualified departments
• Inform employees about existing schemes Validation of Acquired Skills and Experience – VAE, Skills Assessment, Personal Training Account – CPF, … (regular display every year, organisation of “training awareness month” every year, reminder during professional interviews);
• Promote internal recruitment by offering each available position to employees already in post (displaying 100% of offers in 2021, FILIX website);
• For production staff, since 2018 there has been an annual meeting to review the skills chart of each production operator, setter, or team leader. This meeting brings together Management, the Production Manager, and the Human Resources Manager to reassess the levels and grades of employees who have progressed during the year (mastering a new machine, a new department, becoming a trainer, etc.).
• Upon her return from maternity leave, the employee will have a meeting with her manager to discuss her career path
• On the day of her return from maternity leave, the employee will benefit from a re-welcome interview (attached to this agreement);
• The participation of the Human Resources Manager in decisions regarding salary increases for ETAM and CADRE staff with Management;
• Maintain the salary increases for female employees returning from maternity leave in accordance with Article L1225-26 of the Labor Code.
• Human Resources department trained in the different forms of harassment;
• Presence of two representatives from the Social and Economic Committee (CSE) of the opposite sex who are aware of harassment;
• Raising awareness among managers every year on professional equality (presentation of indicators, professional equality index, etc.).