Business integrity
Our ethical principles:
- INTEGRITY: Acting honestly and fairly
This principle applies to all our interactions with stakeholders and includes our commitment to honoring our contractual obligations and upholding the essence of our business agreements. We do not tolerate any practice that is not born of honesty, integrity and fairness anywhere in the world where we do business.
- RELIABILITY: Striving for innovation with confidence
Our team is dedicated to thinking outside the box, constantly pushing the boundaries of creativity and innovation. We strive to provide tailored and data-driven solutions to meet the needs of our clients beyond conventional approaches, but in compliance with the ethical standards as described in our Ethics Charter. Our success comes from offering smart, innovative services that people can trust and rely on.
- RESPECT: Working for life improvement in all its dimensions
Working for life improvement leads to the building of an open-minded community that embraces diversity and respects people, the planet, and the communities where we operate. We are committed to conducting our business in a socially and environmentally responsible manner, mindful of our impact on human beings and the planet.
Whether we’re fighting corruption, providing accurate financial statements or protecting privacy, our teams can always refer to our Ethics Charter.
Governance, Ethics and Compliance
Our Ethics and Compliance Committee deploys our ethical and compliant culture, programs and policies in all operating countries. It supports regional committees and reviews specific issues brought to its attention, checking that we practice what we preach.
We constantly raise awareness through training campaigns about ethical business conduct and train our managers to combat sexual harassment and corruption, ensure human rights or steer away from conflicts of interest.
Report a breach of our principles
We expect our high standards to be met, we want everyone to be able to raise ethical concerns. Our Pluxee Speak Up Ethics Line allows everyone (employees, business partners, suppliers, clients, etc.) to report possible abusive practices in a confident and confidential way.”
Whistleblowing Policy
We expect our high standards to be met, we want everyone to be able to raise ethical concerns. Our Speak Up Ethics Line allows everyone (employees, business partners, suppliers, clients, etc.) to report possible abusive practices in a confident and confidential way. View full policy here.
Pluxee’s firm commitment to diversity, equity & inclusion
At Pluxee, we are committed to promoting diversity, equity, and inclusion for the benefit of all our teams and external partners.
Our goal: to make everyone feel valued and empowered to contribute as best they can to the growth of our organisation. We are committed to establishing an inclusive environment that aligns with our corporate values.
Pluxee publishes the results of its gender equality index annually for France (Pluxee France, Pluxee International, Glady). As 2024 was marked by exceptional operational circumstances due to the split from the Sodexo Group, Pluxee is publishing the results for the last two years.
Pluxee's autonomy has led it to define its own values and corporate culture, with a strong commitment to gender equality. This commitment has resulted in the allocation of a dedicated budget for gender equality. This measure, already in place, aims to align the results with our principles and our vision to be an innovative, cutting-edge company committed to equality.
| Indicators | Pluxee France | Pluxee International | Glady | |||
|---|---|---|---|---|---|---|
| Year | 2023 | 2024 | 2023 | 2024 | 2023 | 2024 |
| Gender pay gap | 37/40 | 36/40 | 36/40 | 33/40 | 29/40 | 35/40 |
| Individual pay raises | 20/20 | 20/20 | 25/35 | 0/35 | 20/20 | 20/20 |
| Promotions gap | 15/15 | 15/15 | NA | NA | 15/15 | 15/15 |
| Number of employees receiving a pay raise post-maternity leave | 15/15 | 15/15 | 15/15 | 15/15 | 15/15 | 15/15 |
| Gender parity among the top 10 earners | 5/10 | 5/10 | 10/10 | 10/10 | 5/10 | 5/10 |
|
Score |
92/100 | 91/100 | 86/100 | 58/100 | 84/100 | 90/100 |
The results of the 2024 Gender Equality Index are explained by the specific context of the split and have led us to implement the following additional actions for the companies Pluxee International and NV, which have been shared with the CSE of the UES Pluxee Holdings. These actions include:
- The implementation of a gender equality envelope during the Mandatory Annual Negotiations for the FY25 salary review campaign,
- The involvement and commitment of all company stakeholders (Executive Committee, Social Partners, External Organizations), the implementation of training programs for managers that include gender equality, as well as the overhaul of Human Resources tools to better align with our industry,
- The creation of a quarterly compensation monitoring committee composed of: Human Resources Business Partner, Compensation & Benefits Manager, and Labor Relations Manager, with the aim of ensuring that gender equality is effective in both offers made to future employees and promotions, with success indicators,
- For each recruitment, internal mobility, promotion within teams, and proposal to candidates, Pluxee:
- Reviews the application against the current and future grade grid, depending on the type of position,
- Reviews the application against the average F/H remuneration in the grade and type of position.
Our objective for 2025 is a global score of 85/100
- Gender pay gap 35/40
-
Individual pay raise 30/35
Discover the Gender Equality Index national results for 2023
In compliance with Article D.1142-2 of the French Labor Code, all companies comprising more than 50 employees are required to publish a Gender Equality Index. The purpose of this index is to evaluate companies’ performance with regard to gender equality in the workplace, based on five indicators (pay, promotions, maternity leave, etc).
Being a company comprising fewer than 250 employees, Pluxee International’s Gender Equality Index is based on four indicators as per Article D.1142-2-1 of the French Labor Code.