Infotel leads by example regarding the gender pay gap and promotion rates. Women returning from maternity leave receive dedicated support; a return-to-work interview is proactively offered, and salary progression is closely monitored.

We remain focused on a key long-term objective to support our female employees: increasing the number of women among our highest earners. It’s important to note that women already hold many strategic and leadership positions, including roles within the Board of Directors, Support Function Management, Sales Management, Branch Management, and Project Management.

To support this, a professional equality agreement is in effect. This strategy prioritises four pillars: recruitment, professional promotion, compensation, and work-life balance for all of our employees.

Our internal community, Infot’Elles, provides a space for discussion on gender equality in the workplace. Numerous events take place throughout the year to raise awareness, and we continue to develop partnerships with organisations that promote gender diversity.

In accordance with the Rixain Act of 24 December 2021, we’re focused on achieving gender balance among our executive team. For 2025, Infotel’s Executive Committee consists of nine members, including eight men and one woman (representing 11% of the total).

Infotel demonstrates its commitment through practical action and reaffirms its dedication to equality.

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