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OUR TEAMS

The Core of

Plasteurop

Our Workforce

Each of Plasteurop’s 130 employees play an essential role in the smooth running of our company.

Our different departments work with dedication and expertise to guarantee the satisfaction of our customers and partners.

distribution of our employees

01

Management and Administration

The management and administration division ensures the smooth running of the company’s financial, accounting and legal affairs.

02

Production

Our production teams implement tailor-made solutions to meet our customers’ specific needs.

03

Innovation

Our innovation department imagines and offers our customers innovative solutions that are unique in the cleanroom market.

04

Quality

The quality division supports the company, and production in particular, in the application of quality rules and instructions, in order to guarantee our customers solutions of excellence.

05

Technical Design Office

Our design office teams analyze project feasibility and carry out 2D and 3D design studies.

06

Sales

Our sales force supports and advises our customers in their choice of solution to ensure their satisfaction.

07

Sales Administration

The men and women who make up this division guarantee specific, personalized follow-up of our customers’ orders.

08

Logistics

The logistics department negotiates, buys and organizes the transport of the raw materials the company needs to operate.

Our Commitment

Plasteurop is committed to increasing the gender diversity of its teams and ensuring equal treatment at all times for the men and women who make up its strength.

To put an end to unjustified pay gaps between women and men, Muriel Pénicaud, Minister of Labor, and Marlène Schiappa, Secretary of State for Equality between Women and Men and the Fight against Discrimination, announced in November 2018 the creation of the Gender Equality Index. Initially deployed in large companies in 2019, the scheme has been extended to companies with 50 to 250 employees from 2020 onwards.

 

The 4 measurement indicators (5 for larger companies) determined by the government and adopted by all companies are as follows:

01. Gender pay gap, for comparable positions and ages

02. Gap in individual salary increases

03. Salary increases on return from maternity leave

04. Gender breakdown of the ten highest-paid employees

HISTORY OF PROGRESS

2024

In 2023, PANELCO achieves an overall index of 89 points.

  • Wage gap indicator: 36
  • Individual Salary increase gap indicator: 35
  • Return from maternity leave indicator: not calculable
  • High pay indicator: 5

2023

For the first time, the index is computable.

  • In 2022, Panelco obtains an index of 91/100, proving its constant commitment to promoting gender equity.
  • Wage gap between men and women: 37/40
  • Individual Salary increase gap: 35/35
  • Percentage of female employees returning from maternity leave who benefited from a salary increase: not calculable
  • Number of employees from the under-represented gender among the highest wages: 5/10

2022

The company’s total headcount is made up of 17% women and 83% men.

  • The 2021 index is not computable. (indicators 1 and 3 are not calculable, the sample being too small)
  • The score for indicator 2 is 25/35, in favour of women
  • The score for indicator 4 is 10/10

While attracting and retaining female employees is a challenge for the entire sector, we have been proactively working to improve our standing.

2021

  • The 2020 average headcount is made up of 14% women and 86% men.
  • The 2020 index is not calculable. (indicators 1 and 3 are not calculable, the sample being too small)
  • The score for indicator 2 is 35/35
  • The score for indicator 4 is 5/10