SNCF is strongly committed to gender equality. For several years now, we have been working to promote diversity and create an inclusive environment.

In recent years, this proactive approach has led to a series of collective agreements with trade union representatives, and the implementation of concrete actions, particularly in terms of career paths.

The result of this dynamic is reflected in the very satisfactory scores achieved by SNCF Group companies for the year 2025:

• SNCF Voyageurs : 93 points
• SNCF Réseau : 100 points
• SNCF : 95 points
• SNCF Gares & Connexions : 99 points
• SNCF Optim’Services : 98 points

Enshrined in the “Freedom to Choose Your Professional Future” Act, this index is a legal requirement designed to promote equal pay in the workplace. It requires companies to calculate and publish their gender pay gap scores annually.

The aim is to encourage them to implement measures that make change happen in deeds, not just words.

• Companies scoring less than 85 points on the index must set and publish progress targets for each indicator.
• Companies scoring less than 75 points on the index must publish their corrective and remedial measures.
  If companies do not publish the results of their gender equality index in a visible and legible way, or fail to implement corrective measures, or if these measures are ineffective, they can be fined up to 1% of their annual wage bill.

The index is based on a 100-point scale made up of 5 performance indicators to identify and track progress.

SNCF is 100% on board with promoting female hires and gender equality in the workplace. And our concrete moves to do just that are paying off: the number of female executives is up 30%, gaining 3 points in 3 years. Moreover, female hires have increased significantly over the same period in railway professions, such as train driving (+1.5 points), railway traffic control (+6.8 points), and train maintenance (+2 points).