Bonduelle : 2026 Professional Gender Equality Index
At Bonduelle, we reaffirm our commitment to promoting professional equality between women and men. We consider gender balance within teams to be a key driver in the Group’s performance and a source of enrichment for all our employees. We will continue our actions in this area, notably through recruitment and management policies that foster diversity at all levels of the company.
Each year, we publish the Gender Equality Index, which assesses our companies’ situation in terms of professional equality.
This index, calculated out of 100 points, is composed of 4 or 5 indicators depending on whether the company has more or less than 250 employees: the pay gap, the gap in the distribution of individual salary increases, the gap in the distribution of promotions (only for companies with more than 250 employees), the number of employees receiving a salary increase upon returning from maternity leave, and gender balance among the 10 highest salaries.
Scores of Bonduelle entities with more than 250 employees for the period from July 1, 2024 to June 30, 2025
* The score is converted to a 100‑point scale (74 / 85 × 100 = 87 points).
The indicator used to calculate the percentage of salary increases upon return from maternity leave is not calculable.
* The score is converted to a 100‑point scale (78 / 85 × 100 = 92 points).
The indicator used to calculate the percentage of salary increases upon return from maternity leave is not calculable.
Scores of Bonduelle entities with fewer than 250 employees for the period from July 1, 2024 to June 30, 2025
* As the result is below 85 points, the company Champiland has defined the following progression targets:
Pay gap – Target 37/40:
- Carry out regular and more detailed analyses of employees’ professional and salary situations.
- If pay gaps are identified, the company will analyze them and implement corrective measures.
Salary Increase upon return from maternity leave – Target 15/15:
- Increase the salary each year of any employee returning from maternity or adoption leave, in accordance with legal requirements.
- Establish and maintain an up‑to‑date list of affected employees to ensure traceability and systematic verification of the salary adjustment.
Representation of women and men among Senior executives and members of the governing body
To accelerate women’s participation in economic and professional life, the Rixain Law of December 24, 2021 introduced an obligation to calculate and publish any representation gaps between women and men among senior executives and members of governing bodies in companies with at least 1,000 employees.
At Bonduelle, only BELL France is subject to this publication requirement.
Within the Bonduelle Group in France, as of the end of 2024, we count:
- 47% women among managers,
- 37% women within top management; 32% within BELL France,
- 33% women among members of the GELT (“Global Executive Leadership Team”, Bonduelle Group’s governing body).
At the end of June 2025, BELL France counts 29% women among senior executives and 28% women on its Executive Committee.