Longer careers – starting earlier and ending later – mean that our employees spend more of their lives with us. Today, several generations work together successfully at the BMW Group in France. We encourage intergenerational collaboration to promote fruitful exchanges and unlock the full potential of our talent. In addition, our prevention and wellness programs, flexible working time models, and close collaboration with our social partners help our employees develop their careers in line with their personal circumstances.

At the BMW Group, we are committed to supporting people with disabilities by working closely with our internal and external partners to promote their integration and retention in employment. Numerous awareness-raising, engagement, and training initiatives are offered to support anyone with a disability. 

We are committed to achieving a representative gender balance at all levels of our organization. We promote equal opportunities through initiatives focused on parenting, leadership, equal pay, and professional equality. We also work closely with external organizations on these issues, thereby strengthening our commitment.

The Professional Equality Index was designed to promote salary equality between men and women within companies. It allows companies to transparently measure gender pay gaps and highlight areas for improvement. The Index is scored out of 100 points and is calculated based on 4 to 5 indicators depending on the number of employees in the company (less or more than 250 employees).

The professional equality index is calculated out of 100 points. Each indicator corresponds to a predefined number of points. Companies with 250 or more employees count 5 indicators: the average pay gap between men and women (37 out of 40 for Alphabet France), the distribution gap of individual pay raises between men and women (20 out of 20 for Alphabet France), the promotion rate indicator (15 out of 15 for Alphabet France), the number of female employees who received a pay raise after returning from maternity leave (15 out of 15 for Alphabet France), and gender parity among the top 10 highest salaries (0 out of 10 for Alphabet France). The goal for the company is to achieve a score of at least 75 out of 100.

Alphabet has a professional equality index between men and women of 87 out of 100 points in 2025 (+1 compared to 2024).

The professional equality index is calculated out of 100 points. Each indicator corresponds to a predefined number of points. Companies with 250 employees and more account for 5 indicators: the average pay gap between women and men (35 out of 40 for BMW France), the distribution gap of individual salary increases between women and men (20 out of 20 for BMW France), the promotion rate indicator (15 out of 15 for BMW France), the number of female employees who received a salary increase upon their return from maternity leave (15 out of 15 for BMW France), and gender parity among the ten highest salaries as well as the distribution gap of promotions (5 out of 10 for BMW France).

The objective for the company is therefore to achieve a score of at least 75 out of 100.

The professional equality index is calculated out of 100 points. Each indicator corresponds to a predefined number of points. Companies with 50 to 250 employees count 4 indicators: the average pay gap between men and women (27 out of 40 for BMW Finance), the disparity in individual pay raise rates between men and women (35 out of 35 for BMW Finance), the number of female employees who received a pay raise after returning from maternity leave (15 out of 15 for BMW Finance), and gender parity among the top 10 highest salaries (5 out of 10 for BMW Finance). The goal for the company is to achieve a score of at least 75 out of 100.

BMW Finance has a professional equality index between men and women of 82 out of 100 points in 2025 (-7 compared to 2024).

The professional equality index is calculated out of 100 points. Each indicator corresponds to a predefined number of points. Companies with 50 to 250 employees count 4 indicators: the average pay gap between men and women (17 out of 40 for BMW Distribution), the disparity in individual pay raise rates between men and women (35 out of 35 for BMW Distribution), the number of female employees who received a pay raise after returning from maternity leave (not calculable), and gender parity among the top 10 highest salaries (0 out of 10 for BMW Distribution). The goal for the company is to achieve a score of at least 75 out of 100.

BMW Distribution has a professional equality index between men and women of 61 out of 100 points in 2025, recalculated based on 4 indicators.

Within BMW Distribution, equality between women and men throughout their professional careers is a fundamental value and an essential right. We affirm our firm commitment against all forms of discrimination and ensure the promotion of a respectful and inclusive working environment for everyone. Aware of the specific characteristics of our sector of activity, we note that female applications remain fewer in certain areas such as sales, technical professions, or after-sales, compared to support functions and administration. However, gender diversity continues to progress steadily: the proportion of women on permanent contracts has increased from 17.2% in 2016 to 25% in 2024.

And because we are convinced that the diversity of talents and gender balance across all professions are a source of social balance, complementarity and sustainable performance. This is why, as part of our action plan for professional equality, we are committed to setting objectives and implementing concrete actions measured by clear indicators.

In terms of recruitment, our ambition is to encourage balanced applications across all socio‑professional categories, promoting genuine gender balance wherever one gender is under‑represented. With equal skills and qualifications, we ensure fair opportunities without resorting to any form of positive discrimination. Regarding remuneration, BMW Distribution continues to pursue its objective of maintaining a controlled weighted gap between women and men, targeted between 10 and 11% within three years. We ensure a rigorous balance of fixed salaries during recruitment and within the framework of annual salary policies, while maintaining fair variable remuneration systems applied identically to everyone.

Finally, we aim to ensure that at least one woman is among the ten highest salaries by 2027. To achieve this, we are strengthening our talent development initiatives, notably by identifying and supporting high‑potential female employees. During the annual reviews of salaries and promotions, we ensure that nothing hinders women’s access to the highest levels of responsibility and recognition.