Values in Eclor
Team Spirit
Team spirit has been and will always be our strength. We constantly listen, dialogue, take advantage of differences in analysis, cultivate the diversity of talents and cultures within our company to be even more effective collectively. Team spirit is also about sharing successes and failures together. The power of teamwork is the master word of our corporate culture internally but also with our external partners.
Reactivity
Our strength is to respond quickly and creatively to the expectations of our customers, but also to the challenges facing us. Being responsive also means engaging without restriction in the continuous improvement of our organization and our company by adapting to changes.
Convenience
Our company encourages direct and simple relationships in order to reinforce the other values of our company that are team spirit and responsiveness. Good relations between employees and the pleasure of working together are the basis of our common success.
Performance
The development of our company, its profitability, its leadership are the result of the ongoing search for performance. It translates into a high degree of demand and a high degree of autonomy for its managers in carrying out their mission.
Commitment
Our commitment is to invest fully in our mission to achieve or even exceed the objectives set. It also contributes to and develops a foundation of our enterprise, the entrepreneurial spirit, through our ideas, proposals and initiatives in the framework of mutual trust.
Equal pay index for women and men
The law of 5 September 2018 on the freedom to choose one's professional future and its implementing decree of 8 January 2019 introduce new obligations for companies in order to reduce the pay gap between women and men.
The measurement indicators identified by the government and with respect to us are:
- Indicator 1 = pay differentials between women and men in comparable posts and age,
- Indicator 2 = difference in individual increases,
- Indicator 4 = increases in maternity leave return,
- Indicator 5 = gender distribution of the ten employees with the highest earnings
The Index of Professional Equality allows companies to measuring gender pay gaps and highlights the points of progression on which to act when these disparities are unjustified. Enterprises which have obtained overall rating less than 85/100 must fix Progress targets and publish them on their website. Those who obtained less than 75/100 must define adequate and relevant corrective measures by agreement or, failing that, by unilateral decision, and publish those measures.
Since 2023, an index has been calculated for Brasserie Lancelot but due to the distribution of its staff, its index is Not computable (NC).
In 2025, ECLOR ENTERPRISE is concerned by the obligation to define adequate and relevant corrective measures as a result of a result of 74/100, the measurements defined below:
Pay gap: note = 23/40 to this effect, the company undertakes to:
- Establish an internal audit of salaries by gender, position and seniority
- Analyze adjusted pay differentials (by function, seniority, qualification);
- Standardize performance evaluation criteria to reduce subjective bias;
- Train on unconscious biases for hiring or evaluating managers
Ten higher salaries: note = 5/10To this end, the undertaking undertakes to:
Progress target:
- Ensure equal treatment between women and men in respect of wage developments and internal promotion to managerial or managerial positions;
- Ensure equal treatment of candidates of both sexes for managerial or managerial positions;
- Establish a mentoring and coaching programme for women to increase their access to leadership positions;
In 2025, ECLOR BOISSONS is concerned by the obligation to fix Progress targets a result of 83/100, below the objectives defined.
Pay gap: score = 38/40, To this end, the undertaking undertakes:
Progress target:
- Ensure equal remuneration for women and men when hiring for the same work or work of equal value;
- Ensure equal pay for women and men for the same work or work of equal value throughout the career path in the enterprise;
Difference in individual increment rates: note = 25/35, To this end, the undertaking undertakes:
Progress target:
- Ensure that, in the case of individual increases, the obligation of professional equality is respected. Particular attention will be paid to the remuneration of the underrepresented sex.
Ten higher salaries: note = 5/10, To this end, the undertaking undertakes:
Progress target:
- Ensure equal remuneration for women and men when hiring for the same work or work of equal value;
- Ensure equal pay for women and men for the same work or work of equal value throughout the career path in the enterprise;
