Equality of Treatment at Metrologic DCS
At Metrologic DCS, equal treatment and respect for every individual are fundamental principles that guide our day‑to‑day practices and behaviors.
Our Non‑Discrimination Charter formalizes the company’s commitments to fostering a fair and respectful working environment. It applies to all our professional relationships, both internally among employees and externally with our partners, clients, suppliers, and all stakeholders.
This charter establishes a shared framework designed to guide behaviors and decision‑making, and to ensure equal opportunities and respect for all individuals in every professional situation.
More equality between genders
Our industry is predominantly male‑dominated, and we must implement solutions to improve gender balance. Increasing the representation of women within our workforce remains an area for improvement, and our teams are actively mobilized to achieve this objective.
However, our recruitment efforts have already delivered positive results, enabling us to increase the proportion of female employees from 14% to 20% over the past six years. Our ambition is to continue building on this positive momentum by further increasing female representation within the company, as part of our broader commitment to fostering diversity.
Each year, we publish our gender equality index, based on four indicators:
• The gender pay gap (31/40)
• The distribution of salary increases between women and men (35/35)
• The number of women receiving a salary increase after returning from maternity or adoption leave (Not measurable)
• Gender balance among the ten highest salaries (5/10)
Our 2025 index is 84%. We must continue promoting the recruitment of women, both internally and externally, in our technical roles in order to achieve more consistent comparisons with similar positions. Our goal is to reach 25% women in the company by 2027, noting that we have progressed from 19.5% in 2024 to 22.2% in 2025.
We must also continue our progress in promoting women to leadership positions. To achieve this, we are enhancing leadership development programs, with at least two new programs to be launched by 2027.
Integration of disabled people into the workforce
The integration of disabled people into the workforce is everyone's business, and we are committed to raising awareness among our teams and preparing them for the integration of disabled employees. Our company's positions are open to disabled candidates, and we monitor disabled employees to help them remain in employment.
Last but not least, we are committed to developing our partnerships with accredited organizations to promote inclusion.