Summer
- Winter
- Summer
Based on data from 2025, SERMA received a score of 79 out of 100, broken down as follows:
Pay Gap Indicator: 34 out of 40 points;
Individual Pay Increase Rate Variance Indicator: 25/35 points;
Percentage of employees who received a raise within one year of returning from maternity leave: 15/15 points;
Indicator for the number of employees of the underrepresented gender among the 10 highest-paid employees: 5/10 points.
By way of comparison, the average score for the ski lift sector is 88.3 out of 100. It should be noted that, of the 50 companies in this sector, 29 were not included in the scope of this report.
As part of its ongoing efforts to improve workplace equality, SERMA is committed to narrowing the gaps in the indicators where the maximum score has not been achieved.
Finding:
Technical jobs, which pay better, are overwhelmingly held by men, unlike so-called administrative jobs;
Activity-based bonuses related to technical occupations and working conditions are a structural constant that plays a significant role in wage differences;
Across the various categories, a wider gap between women and men is observed toward the end of their careers;
Commitment:
SERMA is committed to promoting the hiring of women for technical positions, provided they have equivalent qualifications;
SERMA is committed to organizing awareness-raising sessions for managers;
Finding:
The individual pay increase gap rate is higher than the pay gap indicator;
This is related to differences among career paths, given that, for employees on internal career tracks, there are more opportunities for advancement in operational roles than in support and administrative roles.
Commitment:
SERMA is committed to a policy of promoting career advancement for women, particularly in support roles and cashier positions.
Finding:
Female employees are underrepresented among the 10 highest-paid employees.
Commitment:
SERMA is committed to implementing a mentoring and internal coaching program for women to help them develop their skills;
SERMA is committed to promoting, on an equal-qualifications basis, the internal promotion or hiring of female employees. For the next two management-level departures, SERMA is committed to hiring a female employee.
Therefore, and in order to improve gender equity within society, it is necessary—both at the company level and across the industry—to implement targeted communication and a proactive policy to introduce women to careers in the ski lift industry and to encourage them to pursue more technical careers starting from the time they choose their educational path.
SERMA is therefore committed to promoting this issue through its internal and external communication channels in order to influence the situation and play a leading role.
