We encourage our employees to progress professionally within the group. Our global mobility charter creates bridges between our offices and across business lines. A single internal platform was created to provide employees with information about opportunities throughout the Group. Today, about a quarter of our positions are filled internally.

Our focus on achieving excellence in our business to ensure optimum client satisfaction is a constant in an ever-changing environment in which we deal with increasingly difficult and complex challenges.

Developing our employees' potential

We provide our employees with a range of customized individual and collective solutions to support their development and ensure that they reach their full potential. We listen and provide the personalized support best suited to their professional aspirations within our group.

Our entrepreneurial culture promotes accountability and encourages our employees, who are in charge of their own career development, to take all available training opportunities. We provide a series of tools for each initiative, creating new opportunities for development.

It is very important to ensure the transfer of know-how and expertise, in line with the group's values.

EDMOND DE ROTHSCHILD PUBLISHES ITS GENDER PAY GAP DATA

Edmond de Rothschild publishes, in compliance with the "loi Avenir" regulation, its index of Gender Pay Gap in France (UES), at 83 out of 100 points.

HOW IS THE INDEX CALCULATED, AND WHAT DOES IT MEAN?

The Gender Pay Gap is based on 5 criteria:

• The gender pay gap
• The difference in the distribution between individual increases
• The distribution gap between promotions
• The percentage of employees increased when returning from maternity leave
• The number of women among the ten highest paid employees within the company

Out of those criteria the company gets a score out of 100. Each company is required to get a minimum of 75 points otherwise they will have to achieve this objective within the following three years.