Pay Equity Index 2025

In 2025, the consolidated index reached 90/100, down 2 points from 2024, but still up 2 points from 2023. Only one of the Group's companies with more than 50 employees has a professional gender equality index score below 85 and seven companies have a score of over 90.

These results are the outcome of the commitment of Fnac Darty's teams toward gender parity and the quality of the operational policy put in place. They strengthen our determination to continue efforts in this area and to keep acting on our internal drivers.

Achieving gender parity is not only a legal obligation; it's a conviction held by all our teams.

The good scores achieved by the majority of the Group's various companies, as measured by the Pay Equity Index, reflect the Group's commitment to non-discrimination, equity and diversity through the efforts of managers as part of its human resources policy.

We are implementing an action plan, shared with all stakeholders and formalized in our Group Agreement on Professional Equality and Quality of Life and Working Conditions, signed in June 2025:

1. hiring: ensuring that recruitment procedures favor diversity, training of managers (mandatory e-learning module entitled "Recruiting without discrimination" for all new managers and HR supervisors, sharing of a recruiter memo, etc.). Mixing perspectives by having at least one woman among the decision-makers. Having at least one woman shortlisted.

2. training: facilitating access to training for women by adapting training formats (e-learning training preferred, face-to-face training near to the place of work) and taking into consideration school holidays and Wednesdays. Supporting women to progress in their careers through training to break down the barriers to career progression ("Oser!" [Dare!] and "Leadership au féminin" [Women in Leadership]) and through a mentoring system. Offering workshops to members of Ex Aequo, the internal network dedicated to gender parity - see details below.

3. promotion: ensuring that HR teams and managers are neutral and objective and that they encourage the discovery of everyone's potential, in particular when conducting annual appraisals and professional interviews. Using skills benchmarks based on our "Tous Leaders" (all leaders) strategic areas. Creating mobility areas enabling us to think in terms of transferable skills and to determine the professions looking for those skills.
4. compensation: aiming to achieve and maintain equal pay for men and women at all levels in a sustainable way. To this end, the Group has monitoring tools and regularly conducts a review to reveal any potential gaps; it also establishes a catch-up allocation each year for any inequalities identified. Finally, Fnac Darty remains particularly vigilant in terms of recruitment and promotions and monitors pay increases and the proper allocation of the variable portion of compensation to those returning from maternity and/or adoption leave.
5. parenthood: promoting work-life balance, including through remote working, flexible work schedules for pregnant employees, those returning from maternity leave and single-parent families; introducing paternity leave for 14 calendar days at full pay or childcare support.

Since 2023, the Group has been part of the #StOpE (Stop au sexisme ordinaire en entreprise - Stop everyday sexism in the workplace) initiative and has implemented a comprehensive "Zero sexism" action plan:

Raising awareness about sexist behaviors (actions, words, attitudes) and their consequences, and encouraging all employees to do their bit in preventing and identifying sexist behavior, and reacting to everyday sexism (…).

New tools for providing information and raising awareness have been created and circulated. These include an initial poster campaign reiterating the legal framework, the Group's commitments, subject experts who can be contacted for advice and whistleblowing tools, as well as a series of short films featuring the Group's employees attesting to the importance of preventing sexist behavior and the goal of "Zéro sexisme chez Fnac Darty" (Zero sexism at Fnac Darty).

Since 2021, Fnac Darty has made gender equality in the workplace and more specifically increasing gender diversity in positions of greater responsibility a priority issue in its Beyond Everyday strategy. The Fnac Darty Group has focused on this objective in response to the observation that there is a gap between the proportion of women in the Group and the proportion of women in managerial positions or in certain professions.

Recognizing the need to guarantee equal treatment for all, the opportunity to increase diversity, and the risk of losing out on the female talent base, the Group has set up a cross-functional program based around several initiatives:

1. Setting ambitious and quantifiable objectives:

   • To achieve and maintain female representation of at least 40% on the Executive Committee (as per the rules of the Board of Directors): women currently account for 36.36% of its members.

   • To achieve female representation of 40% within the "Leadership Group" by 2030 (30% by March 2026 and 40% by March 2029): women currently make up 34.7% of the Leadership Group in France.

   • Even though the position of store manager is not part of the "Leadership Group," the proportion of women accessing this role is also managed, in recognition of the symbolic nature of the position.

     For example, the Group aims to have women representing 35% of store management within Fnac and 22.5% within Darty by 2030.

     After several encouraging years, the Group remains attentive to issues of gender parity and the effectiveness of the drivers for action. Its objective is to maintain the share of women in managerial roles (39.3% in 2025, +0.6 pt vs 2024) and that are store managers (25.6% in 2025, -1.2 pt vs 2024).

2. Promoting an internal network focusing on gender parity. After nearly five years, the Ex Aequo network now has over 300 members (both male and female). It aims to break down collective and individual barriers to gender parity and support women's careers within the Group.
3. Gender Equality Week: Every year, the Ex Aequo network organizes a week of events to take stock of the objectives that the Group has set itself in terms of gender parity, to increase understanding of the challenges and to embed the subject in the Group's internal culture. In 2025, several speeches, meetings and workshops were organized, including a reminder of the Group's commitment and assessment of progress by our Senior Management, a workshop on the art of networking, a conference on the role of men as allies of the initiative and a meeting with high-level female athletes (a freefly world champion and a mountaineer).

4. Continuing career development and support programs for women:

   • "Oser!" (Dare!) and "Réussir au féminin" (Women Succeeding), employee development schemes created by the Group to reinforce women in leadership. They allow participants to benefit from tools and information to make informed choices about their career paths, thereby making it easier to reach more senior positions. These schemes also help grow the pool of internal female applications. In 2025, 40 women took part in the "Oser!" program.

   • A structured mentoring program primarily aimed at women.

   • Participating in the EVE program, an inter-company leadership seminar, with four Fnac Darty employees, all of them senior executives or having potential for career development, being enrolled.

     Appendix 1: Index by company - detail of indicators

     • RELAIS FNAC: 89/100

     • UES DARTY GRAND EST: 94/100

     • UES DARTY ILE DE FRANCE: 93/100

     • FNAC PARIS: 85/100

     • FNAC DARTY PARTICIPATIONS ET SERVICES: 93/100

     • UES DARTY GRAND OUEST: 83/100

     • FNAC LOGISTIQUE: 89/100

     • FNAC PERIPHERIE: 88/100

     • CODIREP: 94/100

     • NATURE ET DECOUVERTES: 99/100

     • MAINTENANCE SUR SITE: 93/100

- WEFIX: 91/100

February 2026