Any company with at least 50 employees must calculate and publish its professional equality index between women and men each year no later than March 1.
The table below presents the professional equality index of the Cotentin Tourist Development SPL as of March 1, 2024 for the calendar year 2023:
| Indicators | Calculable indicator (1=yes, 0=no | Indicator value | Points obtained | Maximum number of indicator points | Maximum number of points for calculable indicators |
| 1- Pay gap (in %) | 0 | INCALCULABLE | 40 | 0 | |
| 2- Differences in individual increases (in % points or in equivalent number of employees) | 1 | 3,3 | 25 | 35 | 35 |
| 3- Percentage of employees increased upon return from maternity leave (%) | 0 | INCALCULABLE | 15 | 0 | |
| 4- Number of employees of the under-represented sex among the 10 highest paid | 1 | 3 | 5 | 10 | 10 |
| Total of calculable indicators | 30 | 45 | |||
| INDEX (out of 100 points) | INCALCULABLE | 100 |
As a reminder, the professional equality indexes of the Cotentin Tourist Office in past years were also incalculable, namely:
- for the year 2023 for 2022 data with a total of calculable indicators of 45 points out of 45,
- for the year 2022 for 2021 data with a total of calculable indicators of 40 points out of 45,
- for the year 2021 based on 2020 data with a total of calculable indicators of 5 points out of 25.
The company whose index result is less than 75 points out of 100 must implement corrective measures enabling it to reach at least 75 points within 3 years.
These annual or multi-annual measures will be defined as part of the mandatory negotiations on professional equality, underway within the SPL, particularly on the topic of effective salaries in order to reduce the gaps between men and women.