8 March: International Women’s Day
Professional equality: a practice, a commitment, a reality at Corsica Sole
International Women’s Day is not about celebrating a presence. It is about reaffirming a fundamental principle: women have the same rights, the same skills and the same legitimacy as men to work in all professions, including the technical and strategic jobs that shape the energy sector.
8 March is not a symbolic day. It is a day of rights.
Rights that have been won, sometimes belatedly, and still need to be defended in certain sectors.
In energy, as in many industrial sectors, technical professions are still too often perceived as masculine. This perception is changing, but it must continue to evolve. Access to engineering, operations, strategy, finance or management positions does not depend on gender or origin: it depends on skills.
At Corsica Sole, this conviction is put into practice: women hold technical positions, participate in decision-making bodies and lead structural projects. This translates into a gender equality index of 84/100 in 2025.
Equal pay: a practice, not a slogan
At Corsica Sole, equal pay is not a marketing promise:
for comparable positions, levels of responsibility and experience, women receive the same pay as men.
This rule is based on objective criteria:
- a precise definition of positions and objectives;
- a structured pay scale;
- supervised evaluation processes;
- transparency on the company’s structural information, ensuring consistency in decision-making.
In 2025, this requirement was recognised and measured: Corsica Sole scored 36/40 on the Gender Pay Equality Index.
More than just a number, this result is proof of structured and transparent HR management. But it also serves as a reminder: indicators validate a state of affairs, they do not erase the daily efforts or systemic discrimination that must continue to be fought.
‘Equality cannot be decreed, it must be verified. It is based on objective criteria and constant vigilance.
Our role is to ensure that every salary decision is based on competence, experience and responsibility, nothing else.’
Diane Deproit – Director of Human Resources Development
Transparency and fairness: objective criteria for all
Salary transparency is a factor of fairness.
The criteria determining the salary of a new hire or promoted employee are defined in advance, objectified and applied to all teams. This rigour ensures that salaries are based solely on skills, experience and level of responsibility.
Equality is not just about remuneration. It must also be reflected in access to strategic responsibilities and decision-making bodies.
In a historically male-dominated sector, the presence of women in management bodies remains a major challenge. At Corsica Sole, women sit on the COMOP and CODIR and participate in strategic decisions that guide the technical, industrial and commercial development of the company. Their place is not symbolic: it is operational.
This active participation reflects a real evolution and a desire for openness in an environment still marked by structural imbalances.
Careers that matter
Today, women hold key positions within the company:
‘In renewable energy, regulatory complexity is part of everyday life. Structuring, securing and anticipating legal issues is essential to ensure the soundness and sustainability of each project.’
Maureen Tomassone – Legal Director, Business & Real Estate, Endowment Funds
‘The financial strategy is based on clear and solid analyses to secure the future of the company.
My role at Corsica Sole is based on competence, commitment and the ability to make decisions.’
Savannah Cozette – Chief Financial Officer and ESG
‘A solar power plant doesn’t stop once it’s built. My role is to ensure its long-term performance. With storage, we no longer depend on the weather: we manage energy to strengthen the stability of the grid.’
Clémence David – Asset Manager
‘Storage is the key to energy stability. Designing a reliable system means anticipating every technical constraint. I like this demand for precision: nothing is left to chance because every action has a real impact on the grid.’
Juliette Thomas – BESS Storage Engineer
‘Structuring a PPA is not just about negotiating a contract. It’s about creating a sustainable balance between production, market and strategy. My role is to make this possible and turn it into a strategic opportunity for the company.’
Noémie Haziza – Sales Manager, PPAs & Flexibility
Concrete actions that make a difference
Professional equality cannot be achieved without a clear policy of openness.
At Corsica Sole, positions are open to everyone, regardless of gender identity, origin or disability. Applications are assessed on objective criteria: skills, experience and ability to perform the duties required.
Promoting inclusion does not mean lowering standards.
It means ensuring that the standards are the same for everyone.
The energy transition requires multiple talents, different perspectives and varied backgrounds. It is by truly opening up access to technical, strategic and operational professions that we will collectively strengthen the robustness of our model.
Because the energy transition needs all skills.
Without distinction.