Careers
Join our world of innovation
ME Group is an established and successful company with over 60 years experience. It operates photobooths, photographic fun products, digital printing kiosks and children’s rides.
We are the market leader with a reputation for quality equipment supported by excellent service. All our employees are crucial to the success of the company.
Joining ME Group means:
Professional Gender Equality Index for Women and Men
In accordance with the French “Professional Future” Act of 5 September 2018, we are publishing the Gender Equality Index scores for our three companies in France.
This Index, scored out of 100 points, measures gender equality within companies based on four or five indicators, depending on their size.
Gender Equality Index Scores for 2025 – Our Three Companies in France
| Indicators | ME GROUP France | ME GROUP GSS | KIS |
|---|---|---|---|
| Pay gap | 34/40 | 31/40 | 29/40 |
| Individual Salary Increase Gap | 10/20 | 35/35 | 35/35 |
| Promotion gaps | 15/15 | Not applicable | Not applicable |
| Percentage of Employees Receiving a Salary Increase upon Return from Maternity Leave | Not calculable – No employees returned from maternity or adoption leave during the reference period | Not calculable – No employees returned from maternity or adoption leave during the reference period | Not calculable – No employees returned from maternity or adoption leave during the reference period |
| Number of Employees of the Underrepresented Sex among the 10 Highest-Paid Employees | 5/10 | 5/10 | 10/10 |
| Total points | 75/100 | 84/100 | 87/100 |
These results reflect our Group’s commitment to gender equality in the workplace, which remains a key priority of our HR policy.
Improvement Targets under Indicator 1 – Gender Pay Gap (ME GROUP GSS)
The Human Resources Department will continue to pay close attention to the distribution of salary increases between women and men, particularly during the annual compensation review process, in order to reduce any gender pay gaps that may be identified.
A dedicated budget, traditionally allocated as part of the annual salary review process, may be used for this purpose if it is renewed.
In addition, an analysis of gender pay gaps by socio-professional category and age group will be conducted annually in order to identify any unjustified disparities and implement targeted actions.
Improvement Targets under Indicator 2 – Gender Gap in the Proportion of Women and Men Receiving Salary Increases (ME GROUP FRANCE)
For the company, the pay gap observed in favour of men is mainly explained by the higher proportion of men.
As part of the 2025/2026 salary review process, the Human Resources Department will examine any potential gaps resulting from the planned salary increases in order to achieve a more balanced distribution, in line with individual and collective performance.
Particular attention will be paid to employees returning from maternity leave or a long-term absence, in order to prevent any disruption in their salary progression.
Improvement Targets under Indicator 5 – Number of Employees of the Underrepresented Gender among the 10 Highest-Paid Employees (ME GROUP GSS et ME GROUP FRANCE )
After ensuring that there are no unjustified pay gaps, the Company aims to promote women’s access to the highest levels of responsibility within the organisation.
To this end, particular attention will be paid to identifying and supporting female talent. Monitoring appointments and promotions will help ensure greater gender diversity in positions of responsibility over the medium term.
We will continue our efforts to ensure a fair, inclusive and respectful working environment for all.
