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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 Equality Index Between Women and Men
In accordance with the “Professional Future” law of September 5, 2018, we are publishing our gender equality indexes for our 3 companies in France.
This index, out of 100 points, is used to measure equality between women and men within companies, based on 4 or 5 indicators depending on the company’s size.
Index Scores for the Year 2025, for Our 3 Companies in France
| Indicators | ME GROUP France | ME GROUP GSS | KIS |
|---|---|---|---|
| Pay gap | 37/40 | 17/40 | 31/40 |
| Gaps in individual raises | 5/20 | 35/35 | 35/35 |
| Promotion gaps | 15/15 | not applicable | not applicable |
| Raise after maternity leave | 15/15 | 15/15 | 0/15 |
| Underrepresented gender among top 10 salaries | 5/10 | 10/10 | 10/10 |
| Total points | 77/100 | 77/100 | 76/100 |
These results reflect our group’s commitment to promoting professional equality, which remains a key focus of our HR policy.
Progress Objectives under Indicator 1 – 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 salary review process, in order to reduce any pay gaps that may be identified.
The specific budget traditionally allocated during annual pay raises may also be used for this purpose if renewed.
In addition, an analysis of pay gaps by socio-professional category and age group will be conducted each year to identify any unjustified disparities and take targeted corrective action.
Progress Objectives under Indicator 2 – Differences in the Proportion of Women and Men Receiving Salary Increases (ME GROUP FRANCE)
For ME GROUP FRANCE, the observed gap in favor of men is mainly due to the higher proportion of men within the company.
As part of the 2025/2026 salary policy, the Human Resources Department will review any disparities resulting from the planned salary increases in order to achieve a more balanced distribution, consistent with both individual and collective performance.
Special attention will be given to female employees returning from maternity leave or long-term absences, to prevent any interruption in their salary progression.
Progress Objectives under Indicator 4 – Percentage of Employees Receiving a Pay Raise upon Return from Maternity Leave (KIS)
The Company is committed to complying with the legal requirement to grant a salary increase to any female employee returning from maternity leave, if general pay raises were implemented during her absence.
An HR compliance check will be systematically carried out upon return from maternity leave to ensure this principle is applied. This procedure will be integrated into the absence management and salary review process.
Progress Objectives under Indicator 5 – Number of Employees of the Underrepresented Gender among the 10 Highest Salaries (ME GROUP FRANCE)
After confirming the absence of any unjustified pay gap, the Company aims to promote women’s access to the highest levels of responsibility within the organization.
To this end, special attention will be given to identifying and supporting female talent. Monitoring of appointments and promotions will help ensure greater gender balance in leadership positions over the medium term.
We continue our efforts to ensure a fair, inclusive, and respectful working environment for everyone.
