Equal opportunity in Paris 16 (75116)
France still lags behind in professional equality and parenthood
You've experienced it yourself, or you see it every day at board meetings. Beyond the many existing and future legal obligations, it's a societal responsibility that falls to managers.
❓ How long will you accept that women remain in the minority on your governing bodies?
❓ Why don't any promotion correctors incorporate parenthood to avoid persistent pay inequality?
❓ Why don't men take their paternity leave in full, putting the brakes on real equality of treatment between the sexes?
The pay gap between men and women is still a reality, even in large companies. However, the legislative and regulatory arsenal now requires concrete action, particularly in terms ofequal pay, the feminization of management positions, and the fight against sexist and sexual violence in the workplace.
An alarming report on professional inequalities
Gender pay gap in Europe
Pay inequalities persist, with an average gap of 15% between men and women in Europe. In France, despite legislative advances, women still too often hold lower-paid jobs, suffer discrimination linked to maternity and are under-represented in high-paying jobs.
Equal positions and skills for men and women
For the same job and skills, a woman earns on average 9% less than a man. After the birth of a first child, inequalities become even more pronounced, due in particular to involuntary part-time work and the obstacles to career development faced by female employees after maternity leave.
Gender equality index
The2019 Professional Equality Index, which requires companies with more than 50 employees to publish a professional equality score, with financial penalties for non-compliance or poor results.
By March 1, 2024, 77% of companies had published their score. 23% of companies had not complied with this obligation, despite the existing financial penalty.
Only 2% of these 77% achieve a score of 100 , which is a guarantee of real professional equality, and 32% of companies have fewer than two women among the employees with the ten highest salaries.
Above all, this index is an opportunity to reflect on the subject and do our best.
Professional equality: a strategic necessity for companies
A company that promotesreal equality attracts more talent and strengthens its reputation. Studies show that diverse teams perform better, are more creative and generate greater profitability.
Concrete actions to promote equality in the workplace
We help companies move from intentions to actions by implementing concrete, measurable measures to ensure real gender equality:
- Negotiate and implement agreements on professional equality to guarantee equal pay for work of equal value,
- Work on the Gender Equality Index and the pay gap,
- Supporting careers before and after parental leave, by facilitating the return from maternity leave,
- Introduction of measures to combat sexual harassment and gender discrimination in the workplace,
- Awareness-raising and training for managers to prevent gender stereotypes,
- Measures to encourage men to take paternity leave and rebalance parental responsibilities.
Be a committed leader, become a reference in professional equality
Equality in the workplace cannot be decreed, it has to be built. As a manager, you have the power totake concrete action against pay inequalities, toimprove equal opportunities, and to make your company a model ofgender equality.
