Has the company calculated its professional gender equality index, in accordance with the legal obligation for all companies with more than 50 employees? (only for French companies)

  • Radia Guira

The professional equality index was established by the French Law for the freedom to choose one’s professional future. This index allows companies subject to comply with this regulation to assess the level of equality between men and women out of 100 points, based on the following criteria:
– Gender pay gap ;
– Individual increase rate gap ;
– Number of employees increased following their maternity leave ;
– Parity among the 10 highest salaries ;
– Promotion rate difference (only for companies with more than 250 employees)
Once the index has been calculated, results should be publicly available on the website, disclosed to the labor inspectorate and communicated it to the social and economic committee (CSE) via the economic and social database (BDES). If your index is below 75 points, ensure to improve it
In order to calculate your company’s index, please refer to the Index Egapro, the online calculation tool developed by the Ministry of Labour : https://index-egapro.travail.gouv.fr/

The question inquires if the company has adhered to the legal requirement to calculate its professional gender equality index. Specifically, this law impacts French companies that have a workforce of more than 50 employees. The gender equality index, a metric imposed by the French government, helps to highlight if there exist any gender disparities within a company’s professional environment.

When answering, companies should indicate whether they have carried out this calculation or not. This gender equality index calculation would provide useful information about the company’s commitment to ensuring gender equality at the workplace as they are legally obligated to do so if their workforce exceeds 50 employees.

An example of an answer to this question would be in the form of a clear confirmation or denial. For instance: « Yes, the company has calculated its professional gender equality index in accordance with the legal obligation, » or « No, the company has not calculated its professional gender equality index in accordance with the legal obligation. »

Understanding the Professional Gender Equality Index

For companies operating in France, with a workforce of more than 50 employees, calculating the professional gender equality index is not just good practice; it is a legal requirement. Introduced by the French government, the index ensures that companies are held accountable for gender equality in the workplace. The index is calculated on a scale of 0 to 100, based on several indicators including pay gaps, raises, promotions, maternity leave, and the number of women in top positions.

The importance of this index cannot be overstated, as it is a reflection of a company’s commitment to equal opportunities for all genders. It helps shine a light on areas where companies can improve and encourages the implementation of measures to address any inequalities. For a detailed understanding of the legal framework surrounding this index, interested parties can refer to Service-Public.fr.

How to Accurately Calculate Your Company’s Gender Equality Index

Calculating the gender equality index is a step-by-step process that requires a meticulous approach. To ensure precision in your company’s score, it’s crucial to gather comprehensive data on the various indicators. Here’s a simplified breakdown of the process:

  • Pay Gap: Calculate the average pay for women and men by age group and equivalent job position.
  • Increases: Analyze the distribution of raises between women and men.
  • Promotions: Similarly, compare the rate of promotions between genders.
  • Maternity: Ensure that women returning from maternity leave are granted their due raises.
  • Top positions: Count the number of women among the top ten earners in your company.

For each indicator, there are specific calculation methods set by the government, and achieving a score close to 100 indicates strong gender equality practices within the company.

Companies such as ACC have made significant strides in gender equality, an example highlighted by their score of 92 out of 100, as detailed in their report which can be found here. Such results showcase the possibilities and the benefits of committing to a fair and equitable workplace.

Best Practices for Maintaining a High Gender Equality Index Score

Achieving a high score on the gender equality index is commendable, but maintaining and improving that score is crucial for ongoing success and continuous improvement. Companies should implement a systematic approach to reviewing their practices and policies. Here are some best practices:

  • Regular Audits: Conduct regular audits to analyze the current state of gender equality within your organization.
  • Action Plans: Develop action plans to address areas of inequality identified during audits.
  • Training and Awareness: Provide training to ensure all employees are aware of gender equality issues and measures.
  • Transparency: Communicate openly with employees about gender equality goals and progress.
  • Monitoring: Continuously monitor the impact of initiatives to ensure they are effective in promoting gender equality.

For instance, Euroclear France is an example of a company that has actively worked towards improving their gender equality, which they discuss in this report. Such transparency not only reinforces their commitment but also serves as an inspiration to other companies.

Ultimately, the professional gender equality index is more than just a number—it’s a measure of a company’s integrity and fairness. A high score on the index not only complies with the legal obligation but also reflects a workplace culture that values and promotes gender equality. It is an essential element for any company dedicated to ESG (Environmental, Social, and Governance) criteria and sustainable business practices. By following the guidelines outlined, companies can accurately calculate their index score, implement effective strategies to improve it, and proudly showcase their dedication to fostering a balanced and inclusive work environment.