Taking into account equality between men and women in companies seems to have become commonplace, even if some way remains to be done.
Since 2019, companies with more than 250 employees have been required to publish their gender equality index.
An obligation that has also become mandatory for companies with 50 to 250 employees since March 2020.
This index includes five criteria: the gender pay gap (40 points), the gap in annual increases (20 points), the gap in promotions (15 points), increases upon return from maternity leave ( 15 points) and finally the presence of women among the highest salaries in the company (10 points).
Below 75 points in total, companies face penalties.
According to the Ministry of Labor, 70% of companies with more than 50 employees published their rating against 59% last year.
"The companies are at the rendezvous of the index, a sign that the process has become commonplace", welcomes the ministry.
On average, the score obtained increases slightly from one year to the next, from 84 to 85 out of 100. Only 2% of companies obtain a score of 100. On the other hand, 53 companies with 250 to 1000 employees (none of more than 1000 ) score less than 75 points for the third consecutive year.
The latter are exposed to sanctions of up to 1% of the payroll.
According to the ministry, the regional labor offices will contact these companies and do it on a case-by-case basis.
Since 2019, the Ministry and the Labor Inspectorate have carried out 17,500 interventions in companies, resulting in 300 formal notices and 11 financial penalties.
"We need quotas to overturn the table"
In the detail of this index, several negative elements seem to persist: increases on return from maternity leave, an obligation since 2006 which is not respected in 13% of cases, or 3000 companies according to the ministry.
In addition, only a quarter of companies have almost parity in their ten highest salaries.
43% of companies with more than 1,000 employees (compared to 37% last year) even have fewer than two women in these ten salaries.
To advance this issue, a bill by LREM MP Marie-Pierre Rixain could impose quotas for women in the management bodies of companies.
Ten years after the Copé-Zimmermann law, the member for Essonne and president of the delegation for women's rights and equal opportunities between men and women, assumes that without quotas, no results.
A bell resumed by Elisabeth Moreno, the Minister Delegate in charge of Equality between women and men.
"We need quotas to overturn the table," she said Sunday on RTL.
Currently, women occupy 45.8% of director positions, against 12.5%, in 2010, but they represent only 22% of the staff in the executive committees within the SBF 120, against 7% in 2009.
This text, which could be examined by the Assembly before the summer, initially provides that companies with more than 1,000 employees must, from 2027, have 30% of women for management positions, then 40% in 2030. In addition, this bill will ask the Public Investment Bank (BPI) to support projects only if VSEs and innovative SMEs include 30% of women.
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“It is abnormal that it is more difficult for women to start a business, but it is the case today.
This is why we defend these objectives of diversity, pleads Christophe Castaner, the former Minister of the Interior.
It is not a law against.
It is an important law for gender equality.
It concerns both the daily life of women and the major issues, such as their place in the economic world.
It is not a revolution, but it carries great ambition.