oneuh March: Companies with more than 50 employees are required to publish their Gender Equality Index.. While this commitment marks the first step towards equality, there is still room for improvement. Elizabeth Moreno, Minister for Equality between Women and Men, stated in 2021: “The economic emancipation of women is the first condition for real equality between women and men.”
In Auvergne-Rhone-Alpes, at 4as well as In the 2021 quarter, women made up 52% of applicants across all categories, up from 59% 20 years ago.“Even if the region is very dynamic, the wage gap between women and men is 21% compared to 19% nationally. notes Claire Bonici, diversity officer at Pôle emploi Auvergne-Rhône-Alpes. Among the 97 professional families, women are represented only in 12 and, in particular, in the least profitable professions, such as nursing. [soin, Ndlr]or social action that is needed”.
In addition, women make up 30% of single-parent families, hold 80% of part-time jobs, and make up 70% of low-paid full-time workers in predominantly female and undervalued occupations. In 2021, Les Glorieuses calculated that from 3 November until the end of the year, women symbolically worked for free. […].
Fairness in remuneration, which has become a priority for Crédit Agricole Sud Rhône-Alpes (Casra). “During the Mandatory Annual Negotiations (NAO), the Occupational Equality Commission, which sits on Casra’s management and union representatives, agreed on a monthly package of €18,000 designed to close the gap between women’s and men’s remuneration. This is 15%. of the whole NAO envelope”, emphasizes François Guillebert, Human Resources Director. The bank aims to reduce the wage gap from 5% to 0% by the end of 2023. With an equity index of 88/100, Casra aims for equity among its managers through its “Cap 25” business project. “This long-term work includes activities to ‘discover’ within our teams young women with potential, motivation and mobility who will be trained and mentored to project themselves into the company. A dedicated trajectory management will then be created allowing them access to careers in the same way as their male counterparts.”
Breaking the glass ceiling
Gender diversity in management circles is far from clear-cut, despite the 2011 Kope-Zimmermann law requiring women to make up 40% of boards of directors. If in 2021 this figure reached 44.6%, then the law did not “stock” feminization in relation to the executive and steering committees. Only three women hold leadership positions in the top 120 French companies.
Passed in December 2021, the Rixain law provides for a representation quota for each gender among senior executives and members of the governing bodies of companies with at least 1,000 employees: 30% women in 2027 and 40% in 2030.
The quota has already been reached by the Hardis group, a software publisher whose executive committee has “30% women versus 20% nationally. We have an in-house program dedicated to the inspiring paths of women who have become managers and in doing so, have broken the glass ceiling,” says Ivan Kutaz, CEO of the Hardis Group.
To combat gender discrimination and promote professional equality, Pôle Emploi Aura raises awareness among its consultants to offer different profiles to recruiters as well as women who sometimes deny themselves access to certain professions. To open up their field of opportunity, job seekers may resort to simulation or professional immersion to find work in industry or digital technology.
For its part, the Regional Agency for the Improvement of Working Conditions (Arakt) supports the VSE and SMEs in their diagnostics of professional equality by organizing working meetings with representatives of management, trade unions and / or employees, as well as employees. . “Companies turn to Aract for day-to-day concerns, not directly for gender equality in the workplace. This may include digitalisation, workflows, new working hours such as telecommuting, absenteeism or recruitment difficulties. We invite them to work on these gender mainstreaming themes,” says Sophie Le Corret, Project Manager at Aract.
Free online tools are also offered to companies on the Anact and Department of Labor websites to help them make their diagnosis and evaluate their equity score.
…And strives for equality
From 2019 all companies with more than 250 employees and from 2020 all companies with more than 50 employees must count on 1uh March, their Occupational Equality Index, and publish on their website their total score out of 100, as well as the results obtained for each of the indicators. Companies should measure the gender pay gap based on 4 or 5 indicators. (*) (depending on staff). Of those metrics, two still lag behind: ‘maternity leave’ and ‘high wages’, knowing that only ¼ of all companies are at pay parity or near parity.
According to the data of the Regional Department of Economy, Employment, Labor and Solidarity, per 1uh As of March 2021, for the reporting year 2020, the share of declarants is 68% for companies with more than 50 and less than 250 employees, 97% for companies with 250 to 1,000 employees, and 100% for companies with employees more than 1000 people. For Isera, the rates are respectively 59%, 90% and 100%.
All employees combined, the average 2021 index in the Aura region is 84/100 compared to 85 nationally. In terms of workforce, for companies with more than 50 employees it is 84, for companies with more than 250 employees 85 and for more than 1000 employees 87/100.
In the regions, 8% of respondents have a score below 75/100 and 2% of companies have a score of 100/100 (47 in Aura, 442 in France).
If some companies have a bad rating or see their ratings drop, it’s not because they don’t understand the problem. Social landlord Ysera Aktis, whose equality index fell from 94 to 79 between 2019 and 2020, notes that “The wage gap is also a result of high employee turnover and recent retirements.”
Those who have not published their index receive an official notification from the labor inspectorate and must correct this within a minimum period of one month. On the other hand, for companies that score less than 75/100, they have a period of 3 years to take corrective action under the threat of financial penalties of up to 1% of turnover.
For 2022, the government has approved an increase in the budget of 9 million euros dedicated to equality between women and men, which will reach 50.6 million euros.
Closing the pay gap, equal chances for raises, promotions, guaranteed pay raises upon return from maternity leave, and parity among the top 10 highest paid.