Friday, 22 October, 2021

New step for the gender equality index in business


The index created to measure the pay gap came into effect two years ago. For the second time this Monday, all the companies concerned (those with more than 50 employees) must publish theirs. The planned changes will not take place this year.

All companies with more than 50 employees must publish their professional equality index.

Established with the law “For the freedom to choose one’s professional future” of September 2018, the professional equality index supposed to reduce the gap in remuneration of women vis-à-vis men has become part of the mores of companies. With for the second time a simultaneous publication, this Monday, of notes by all the companies which have the obligation to calculate it once a year.

As a reminder, the index is calculated from 4 or 5 criteria with a maximum score of 100. Beyond 75, it’s okay. Below, the company must take corrective measures within three years, failing which it may be sanctioned with a fine of up to 1% of its payroll. At this stage, the administration has proceeded to 270 formal notices, including 228 for non-publication of the index, and around 30 for inaction. Six had to go to checkout.

Room for improvement

Given the tolerance given to employers to meet the March 1 deadline, especially in these economically troubled times, the ministry will wait for International Women’s Rights Day on March 8 to give the results of the latest publication round. For companies with more than 1,000 employees, the first to have been subjected to the exercise, the response rate is 100%. For those from 250 to 999, the last count showed a declaration rate of 83%, and 60% among the 50 to 249 employees, the last to have entered the dance. “They are the ones who have the most room for improvement”, we summarize at the ministry.

Read also:

New proposals to better understand inequalities between women and men

Beyond the participation which can only increase, it is the evolution of the scores, criterion by criteria, which will be scrutinized. On the dunces side, the situation is improving: in September there were only 4% of companies with more than 1,000 employees below 75, against 17% during the first count in March 2019. At the top of the scale, only 2 % of companies that responded were 100/100.

Ceiling the distant

Between the two, the average score stood at 84 points, still at the last count. For criteria 1 (pay gap), 2 (annual increases) or 3 (promotions), the results are displayed at the top of the ranges, but the calculation grids are not exempt from criticism. For the last two, companies can do better, and not just a little.

Thus, one in seven companies that published its index for all sizes has not met its obligation to reassess the remuneration of employees returning from maternity leave when increases, general or individual, have taken place during their absence (criterion 4). . As for parity among the ten highest remunerations (5), only a quarter of respondents can boast a maximum of 10 points, while a large third shows a dotted zero!

No change this year

To fight sustainably against this glass ceiling, the Minister of Labor, Elisabeth Borne, promised last October a consultation with the social partners to define a new indicator measuring the proportion of women in senior executives. Only informal exchanges have taken place since, according to those around him. As things stand at present, this indicator could only apply to companies with more than 1,000 employees. Extended beyond the executive committee and salary, he would live his life in parallel with the professional equality index.

At the other end of the spectrum, taking into account the weight of women in low wages will be the subject of a specific measure, in the index this time. Again, it will not be for this year, the ministry also referring to the ongoing consultation on the upgrading of so-called second-line trades mainly occupied by women.

title

Management functions: proposals “soon” assures Elisabeth Borne

The professional equality index? A tool ” very effective “ to measure the pay gap between women and men and which makes it possible to “Progress”, judged the Minister of Labor, Elisabeth Borne, this Sunday on Bfm. A company with a bad rating, “It is known”, she underlined pointing to the issue of reputation, even if the index does not exhaust the subject. The government will thus make proposals “Soon” for greater parity in management functions in companies.

The index created to measure the pay gap came into effect two years ago. For the second time this Monday, all the companies concerned (those with more than 50 employees) must publish theirs. The planned changes will not take place this year.

All companies with more than 50 employees must publish their professional equality index.

Established with the law “For the freedom to choose one’s professional future” of September 2018, the professional equality index supposed to reduce the gap in remuneration of women vis-à-vis men has become part of the mores of companies. With for the second time a simultaneous publication, this Monday, of notes by all the companies which have the obligation to calculate it once a year.

As a reminder, the index is calculated from 4 or 5 criteria with a maximum score of 100. Beyond 75, it’s okay. Below, the company must take corrective measures within three years, failing which it may be sanctioned with a fine of up to 1% of its payroll. At this stage, the administration has proceeded to 270 formal notices, including 228 for non-publication of the index, and around 30 for inaction. Six had to go to checkout.

Room for improvement

Given the tolerance given to employers to meet the March 1 deadline, especially in these economically troubled times, the ministry will wait for International Women’s Rights Day on March 8 to give the results of the latest publication round. For companies with more than 1,000 employees, the first to have been subjected to the exercise, the response rate is 100%. For those from 250 to 999, the last count showed a declaration rate of 83%, and 60% among the 50 to 249 employees, the last to have entered the dance. “They are the ones who have the most room for improvement”, we summarize at the ministry.

Read also:

New proposals to better understand inequalities between women and men

Beyond the participation which can only increase, it is the evolution of the scores, criterion by criteria, which will be scrutinized. On the dunces side, the situation is improving: in September there were only 4% of companies with more than 1,000 employees below 75, against 17% during the first count in March 2019. At the top of the scale, only 2 % of companies that responded were 100/100.

Ceiling the distant

Between the two, the average score stood at 84 points, still at the last count. For criteria 1 (pay gap), 2 (annual increases) or 3 (promotions), the results are displayed at the top of the ranges, but the calculation grids are not exempt from criticism. For the last two, companies can do better, and not just a little.

Thus, one in seven companies that published its index for all sizes has not met its obligation to reassess the remuneration of employees returning from maternity leave when increases, general or individual, have taken place during their absence (criterion 4). . As for parity among the ten highest remunerations (5), only a quarter of respondents can boast a maximum of 10 points, while a large third shows a dotted zero!

No change this year

To fight sustainably against this glass ceiling, the Minister of Labor, Elisabeth Borne, promised last October a consultation with the social partners to define a new indicator measuring the proportion of women in senior executives. Only informal exchanges have taken place since, according to those around him. As things stand at present, this indicator could only apply to companies with more than 1,000 employees. Extended beyond the executive committee and salary, he would live his life in parallel with the professional equality index.

At the other end of the spectrum, taking into account the weight of women in low wages will be the subject of a specific measure, in the index this time. Again, it will not be for this year, the ministry also referring to the ongoing consultation on the upgrading of so-called second-line trades mainly occupied by women.

title

Management functions: proposals “soon” assures Elisabeth Borne

The professional equality index? A tool ” very effective “ to measure the pay gap between women and men and which makes it possible to “Progress”, judged the Minister of Labor, Elisabeth Borne, this Sunday on Bfm. A company with a bad rating, “It is known”, she underlined pointing to the issue of reputation, even if the index does not exhaust the subject. The government will thus make proposals “Soon” for greater parity in management functions in companies.