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Gender Equality Index at COPAC in 2024
When one or more indicators cannot be calculated, the total points obtained from the calculable indicators are scaled to 100 using the rule of proportionality.
If the maximum total points achievable from the calculable indicators, before applying the proportionality rule, is less than 75 points, the index cannot be calculated for the considered annual reference period.
What is the Gender Equality Index ?
The Gender Equality Index is a tool created in 2018 that enables companies to measure pay gaps between women and men and to highlight existing disparities.
Then, based on the results obtained, companies must identify areas for improvement where they can take action to advance gender equality.
The purpose of this tool is to promote gender equality in the workplace and to help companies advance through social dialogue.
What does this index consist of?
As every year, companies with more than 50 employees publish their Gender Equality Index on pay equality on March 1st.
In accordance with Decree No. 2019-15 of January 8, 2019, the index must be calculated based on 4 to 5 indicators (depending on the company’s size). It provides a score out of 100 points. Each company must achieve a minimum score of 75/100. If a company fails to meet this threshold, it has three years to comply, otherwise it may face a penalty of up to 1% of its total payroll.
Objectives :
- Reduce the pay gap (in %) by at least 2 points and achieve a minimum score of 38.
- Reduce the gap in individual raises (in percentage points) to a floor of ≤ 2.1, allowing to achieve a score of 20.
- Reduce the number of employees of the underrepresented gender among the top 10 highest salaries and reach a minimum of 4 employees of the underrepresented gender, allowing to achieve a score of 10.
The 5 measurement indicators:
- Pay gaps between women and men, for comparable positions and ages
- Gap in individual salary increases
- Gap in promotions between women and men
- Salary increases upon return from maternity leave
- Gender distribution of the ten highest-paid employees
Which companies are concerned ?
Since March 1, 2020, companies and economic and social units (UES), as well as associations and unions employing at least 50 employees, are required to calculate and publish their gender equality index annually over a 12-month period (Labour Code, Articles L.1142-7 to L.1142-10 and D.1142-2 to D.1142-14).