The professional equality agreement signed in France
In 2018, France extended a structural agreement on gender equality at work.
In particular, it ensures the application of equality principles in France through the nomination of the Professional Equality Guarantee commission: a body made up of four independent Human Resources Managers, with its own budget, tasked with changing attitudes, promoting diversity in teams and combating all forms of discrimination.
Legrand publishes its gender equality index
In the framework of the French law of 5 September 2018 and the ensuing application decree published on 8 January 2019 aiming to eliminate pay gaps between men and women in business, Legrand published on friday, march 1st its gender equality index, which reaches a score of 85/100.
So what does the above mentioned law change compared to the previous situation? It introduces an obligation of result instead of merely an obligation of diligence.
Each company’s score is calculated based on the following 5 criteria:
- closing the gender pay gap at comparable age and position,
- ensuring equal opportunities for pay increase for men and women,
- ensuring equal opportunities for promotion for men and women,
- systematically providing a pay increase to female staff returning from maternity leave if there have been pay increases for other staff in their absence,
- having at least 4 women among the 10 highest salaries.
Legrand’s score is the fruit of a long-standing commitment to workplace gender equality, which has been enshrined in its CSR roadmaps and reflected in company agreements, the latest of which, dating from January 30, 2018, was recently unanimously extended.
Moreover, the announcements made by Benoît Coquart in April 2018 fully espouse the spirit of these governmental measures, expressing the company’s assertive policy on workplace gender equality and demonstrating the Group’s determination to boost a culture of inclusion.
An internationally shared approach
Other countries stand out for their good practices in this area.
Mexico, for example, conducts an active recruitment and professional development policy for women in its organisation. It has also introduced a diversity module in its induction and training programmes.
Numeric in India pays particular attention to the promotion of female managers by setting up flexible working systems.
Hungary is taking action at all levels of its organisation and has developed a training programme for women in order to facilitate their promotion.
In all countries, wherever local cultural practices permit, each recruitment represents an opportunity (given equal levels of competency) to contribute to the strengthening of female representation within the company.