This year, the gender equality index celebrates its fifth anniversary. And we can already say that the results are mixed. The tool used to measure gender inequalities within a company “has not fulfilled all its promises”, recognizes the High Council for Equality (HCE) in a report published this Thursday March 7 .
According to the independent body, the index nicknamed “Pénicaud Index” after the then Minister of Labor, Muriel Pénicaud (2017-2020), presents several “disadvantages”. First and foremost, the limited scope of the index, since “only 1% of companies are subject to it”. Furthermore, the latter is limited to the principle of equal pay for “equivalent positions”, and thus does not take into account “the systematic undervaluation of feminized professions”.
In addition, the report mentions a “discussed methodology”, which would ignore the “part-time” factor. This, even though “nearly 80% of part-time jobs are held by women”, underlines the High Council for Equality. The failure to take into account the proportion of women among the lowest paid is also strongly contested within the HCE. As well as the more than correct rating of France, which amounts to 75 out of 100. Enough to trigger the “good mark” effect and thus let “think that the question of salary inequalities is resolved”, deplores the gendarme some inequalities.
Integration of overtime, bonuses, etc.
Faced with these findings, the High Council for Equality proposes in its report a series of measures to correct the deficiencies of the index. “The strengths and weaknesses of this tool have been evaluated with regard to both its objectives and its results, and areas for improvement are proposed.” Recommendations classified into three categories: “consensual”, “majority” and “minority” tracks within the High Council for Equality between Women and Men.
The independent consultative body, for example, came out unanimously in favor of integrating a certain number of variables which influence the calculation of remuneration into the index. Like overtime and/or additional hours, housing or travel allowances or even bonuses.
Better consideration of maternity leave
The idea of applying a universal method to the measurement tool is also the subject of consensus within the HCE. “It is recommended […] not to adapt the index to the profiles of companies (according to the sector of activity)” in order to “maintain a universal method which is suitable for all sectors”, underline the members of the council in unison.
The issue of maternity leave, insufficiently taken into account until now by the index, is also one of the areas to be improved. To do this, all of its members wish to align the Pénicaud index with the 2006 law. In its provisions, the text provides that upon returning from maternity leave, the employee benefits from general increases and the average of increases received during the duration of his leave.
Gap between two promotions, average amounts of increases, etc.
In addition, the majority of members of the High Council for Equality believe that it would be interesting to include new indicators in the index. So, why not take into account part-time work which constitutes “one of the central causes of salary inequalities between women and men”, recalls the HCE. Among the other avenues considered, the incorporation of the calculation of the time gap between two promotions according to the sex of the employee, as well as the average amount of increases paid per individual.
Also garnering a majority of favorable opinions was the idea of creating a “pay transparency label” for companies with fewer than 100 employees. Way to reward voluntary companies. Conversely, retaliatory measures were validated by more than one in two members of the High Council for bad students. For example, companies that do not respect labor laws.
The indicator taking into account sexual violence rejected
However, the Council decided against disclosing the names of companies having obtained 0 on one of the indicators of the index more than two years in a row. In addition, the body also refuses to reinforce the obligation to renegotiate equal pay when the index is below a certain rating.
It must be said that among all the proposals put on the table, many were not adopted. This is particularly the case for the establishment of an indicator taking into account gender-based and sexual violence at work. Or the application of a method to take into account the penalties that motherhood imposes on a woman’s career.