Equal Pay: A Staffmatch Commitment
18 September 2023 · 4 min reading time
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See job offersOn the occasion of Equal Pay Day, Staffmatch takes stock of its commitment to professional equality.
Equal Pay or the Fight for Women's Rights
Equality between the sexes has been a constitutional principle for 77 years. The law stipulates that women have equal rights to men in all areas, including the professional sphere, particularly with regard to remuneration.
The equality of women in the workplace began to take shape in the legal field at the beginning of the 20th century, when the law granted married women the free disposal of their salary.
Subsequently, little by little the modalities and legislations relating to maternity leave evolved to offer greater security to mothers at work.
The Second World War marked a major turning point in the history of gender equality. During this period in France, while many men were mobilized at the front, women played an essential role, representing 48% of the active workforce. In 1946, the "women's wage," which systematically reduced women's salaries by 50% compared to their male colleagues, was abolished, marking a real step towards equal pay.
Professional equality was finally recognized by the law of September 22, 1972, introducing the principle "equal work, equal pay." This law, enshrined in the Labour Code, formalized gender equality as an obligation for employers.
In 1983, the Roudy law introduced the obligation for companies to produce an annual report on the comparative situation of men and women in terms of employment and training, as well as the possibility of concluding professional equality plans including temporary measures in favor of women.
From the year 2000, numerous measures were put in place to improve and guarantee professional equality. Quotas for women on boards of directors and supervisory boards, as well as in senior management positions in large companies, are now mandatory. The law relating to social dialogue aims for parity and balanced representation within employee representative bodies in companies and has also been promulgated.
Despite considerable progress in women's rights at work, inequalities still exist.
🚀 That's why at Staffmatch we consider it important to recognize these inequalities and implement measures to create a fair working environment with an equality policy.
7 Key Dates in Women's Equal Pay: The Market Towards Equality
1907: The First Step Towards Emancipation
In 1907, a revolutionary law in France granted married women the freedom to dispose of their wages, marking a decisive first step towards their economic independence.
1946: The Abolition of the "Women's Wage"
The year 1946 was a pivotal period in France, with the abolition of the "women's wage," which unfairly reduced women's salaries by 50% compared to their male counterparts.
1972: The Principle of Equal Pay Becomes Law
1972 marked a turning point with the law of September 22nd enshrining the fundamental principle "equal work, equal pay" in the French Labour Code, making gender equality a formal obligation for employers.
1983: Strengthening Equality in the Professional World
In 1983, the Roudy law strengthened equality in all professional sectors in France. It also defined the notion of "equal value" for the first time.
2001: The Génisson Law - A Commitment to Equality at Work
The Génisson law created an obligation to negotiate on professional equality, both at company and industry level. This measure pushed employers to engage in discussions to reduce wage disparities and implement fair practices.
In 2006, the law of March 23rd relating to equal pay between women and men reinforced France's commitment to equality at work.
2011: A Revolutionary Quota
In 2011, the Copé-Zimmermann law in France imposed a quota of 40% women on the boards of directors of listed companies, marking a significant step towards parity in management positions.
2020: Transparency for Equality
In 2020, France took another step forward with the adoption of the law on wage transparency. This law requires companies with more than 50 employees to publish a gender pay gap index, highlighting the fight against wage disparities between men and women by March 1st each year at the latest.
Staffmatch is Committed to Gender Equality: The EGAPRO Index
In order to create more transparency and ensure professional equality between men and women within a company, the French government has created a system that concerns all companies with at least 50 employees: the Egapro index.
Implemented since 2018, this index is an essential tool for assessing and combating wage inequalities, correcting pay differences. Companies receive a score out of 100, and the result must be published online.
The Egapro index is calculated based on four or five criteria, each with a specific weight in the calculation of the index:✅ Pay Equity (40 points): This indicator assesses the reduction of pay gaps between genders. It measures salary parity for equivalent positions and in different age groups. A high score indicates better pay equality.✅ Equal Opportunities for Salary Increases (20 points): This criterion examines whether women have as much chance as men to obtain a salary increase. A high score means that opportunities for increases are fairly distributed between genders.✅ Equal Opportunities for Promotion (15 points): It assesses whether women have the same opportunity to be offered promotions as men. A high score means that the company promotes equitable career progression.✅ Maintaining Benefits After Maternity Leave (15 points): This criterion assesses whether women benefit from a guaranteed salary increase upon their return from maternity leave. It aims to ensure that maternity does not negatively impact women's remuneration.✅ Parity in the Highest Salaries (10 points): This indicator examines whether the 10 highest salaries in the company are also distributed equally between genders. A high score indicates equality at the top of the company's hierarchy.
👉 Good to know: Companies that receive a score of less than 75 must implement corrective measures, under penalty of financial sanctions of up to 1% of turnover.
We understand that gender equality is not just about respecting the law, but also about creating an environment where every individual can thrive. We ensure that all our employees are treated fairly and equitably in our company but also within our client companies.
🏆 At Staffmatch, we are proud to know that our commitment to equality has been recognized, with an Egapro index of 91/100 in 2023!
We are committed to continuing our efforts to improve our score because we believe in a future where everyone has the same opportunities to succeed, regardless of their gender.
Discover Staffmatch, where gender equality is not just a law, but a daily reality. 🚀
👉 All our job offers: https://staffmatch.com/en/offers/
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