Our 2024 Egapro Index
29 February 2024 · 2 min reading time
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See job offersThe Professional Equality Index (or commonly known as the Egapro Index) was designed to advance wage equality between women and men within companies. It allows for the transparent measurement of pay gaps between genders and highlights areas for improvement. When pay disparities are identified, corrective measures must be taken.
All companies with at least 50 employees must calculate and publish their Index each year.
Why is this essential?
The importance of the Egapro index lies in several crucial aspects related to professional equality and business performance:
- Reduction of gender inequalities: The index aims to close the gaps in pay and career progression between men and women. By highlighting disparities, it encourages companies to take concrete steps to address them, thus contributing to greater fairness in the workplace.
- Improvement of business performance: Studies have shown that companies promoting gender equality are often more successful. Professional equality can improve employee satisfaction and motivation, attract diverse talent, and foster creativity and innovation.
- Legal compliance and brand image: Compliance with the Egapro index is a legal obligation for French companies with more than 50 employees. Companies that achieve good scores can enhance their image as fair and socially responsible employers, which can be a significant competitive advantage.
- Social issue: The index creates social pressure on companies to commit to gender equality. This can encourage a change in corporate culture and an evolution of mindsets, not only within the companies concerned but also in society in general.
- Monitoring and transparency: The obligation to calculate and publish this index ensures regular and transparent monitoring of progress made in professional equality. This allows stakeholders, including employees and the general public, to monitor company performance.
The Egapro index is essential because it promotes greater gender equality in the world of work, contributes to the performance and attractiveness of companies, and plays a role in social transformation towards greater equity and justice for all.
Companies with an index below 75 points must publish, through external communication and within the company, the corrective measures they have defined by agreement or, failing that, by unilateral decision. Furthermore, those with an index below 85 points must set, also by agreement or, failing that, by unilateral decision, and publish targets for progress in each of the Index indicators.
What are the indicators?
- The gender pay gap: This indicator assesses the reduction of pay gaps between genders. It measures pay parity for equivalent positions and in different age groups. A high score indicates better wage equality.
- The gap in annual salary increases: This criterion examines whether women have the same chances as men of obtaining a salary increase. A high score means that opportunities for increases are fairly distributed between genders.
- The percentage of female employees who received a raise upon returning from maternity leave: This criterion assesses whether women benefit from a salary increase after returning from maternity leave. It aims to ensure that maternity does not negatively impact women's remuneration.
- Parity among the 10 highest earners: This indicator examines whether the 10 highest remunerations in the company are equally distributed between genders. A high score indicates equality at the top of the company's hierarchy.
Our 2024 Results:
| Indicators | Points Obtained |
|---|---|
| Indicator relating to the gender pay gap | 29/40 |
| Indicator relating to the difference in individual pay raise rates | 35/35 |
| Indicator relating to the % of female employees who received a raise in the year following their return from maternity leave | 15/15 |
| Indicator relating to the number of employees of the underrepresented gender among the 10 highest earners | 10/10 |
| Overall Score out of 100 | 89/100 |
We understand that gender equality is not just about complying with the law, but also about creating an environment where every individual can thrive. We ensure that all our employees are treated fairly and equitably within our company and also within our user companies.
At Staffmatch, 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 our Group, where gender equality is not just a law, but a daily reality. 🚀
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