Create favorable conditions for women’s accession to highest responsibilities

The HR meetings of March 8 have taken stock of the advances in terms of women men in business.

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“long ago we thought that women’s access to liability positions would do naturally. But it did not take place without legislative intervention, reminded Quentin Lippmann, Lecturer in Economics of Paris University. -I-pantheon-assas in the introduction of the HR meetings of March 8. From the point of view of research, the Copé-Zimmermann law on the quotas worked very well, by moving the share of women to the boards of directors of 10 % in 2010 at 46% in 2021, but the runoff effect did not take place. Hence the Rixain law to raise women in the executive committees (COMEX) and finally the Name and Shame [” Name and make shame “] with the index on gender equality [in companies].”

The average overall note of the index 2022 published on March 7 by the Ministry of Labor is 86 out of 100, in progress every year, as the five indicators that compose it, including the two most difficult to respect as The one on the rise of salary on the return of maternity leave or parity in the ten highest remuneration.

Only sixteen companies on some 40,000 did not know, in four years, correct the inequalities measured by the index and fall today under the penalty provided for by the 1% maximum of the mass salary. The overall dynamic is positive, “But did it reduce the inequalities?” Quentin Lippmann.

Reserves on the “penicaud index”

A dozen drh of sectors as different as GAFA (Google, Apple, Facebook, Amazon), bancassurance, or personal services, gathered in Paris on the occasion of this monthly meeting of the Management News, created by Le Monde in 2019 in partnership with ManpowerGroup, tried to answer them. They exchanged their questions, practices within their business and the effectiveness of their policy to reduce women-men inequalities, particularly regarding career development.

The lines have moved. Relatively unanimous on recent advances and the effectiveness of quota policies, however, human resources managers have expressed their reserves on the boundaries of “Index penicaud” and the solutions envisaged to deal with structural problems. The index “obliges to ask questions”, “allows to identify and measure the realities”. “He has updated that a significant number of companies did not meet the salary increase in the return of maternity leave,” Note Caroline Courin, HR Manager at BNP Paribas. “But it does not do everything. It must be correlated with other things,” says Anne-Marie Husser, the Amazon DRH France.

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/Media reports.