The idea of evaluating companies based on their gender equality practices was introduced through the creation of the professional equality index in 2018. The French government aimed to combat discrimination, as women still earn on average 15% less than men for equal work. However, six years later, the implementation of this index has been less effective than expected. Many companies fail to fulfill their reporting obligations or show clear inequalities between male and female employees, yet sanctions are nearly nonexistent.
The professional equality index was meant to follow the philosophy of “name and shame,” where companies with poor gender equality practices would be publicly exposed. This information would help women make more informed decisions about where to apply for jobs. Initially, the government published a list of companies with poor gender pay gaps in 2020, but since then, little has been done. While the index scores are still made public annually, there is no longer a list identifying non-compliant companies or those penalizing women.
According to data obtained and analyzed by Le Monde, a significant number of companies in France continue to ignore the professional equality index. Approximately one-fifth (21%) of obligated companies did not report their gender equality statistics for the year 2023 by the deadline of March 1, 2024. Additionally, 3,110 companies (7% of the total) have never published their gender equality reports. While most non-compliant companies are small businesses, some large corporations are dragging their feet in meeting these requirements.
For example, the media company Webedia was delayed in publishing its first index until prompted by Le Monde. Similarly, 106 other large companies (employing more than 250 people) have consistently failed to comply with this reporting obligation since 2019. These include businesses like Domicours individuel, France Restauration rapide (owner of Patàpain bakeries), and Tang Frères Asian grocery chain. While some companies have not responded to the requirements, others acknowledge shortcomings in meeting the index criteria, emphasizing that gender equality is not an issue within the company.
Despite the evident lack of compliance with the professional equality index, there has been little enforcement or accountability for non-compliant companies. The government’s initial intentions of holding companies accountable for gender equality seem to have waned, as there are no significant consequences for non-compliance. This raises concerns about the effectiveness of the index in promoting gender equality in the workplace and whether stronger measures are needed to ensure that companies prioritize and implement fair gender practices.
