Problem of equality between men and women or a lack of energy to fulfil this new formality ? About 1,400 companies with more than 1000 employees, only a half has published his “overall rating” in the fight against gender-based inequalities, while the deadline was officially set for Friday.
This “index” is an overall score out of 100, broken down into five criteria, and provides a new “thermometer” in the field, accompanied by financial penalties in the event of non-compliance to certain standards. The five criteria making up the index are: the pay gap between women and men (graded out of 40 points), the difference in annual increases (20 points), the gap in promotions (15 points), increases the return from maternity leave (15 points) and finally the presence of women among the larger salaries of the company (10 points).
One in five threatened with sanctions
Since Thursday, several companies have already reported their results, as the luxury giant LVMH, whose overall score is 90/100, the railway manufacturer Alstom (95/100), or even The Post that points to 94/100. The steelmaker Arcelormittal has issued the notes to three of its entities: 89/100 for Atlantic and Lorraine, 83/100 for the Mediterranean and 73/100 for the subsidiary ArcelorMittal Industeel.
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The CGT was estimated on Friday that the methods used in the detail for the calculation of the index allow us “to conceal the gender pay gap”, and was astonished to “first notes published excellent” then: “the situation of women in these companies is much less!” According to the minister of Labour Muriel Pénicaud, when asked by the Sunday Newspaper , among the notes published, one in five is below the bar of 75 points. Below this threshold, the company has three years to improve the situation, otherwise it will go to the fund. It is expected that the sanction can go up to 1% of payroll. The companies now have an “obligation of results”, likes to repeat the minister of Labour.
relief for more small businesses
According to a simulation of the ministry of Labour, the new index will cover more than 80% of the employees. Companies with fewer than 1000 employees will benefit from more time to calculate their score. Firms with 250 or more employees have until 1 September 2019, and firms with between 50 and 250 employees have until march 1, 2020 for the publish. Within the higher Council for professional equality, a “working group” will develop a “calculator” for businesses, as well as a “methodological guide”, in order to help in particular the smaller companies.
Those with less than 250 employees to apply a index with four criteria (merging the two criteria on the chances of increase and promotion). To enforce these new obligations aimed at combating the pay gap between men and women, the commission foresees a quadrupling of the controls of the labour inspectorate.
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