Gender equality: what legal obligations and how can we go further?
Equality between women and men is a fundamental principle of French and European law. It implies respect for the dignity, rights and freedoms of each and every person, as well as the fight against discrimination based on sex. Businesses have an essential role to play in promoting professional equality, which concerns both access to employment, remuneration, training and career, as well as the reconciliation between personal and professional life.
Beyond simple legal imperatives, it is important to explore ways to transcend these obligations to truly build a culture of equality within your business. Of the Professional Equality Index Act (Egapro) in addition to policies to combat gender-based violence and harassment, there are multiple measures to ensure true parity within your organization.
Gender equality is not only a question of social justice, it is also a factor of economic and social performance for businesses. By promoting diversity, diversity and inclusion within their teams, companies can improve their attractiveness, creativity, innovation, productivity and competitiveness. They can also meet the growing expectations of their customers, partners and stakeholders, who are increasingly sensitive to gender equality issues.
The professional equality index or Egapro index
This index is an essential tool for assess and promote gender equality within businesses. Indeed, Egapro is based on four or five indicators depending on the size of the company:
- the pay gap,
- the difference in the rate of individual increases,
- the difference in promotion rates,
- the percentage of female employees who are paid an increase when they return from maternity leave,
- parity among the ten highest earners.
The index is calculated out of 100 points and businesses must reach at least 75 points to be in compliance with the law. Businesses that do not meet this objective must put in place corrective measures or face financial penalties.
Sexist and sexual violence and harassment
Violence and harassment based on gender and sexuality are persistent problems in many professional environments around the world. These unacceptable behaviors can have serious consequences for victims, both emotionally and professionally. It is therefore essential for businesses to take proactive measures to prevent and manage these situations.
To begin with, it is important to recognize that violence and harassment based on gender and sexuality can take many forms, ranging from derogatory remarks and discriminatory behaviors to acts of physical or sexual violence. Any form of abusive behaviour should not be tolerated in the workplace..
To promote a safe and inclusive work environment, businesses need to have clear policies and effective reporting procedures in place. All employees should be aware of their rights and the resources available to report incidents of violence or harassment. In addition, the awareness training addressing gender and sexuality issues can help promote mutual respect and understanding within the company.
Furthermore, leaders and managers must play an active role in promoting a culture of equality and respect. This may include organizing awareness-raising sessions, creating gender equality working groups, and appointing people responsible for monitoring and managing cases of violence or harassment.
Finally, it is crucial that businesses deal with all complaints seriously and confidentially, ensuring that victims are supported and that appropriate action is taken against perpetrators of misconduct. By implementing these measures, businesses can help create safer, more inclusive, and more respectful workplaces for all of their employees.
Parenting in business
Corporate parenting is a topic that is becoming increasingly important in the modern professional world. As more and more employees juggle family and work responsibilities, businesses need to adapt to effectively support their parent employees.
First, it's critical for businesses to recognize the unique challenges parents face at work. From maternity and paternity leave to flexible working hours, parents' needs can vary considerably depending on their family circumstances. Businesses that offer generous parental leave policies and flexible accommodations are more likely to attract and retain talented employees.
In addition, the corporate culture plays a crucial role in supporting parenting in the workplace. Businesses that value work-life balance and that encourage a culture of support and understanding among colleagues are in a better position to create a parent-friendly work environment. This may include initiatives such as mentoring programs for new parents, internal support groups, and family events organized by the company.
Managers and leaders also have an important role to play in promoting corporate parenting. They should be sensitive to the needs of parents and ready to offer additional support when needed. This may mean being flexible when it comes to work schedules, allowing remote work when possible, or offering resources to help parents balance work and family.
To conclude, it is essential that businesses foster a work culture that respects and supports the parenting of their employees. That means recognizing and supporting a diverse range of family models, including single parent families, adoptive families, and LGBTQ+ families. By creating an environment where all employees feel respected and supported in their role as parents, businesses can foster a positive and productive work environment for all.
How to mobilize your business around March 8?
March 8 is International Women's Rights Day, an opportunity to raise awareness and mobilize your company on the issues of professional equality. But what can we do to make this day not just a symbol, but a real lever for change? Here are some ways to organize concrete and effective actions.
- Make an inventory of the situation in your company. The aim is to measure the differences between women and men on various indicators, such as salary, representation in decision-making bodies, access to training, reconciliation between professional and personal life, etc. This data makes it possible to draw up a diagnosis, identify areas for improvement and set numerical objectives.
- Raise awareness and train employees and managers. It is important to make all actors in the company aware of the stereotypes and discrimination that can affect women at work, and to give them the tools to deconstruct and combat them. Workshops, conferences, training courses or testimonies can be organized to address these themes.
- Valuing the careers and skills of women. The aim is to highlight female talents, to recognize their contributions and to promote their professional development. Mentoring, coaching, networking or internal promotion actions can be put in place to support women in their careers.
- Involve social partners and external stakeholders. It is essential to create a collective dynamic and to mobilize all the actors involved in the life of the company, such as unions, customers, suppliers, associations, etc. Charters, labels, agreements or partnerships can be signed to demonstrate a commitment to professional equality.
- Communicate about your actions and results. It is important to make visible and value the initiatives carried out by the company to promote equality between women and men. Internal and external communication media, such as newsletters, reports, reports, websites or social networks, can be used to disseminate best practices and successes.
Create a highlight around Women's Rights Day
March 8 is International Women's Rights Day, an opportunity to highlight the struggles, successes, and aspirations of women around the world. But how can we make this date a moment of awareness and commitment without falling into the trap of”Social Washing”?
“Social washing” refers to the practice of giving oneself a social and solidarity image without acting concretely for the common good. This is the case, for example, of companies that communicate their support for women without putting in place real measures to promote professional equality, diversity or the fight against discrimination.
To avoid “social washing”, initiatives around Women's Rights Day must therefore be authentic and meaningful, that is to say that they reflect the values and commitments of the company, that they are part of a sustainable and coherent approach, and that they have a positive impact on the women concerned.
One way to create a highlight around Women's Rights Day is to organize or participate in business challenges. These are collective challenges that aim to mobilize employees around a common objective linked to the cause of women. For example, we can imagine a sports, cultural, solidarity or creative challenge that makes it possible to raise funds for a feminist association, to raise awareness about a specific problem, or to promote female talents.
The advantages of a business challenge are multiple:
- It creates a collective and unifying dynamic within the company, by strengthening the feeling of belonging and team cohesion.
- It stimulates the motivation and commitment of employees, by offering them the opportunity to excel, to have fun and to feel useful.
- It strengthens the image and reputation of the company, by showing its involvement in a societal cause and by promoting its actions with its internal and external stakeholders.
In conclusion, promoting gender equality in your company is an essential step not only to respect ethical and legal standards, but also to promote a fair, inclusive and productive work environment. By implementing the tips and best practices discussed in this article, you can create a workplace culture that values diversity, encourages mutual respect, and allows everyone to reach their full potential, regardless of gender.
By investing in fair recruitment policies, gender awareness training programs, initiatives to close wage gaps, and measures to prevent gender-based and sexual violence and harassment, you can position your business as a leader in promoting gender equality.
Together, as business leaders, human resources managers, managers, and employees, we can work hand in hand to create a future where gender equality is not just a goal to be achieved, but a tangible reality in every workplace. By taking a proactive and committed approach to gender equality, we contribute to building fairer, more prosperous, and more resilient organizations for all.
