2023-12-27 14:30:16
The obligation to publish an Index relating to pay gaps was introduced by article 6 of the law of July 19, 2023 (Codified in articles L. 132-9-3 et seq. of the CGFP) aiming to strengthen the access of women to responsibilities in the public service. It applies to ministerial departments as well as public establishments with more than 50 agents, for the latter only on the parameters for which they have room for action.
Decree No. 2023-1136 published on December 5, 2023 specified the exact content of this publication. Article 3 thus indicates that the results for each indicator and the actions implemented must be published, for the previous calendar year, no later than September 30 on the website of each administration. The competent social administration committee is informed of the results and actions mentioned in the first paragraph. Finally, the indicators and the index of each administration for the previous calendar year are published, no later than December 31 of each year on the website of the Ministry of the Civil Service. For 2023, exceptionally, ministerial departments and public establishments which had at least fifty public agents under management in 2021 and 2022 publish information relating to the year 2022 no later than December 31, 2023. The overall result of the MO of 85 points/100 is higher than the expected minimum of 75/100.
Equality index for social ministries Year 2022 Maximum scoreMinistry score Equal pay for civil servants 40 39 Equal pay for contract workers 10 0 Corps promotion gap 15 15 Grade promotion gap 15 15 Ten highest salaries 10 8 10% of highest salaries 10 8
Total
100
85
Concerning the explanatory actions of these results, several measures of the 2021-2023 Professional Equality Plan of the social ministries aim to eliminate pay gaps, for example:
Measure 23: Prevent discrimination in the allocation of bonuses.
The framework notes governing the allocation of the annual compensation supplement (CIA) systematically recall the principles making it possible to prevent discriminatory situations, particularly with regard to family situation.
Measure 25: Neutralize the impact of family leave on remuneration and career development.
The impact of family leave on remuneration and career development is neutralized.
Measure 27: Guarantee respect for equality between women and men in advancement procedures and prevent discrimination.
The management guidelines take into account the issues of professional equality and the reduction of career gaps. The average seniority of women and men promoted by choice for each advancement table is systematically calculated.
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