Implementing the Gender Equality Index

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ID: 338411
2026
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Abstract
Abstract This chapter examines the French approach to pay transparency—the Gender Equality Index. The new indicators were put into place by a 2018 law on vocational training and designed in 2019 through formal tripartite consultation. All private sector companies with 50 or more employees must annually calculate and publish a Gender Equality Index covering five indicators: the gender pay gap, raises, promotions, maternity-return raises, and representation among top earners. Drawing on parliamentary archives, key reports, the author’s observations as an academic expert for the Superior Council of Equal Employment (CESP) between 2016 and 2024, and interviews with negotiators at the company level, this chapter contends that the French transparency policy has fallen short of addressing pay inequality. Extant research indicates that enforcement of financial sanctions has been limited and that pay increases have largely favored women in managerial roles within large corporations. Thus, this is a clear case of gender accommodation.
Reference Key
openalex_W7225098081 Use this key to autocite in the manuscript while using SciMatic Manuscript Manager or Thesis Manager
Authors Sophie Pochic, Cécile Guillaume
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Journal Oxford University Press eBooks
Year 2026
DOI
10.1093/9780198972914.003.0008
URL
https://doi.org/10.1093/9780198972914.003.0008
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