Publication of the CERBM GIE score on gender equality in the workplace

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The CERBM GIE of IGBMC publishes the note received on the "gender equality in the workplace" index at the end of February 2022. This score indicates the progress made in reducing gender inequality within the organisation and, through the various indicators used to calculate it, indicates on which aspects to focus to improve the situation.

A score to assess gender equality in the Institute

The issue of gender equality in the workplace is a societal challenge and a priority for all organisations and companies. More than 46 years after the principle of equal pay for work of equal value was included in French law, it has to be said that there is still a significant pay gap between women and men. Despite the laws of 1983, 2001, and later, equality between women and men within companies has hardly progressed.

Thus, in 2018, the French government took up this issue. In order to provide corrective measures with an obligation to achieve results, the following laws were enacted:

  • in 5 Sept. 2018 the "Avenir Professionnel" law: the latter required employers to calculate and publish before 1 March each year (on the Ministry of Labour website and the company's website) a gender equality index,
  • in 24 December 2021 "Rixain law": which reinforced the scope of the previous system.

This law aims to accelerate economic and professional equality with the introduction of new measures:

  • Access to remote work for pregnant women,
  • The introduction of quotas in management positions in companies with more than 1,000 employees: 30% by 2027 and 40% by 2030,
  • The introduction of a progression plan if the score is < 85 points

This gender equality index, designed as a practical tool to reduce inequalities, is made up of 4 or 5 indicators and assesses possible inequalities between women and men in companies with at least 50 employees in the form of a 100-point score.

A score below :


  1. 75 points require the employer to implement an action plan: an obligation of results to avoid any financial penalty.
  2. 85 points require the setting of progress targets

Calculation parameters :

  • To calculate this index, the number of employees is assessed over the period from 1 to 31 December N
  • It is this headcount that determines the number of indicators to be calculated  
  • The calculation formula differs according to the indicator. For example, it is different for indicators 1 and 4
  • Not all indicators can be calculated - not enough data


The CERBM GIE's score

At the end of February 2022, the CERBM GIE published its note on the ministère du Travail website, namely 84 points out of a maximum of 100 points; a score for each indicator as follows :

  • Measuring the pay gap between women and men - 39 out of 40 points
  • Measuring the differences in individual salary increases between women and men - 20 out of 20 points
  • To measure the differences in the distribution of promotions between women and men - 15 out of 15 points
  • Measure the % of female employees who received a raise in the year following their return from maternity, adoption or parental leave over the reference period - 0 out of 15 points
  • Measure the parity between women and men among the 10 highest paid - 10 out of 10 points