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Gender equality

To promote economic and professional equality between men and women in its workforce, CERBM-GIE publishes the results of its gender equality index every year.

Follow the improvement of gender equality within the institute

The theme of professional equality between women and men is a societal issue in which organizations and companies have a responsibility. To speed up the effective implementation of economic and professional equality, the French government recently enacted a series of laws aimed at establishing a gender equality index in companies with over 50 employees: the "Avenir professionnel" law and the "Rixain" law.
These require employers to calculate and publish a professional gender equality index, as well as guaranteeing :

  • access to remote working for pregnant women
  • introduction of quotas for management positions in companies with over 1,000 employees
  • The introduction of an improvement plan if the score is less than 85 points out of 100.

IGBMC scores

2022

Identical to 2021, CERBM-GIE's score in 2022 is 84 points out of a maximum of 100 points. The score is broken down by indicator as follows:

  1. Measuring pay gaps between women and men - 39 out of 40 points
  2. Measuring differences in individual pay rises between men and women - 20 out of 20 points
  3. Measure differences in the distribution of promotions between women and men - 15 out of 15 points
  4. Measure the % of female employees receiving a raise in the year following their return from maternity, adoption or parental leave over the reference period - 0 out of 15 points
  5. Measure gender parity among the 10 highest-paid employees out of 10 points - 10 out of 10 points

To improve this overall score, CERBM-GIE will have to improve the score of indicator 4 by identifying and deploying appropriate actions.

2021

CERBM-GIE scored 84 points out of a maximum 100. This score is broken down by indicator as follows:

  1. Measuring the pay gap between men and women - 39 out of 40 points
  2. Measuring differences in individual pay rises between men and women - 20 out of 20 points
  3. Measure differences in the distribution of promotions between women and men - 15 out of 15 points
  4. Measure the % of female employees receiving a raise in the year following their return from maternity, adoption or parental leave over the reference period - 0 out of 15 points
  5. Measure parity between women and men among the 10 highest earners out of 10 points - 10 out of 10 points

Calculation parameters :

  • To determine this index, the number of employees is assessed over the period from December 1 to December 31 of year N.
  • The number of employees determines the number of indicators to be calculated.
  • The calculation formula differs according to the indicator, notably between indicators 1 and 4.
  • Some indicators cannot be calculated due to lack of data