{"id":2150,"date":"2020-04-07T17:14:23","date_gmt":"2020-04-07T15:14:23","guid":{"rendered":"https:\/\/www.spsearch.fr\/?p=2150"},"modified":"2020-05-04T11:22:53","modified_gmt":"2020-05-04T09:22:53","slug":"the-professional-equality-index-is-a-must-for-smes","status":"publish","type":"post","link":"https:\/\/www.spsearch.fr\/en\/2020\/04\/07\/the-professional-equality-index-is-a-must-for-smes\/","title":{"rendered":"The Professional Equality Index is a must for SMEs"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"2150\" class=\"elementor elementor-2150 elementor-2124\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section data-particle_enable=\"false\" data-particle-mobile-disabled=\"false\" class=\"elementor-section elementor-top-section elementor-element elementor-element-abb7b92 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"abb7b92\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-ac1a6e0\" data-id=\"ac1a6e0\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-1c5f883 elementor-widget elementor-widget-text-editor\" data-id=\"1c5f883\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p class=\"p1\"><span class=\"s1\">Did you know that equal pay between the sexes has been established by law since 1972?<\/span><\/p><p class=\"p1\"><span class=\"s1\">Far from being last in the class, large French companies have better results in terms of equality than our German, Italian or Swedish neighbours.<\/span><\/p><p class=\"p1\"><span class=\"s1\">\u00a0<\/span><\/p><p class=\"p1\"><span class=\"s1\">According to a study conducted by the firm Equileap, 4 out of 10 companies in France say they have implemented a strategy to reduce pay gaps compared to 1 out of 10 in Europe. However, for the same responsibilities, women&#8217;s salaries are still 9% lower than men&#8217;s. This gap can be as much as 25% for any job and can reach 37% at the time of retirement. <\/span><\/p><p class=\"p1\"><span class=\"s1\">\u00a0<\/span><\/p><p class=\"p1\"><span class=\"s1\">It\u2019s in this context that the Gender Equality Index was introduced (Law of 5 September 2018 for the freedom to choose one&#8217;s professional future), which means companies must calculate (and publish) the pay gap between their male and female employees.<\/span><\/p><p class=\"p1\"><span class=\"s1\">\u00a0<\/span><\/p><p class=\"p1\"><span class=\"s1\">Introduced on 1 March 2019 for companies with more than 1,000 employees, and then on 1 September 2019 for companies with more than 250 employees, this measure shows that the overall situation is improving but that further efforts are needed.<\/span><\/p><p class=\"p1\"><span class=\"s1\">\u00a0<\/span><\/p><p class=\"p1\"><span class=\"s1\">Since 1 March 2020 the Penicaud Index applies to all companies with more than 50 employees, but will it really change the current situation?<\/span><\/p><p class=\"p1\"><span class=\"s1\">\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section data-particle_enable=\"false\" data-particle-mobile-disabled=\"false\" class=\"elementor-section elementor-top-section elementor-element elementor-element-43cb239e elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"43cb239e\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-no\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-1b6739c8\" data-id=\"1b6739c8\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-7e4e2cc2 elementor-widget elementor-widget-heading\" data-id=\"7e4e2cc2\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\"><b>1. The criteria for calculating the Penicaud Index\n\n<\/b><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2d7d52a6 elementor-widget elementor-widget-text-editor\" data-id=\"2d7d52a6\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p class=\"p1\"><span class=\"s1\">The Gender Equality Index was designed as a simple tool to measure the pay gap between women and men within the same company.<\/span><\/p><p class=\"p1\"><span class=\"s1\">\u00a0<\/span><\/p><p class=\"p1\"><span class=\"s1\">It is calculated using 4 or 5 indicators depending on the size of the company<\/span><\/p><ul><li class=\"p1\"><span class=\"s1\">The gender pay gap <\/span><\/li><li class=\"p1\"><span class=\"s1\">The difference in the distribution of individual salary increases<\/span><\/li><li class=\"p1\"><span class=\"s1\">The difference in the distribution of promotions (only for companies with more than 250 employees)<\/span><\/li><li class=\"p1\"><span class=\"s1\">The number of salary increases when someone returns from maternity leave<\/span><\/li><li class=\"p1\"><span class=\"s1\">Parity among the 10 highest salaries<\/span><\/li><\/ul><div>\u00a0<\/div><p class=\"p1\"><span class=\"s1\">This Index should serve as a basis for all companies that do not obtain the maximum score of 100 and need to make adjustments.<\/span><\/p><p class=\"p1\"><span class=\"s1\">\u00a0<\/span><\/p><p class=\"p1\"><span class=\"s1\">Not only is it informative, but companies with a professional equality score below 75\/100 will be subject to immediate corrective measures, and for the most uncooperative ones a fine of 1% of the company&#8217;s total payroll is enforced.<\/span><\/p><p class=\"p1\">\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2f8cb4a0 elementor-widget elementor-widget-heading\" data-id=\"2f8cb4a0\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\"><b>2. What\u2019s the impact on SMEs?\n<\/b><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-644a449c elementor-widget elementor-widget-text-editor\" data-id=\"644a449c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<ul><li><b><\/b><strong>An enhancement tool for your employer brand<\/strong><\/li><\/ul><p class=\"p1\"><span class=\"s1\">As the results of the P\u00e9nicaud Index are displayed publicly, companies with a good score will be more attractive for female candidates, but also for candidates who would prefer working for a company with a better gender equality.<\/span><\/p><p class=\"p1\"><span class=\"s1\">\u00a0<\/span><\/p><p class=\"p1\"><span class=\"s1\">&#8220;<em>For the employer image, this is very positive and facilitates recruitment for positions which have a shortage of candidates<\/em>&#8221; said Bertrand Lourdez (HR Director, Messageries Lyonnaises &#8211; a model company with an index of 99) at the conference organised by the Medef in October. <\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-32dbd86d elementor-widget elementor-widget-text-editor\" data-id=\"32dbd86d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><b>TIP #<\/b><strong>1 :<span class=\"s1\">\u00a0<\/span><span class=\"s1\">highlight your results (if they\u2019re good) on your various social networks and celebrate them internally. And to go further, find out about your competitors&#8217; results, you may gain some sympathy from your candidates.<\/span><\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-51e64614 elementor-widget elementor-widget-text-editor\" data-id=\"51e64614\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<ul><li class=\"p1\"><strong><span class=\"s1\">A new way of looking at your recruitment process<\/span><\/strong><\/li><\/ul><p class=\"p1\"><span class=\"s1\">Your company has had an equal opportunities recruitment policy in place for several years, to the advantage of each candidate. However, it\u2019s no longer a question of recruiting as many women as men, but also of offering them equal remuneration for the same position.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5e9b0bff elementor-widget elementor-widget-text-editor\" data-id=\"5e9b0bff\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><strong>TIP #2 : <span class=\"s1\">take advantage of this legal obligation and review your salary bandings and communicate them during your recruitment process. As with any change in practices, it must be accompanied by a change in mentality: internal communication campaigns, commitment seminars for HR teams \u2013 there are many ways to achieve this!<\/span><\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-737efcef elementor-widget elementor-widget-text-editor\" data-id=\"737efcef\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p class=\"p1\"><span class=\"s1\">As previously mentioned, the number of women and men in the 10 highest paid positions count for 10 points in the calculation of the Penicaud Index. The recruitment of women to the highest positions such as for the Boards of Directors or Management Committees should not be taken lightly, so make sure you have the right support.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-24fdc198 elementor-widget elementor-widget-text-editor\" data-id=\"24fdc198\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<ul><li><b><\/b><strong>A knowledge base for your annual performance reviews.<\/strong><\/li><\/ul><p class=\"p1\"><span class=\"s1\">In one of <a href=\"https:\/\/www.spsearch.fr\/2019\/12\/17\/comment-mener-un-entretien-annuel-devaluation-efficace-les-5-etapes-cles-a-suivre-4\/\" target=\"_blank\" rel=\"noopener\">our previous articles<\/a> in French, we talked about how the annual performance review is a real meeting to prepare for the future. <\/span><\/p><p class=\"p1\"><span class=\"s1\">An employee has very good results but her salary seems to be far lower than her male colleagues? This is the ideal time to review her responsibilities and salary!<\/span><\/p><p>\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6d8145c4 elementor-widget elementor-widget-text-editor\" data-id=\"6d8145c4\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><strong><span class=\"s1\">TIP #3 : h<\/span><\/strong><strong><span class=\"s1\">ighlighting certain pay gaps between your employees should be taken with care. A concern for balance should not turn into an &#8220;anti-masculine&#8221; policy. Any salary increases &#8211; even a small one &#8211; must be explained and justified to the employee concerned, other team members, and in agreement with their line manager.<\/span><\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2c8ee818 elementor-widget elementor-widget-text-editor\" data-id=\"2c8ee818\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p class=\"p1\"><span class=\"s1\">\u00a0<\/span><\/p><p class=\"p1\"><span class=\"s1\">The P\u00e9nicaud index &#8211; relating to equal pay for employees of the opposite sex within the same company &#8211; imposes new HR management methods, at the risk of paying the price. <\/span><\/p><p class=\"p1\"><span class=\"s1\">\u00a0<\/span><\/p><p class=\"p1\"><span class=\"s1\">But the law serves to set the framework, not to limit your actions. It talks about pay differentials or promotions (for companies with more than 250 employees), but it is up to you to define the implementation of these new standards in your company. <\/span><\/p><p class=\"p1\"><span class=\"s1\">\u00a0<\/span><\/p><p class=\"p1\"><span class=\"s1\">Pointing out the disparities is a first step to highlight the points that need to be corrected. Lack of training? Glass ceiling? \u201cOld school&#8221; management? It\u2019s going to be interesting to understand how and why these disparities exist within your company<\/span><\/p><p class=\"p1\"><span style=\"font-size: 16px;\">.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>The Gender Equality Index was introduced the 5th of September 2018, which means companies must calculate (and publish) the pay gap between their male and female employees.<\/p>\n","protected":false},"author":1,"featured_media":2169,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"cybocfi_hide_featured_image":"","footnotes":""},"categories":[15],"tags":[],"class_list":["post-2150","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.spsearch.fr\/en\/wp-json\/wp\/v2\/posts\/2150","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.spsearch.fr\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.spsearch.fr\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.spsearch.fr\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.spsearch.fr\/en\/wp-json\/wp\/v2\/comments?post=2150"}],"version-history":[{"count":10,"href":"https:\/\/www.spsearch.fr\/en\/wp-json\/wp\/v2\/posts\/2150\/revisions"}],"predecessor-version":[{"id":2165,"href":"https:\/\/www.spsearch.fr\/en\/wp-json\/wp\/v2\/posts\/2150\/revisions\/2165"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.spsearch.fr\/en\/wp-json\/wp\/v2\/media\/2169"}],"wp:attachment":[{"href":"https:\/\/www.spsearch.fr\/en\/wp-json\/wp\/v2\/media?parent=2150"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.spsearch.fr\/en\/wp-json\/wp\/v2\/categories?post=2150"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.spsearch.fr\/en\/wp-json\/wp\/v2\/tags?post=2150"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}