March 2026

Gender equality in the workplace: where do we really stand?

Despite decades of legislation, gender inequalities persist in the workplace. In France, the average pay gap remains at 15.4% on a full-time equivalent basis (DARES, 2024). Women account for only 25% of executive committee members in the SBF 120 and 42% of managers in the private sector.

Beyond the statistics, inequalities are evident in everyday life: the glass ceiling, self-censorship, the unequal division of household and parenting responsibilities, everyday sexism, and bias in hiring and promotion processes.

Gender equality is not just a matter of justice. It is a driver of performance: according to McKinsey, companies with the most balanced gender representation are 25% more profitable. It is also a key factor in attracting younger generations.

Legal Framework: Companies’ Obligations Regarding Workplace Equality

The Professional Equality Index

Since 2019, all companies with 50 or more employees have been required to calculate and publish their Professional Equality Index annually. This index, scored out of 100 points, is based on four or five indicators, depending on the size of the company:

  • Gender pay gap (40 points)
  • Variation in the distribution of individual raises (20 points)
  • Disparity in the distribution of promotions – companies with 250 or more employees (15 points)
  • Percentage of female employees who received a raise upon returning from maternity leave (15 points)
  • Gender parity among the 10 highest-paid executives (10 points)

Companies with a score below 75 points must define and publish corrective measures. If a company fails to publish these measures or receives an insufficient score without implementing them, it faces a penalty of up to 1% of its total payroll.

Mandatory negotiation

Companies with 50 or more employees must negotiate an agreement or, failing that, establish an action plan on workplace equality. These negotiations address pay gaps, conditions for access to employment, training, promotion, and work-life balance.

Quotas and balanced representation

  • Copé-Zimmermann Act (2011): A minimum of 40% of each gender on the boards of directors of publicly traded companies and companies with 250 or more employees.
  • Rixain Act (2021): A target of 30% women in the executive leadership of companies with 1,000 or more employees by 2027, rising to 40% by 2030.

Preventing Sexism and Harassment

Employers are required to take steps to prevent sexist behavior (Article L.1142-2-1 of the Labor Code) and sexual harassment. A harassment liaison must be appointed in companies with 250 or more employees and within the Social and Economic Committee (CSE). See our guide on preventing sexism in the workplace.

How advanced is your organization in terms of gender equality?

Beyond the Index, our assessment identifies the structural and cultural barriers to equality within your organization.

Learn more about our assessment

Practical steps toward achieving equality

1. Identify discrepancies

Before taking action, assess the situation objectively: analyze pay gaps, map promotions by gender, audit recruitment processes, and conduct a perception survey. A diversity and inclusion assessment helps identify the specific challenges facing each organization.

2. Addressing unconscious biases

Gender biases are deeply ingrained and come into play at every stage of a career: from writing job postings to conducting interviews, evaluating performance, and gaining access to high-profile projects. Accordia’s training programs include specific modules on identifying and addressing these biases.

3. Raise awareness about everyday sexism

Everyday sexism—comments, jokes, and rude behavior based on gender—is the breeding ground for inequality. Accordia’s awareness-raising games, such as *C’est Quoi Donc? Sexisme Harcelement*, help open up dialogue and raise awareness of the mechanisms of sexism. The exhibition *Le Musée des Zorreurs* creates a memorable immersive experience.

4. Train managers

Managers are the cornerstone of equality in the workplace. They must be able to conduct interviews without bias, distribute rewarding assignments fairly, support employees returning from maternity or paternity leave, and address sexist behavior. Accordia’s “Taking Action Against Sexist Behavior” training provides managers with practical tools.

5. Rethinking Parenting Policies

Parenting is the leading factor contributing to women leaving the workforce. The most progressive companies offer: paternity leave that exceeds the legal requirement, support upon returning from maternity leave, organizational flexibility, and assistance with childcare. These measures benefit all employees.

6. Set measurable goals

Without specific targets and monitoring, statements of intent remain mere words on paper. Set targets for representation, compensation, and access to training by gender, and incorporate them into management objectives and variable compensation criteria.

Raise awareness about sexism among your teams with the game "What Is It?"

A fun way to spot everyday sexism, understand gender bias, and develop the right habits in your daily life.

Discover the game

Train your teams on workplace equality

Gender bias, the glass ceiling, parenting: our training programs provide the tools to take concrete action toward gender equality.

See our training courses

The Accordia Approach: From Awareness to Transformation

For 16 years, Accordia has been helping companies achieve true equality through an approach that combines awareness-raising, training, and strategic support:

  • Memorable experiences: the Musee des Zorreurs, the "C’est Quoi Donc?" games, and immersive workshops that leave a lasting impression.
  • Operational training: for managers, HR professionals, and harassment prevention officers, featuring real-life scenarios and tools that can be put to use immediately.
  • Strategic consulting: assistance in developing equality action plans, preparing the Index, and drafting workplace equality agreements.
  • A committed but non-confrontational approach: performance, personal growth, and empowerment rather than guilt-tripping.

B Corp Certified. We’ve supported over 500 companies. Contact us to accelerate your equality efforts.

Take action on gender equality

Diagnosis, action plan, training, support. Accordia helps you turn your obligations into drivers of performance.

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Additional guides

Related articles

Frequently Asked Questions About Gender Equality in the Workplace

Is the Professional Equality Index a useful tool?

The Index has the merit of objectively highlighting disparities and establishing a performance requirement. Its limitations: it does not measure all types of inequality (involuntary part-time work, occupational segregation, mental load), and a high score does not guarantee the absence of sexism in everyday life. It is a necessary but insufficient tool.

How can you convince an executive committee that equality is a performance issue?

The data is clear: companies in the top quartile for gender parity are 25% more profitable (McKinsey). Equality reduces turnover, enhances employer appeal, and fosters innovation through diverse perspectives. The question is no longer “why” but “how to accelerate progress.”

What are the penalties for failing to comply with these obligations?

Failure to publish the Index: a penalty of 1% of total payroll. A score below 75 without corrective measures: same penalty. Failure to meet the Copé-Zimmermann quotas: appointments deemed invalid. Failure to comply with the negotiation requirement: a penalty of 1% of total payroll.

Does extended paternity leave really reduce inequality?

Yes. Studies in the Nordic countries show that sharing parental leave has a direct impact on women’s career progression. In France, extending paternity leave to 25 days in 2021 is a step in the right direction, but it still falls short of the standards in the most gender-equal countries.

What should you do if you're an SME without a dedicated HR department?

Start with the basics: calculate pay gaps, raise awareness among teams, and train managers in non-discrimination. Firms like Accordia support small and medium-sized businesses with solutions tailored to their resources and constraints. The key is to get started.