Gender equality is a constitutional principle since 1946. Indeed, the law states that women and men have equal rights in society and in all areas. Since then, several laws have reaffirmed the place of women in society and in the workplace. This is the case with the law for real equality between women and men, or the Copé-Zimmermann law requiring large companies to appoint at least 40% women to their boards of directors. However, despite this legal forcing on professional equalityFrench companies are reluctant to establish real equality between men and women in terms of pay, duties and recognition.
Several laws and mechanisms to force companies to respect gender equality
Positive discrimination have been put in place to encourage and force companies to employ women and respect gender equality. These include quotas, action plans and the gender equality index, all of which companies must respect and publish. And yet, stereotypes are still ingrained in people’s minds and leadership seems difficult for a woman to achieve. So companies and women need to breaking the glass ceiling. It is worth highlighting the efforts made by several companies in their management and their quest for equality.
Companies that promote gender equality!
Leadership by a woman: the example of Janssen France and Sarenza
In 2022, one fact remains unchanged: women are under-represented in positions of positions of responsibility. Is leadership not for them, or do companies not encourage them enough to move in this direction?
At Janssen France, a subsidiary of the Johnson & Johnson pharmaceutical company, 55% of managers and 55% of board members are women. Gender equality is respected. To achieve this, it’s best to gender-neutral job titles. As for Sarenza, it analyzed speaking time because it felt that men were monopolizing it during meetings. The company decided to imposing equality in interventions. Leadership also means speaking out. Women must have the opportunity to express their opinions.
Reorganizing working hours and developing teleworking: the example of Oracle and Harmonie Mutuelle
In order to ensure gender equalityOracle and Harmonie Mutuelle have decided to adapt the working hours of their female employees. As a result, flexible working hours allows women to sacrifice less of their professional lives and not be penalized. For example, Harmonie Mutuelle covers childcare costs for late meetings and provides access to a tutoring platform. At Oracle, two days’ teleworking a week are provided six months before maternity leave and six months afterwards.
Supporting women through training and mentoring: the example of Saint-Gobain and Janssen France
Training is a major asset so that women can dare and feel at ease. At Saint-Gobain, 200 women have benefited from one-year individual mentoring as part of the internal Women in Network. Janssen France advocates that gender inequality begins at the hiring stage. Training is offered to all employees on unconscious bias in recruitment. Women are encouraged to occupy senior positions and to feel legitimate in them.
To remember
Parity and gender equality within companies still have a long way to go, but by giving women a voice and encouraging them to take their place in the company, professional equality may one day be a reality. Especially since the company’s image will be all the better, as will atmosphere in the workplace. Management of these 6 companies helps to improve the professional climate by focusing on equality. Visit place of women is still being debated, but we need to help them gain confidence and assert themselves as leaders.