Professional Gender Equality Index

Docaposte has published the results of new Gender Equality Index

Download the 2026 Equality Indexes

In accordance with the 5 September 2018 law for the freedom to choose your one's professional future, all companies with more than 50 employees must calculate and publish their Gender Equality Index on their website. Docaposte respects this obligation through the committment of all its employees, its Parity program and the social actions taken by its HR teams and partners.

Download the Index detailed per company

In 2026, the average Gender Equality Index score across Docaposte entities stands at 86 out of 100

The Professsional Gender Equality Index is calculated on the basis of 5 indicators:


  • The gender pay gap
  • The individual payrise gap
  • The gender promotion gap (only for companies with more than 250 employees)
  • The number of employees receiving a payrise following maternity leave
  • Gender parity among the 10 highest salaries

Docaposte continues its strong commitments on the subject of parity

The 2026 results of the Professional Gender Equality Index for Docaposte’s legal entities reflect the success of the action plans collectively implemented in several of these companies since 2023.

  • Among the 14 Group entities for which a score can be calculated, the average reaches 86 points. This performance highlights Docaposte’s strong commitment to driving meaningful change in mindsets and practices, making gender parity a key lever for sustainable growth.
  • Out of these 14 entities, 13 achieved a score above 75 points, with 6 of them performing particularly strongly, scoring 90 points or higher.
  • Only one entity scored below 75 points, and corrective measures have been implemented to address this.

Regulatory changes

Professional Equality Index: publication of improvement objectives as based on publication of the 2022 indicators.

    First phase: from March 1 2022, in companies which, for the third consecutive financial year, employ more than 1000 employees, the employer must each year publish the pontential gaps in gender representation within senior management according to Article L3111-2 of the labor law on one hand, and the members of executive bodies defined in Article L23-12-1 of the commercial code on the other hand (art. 14 de la loi ; C. trav., art. L1142-11, al. 1er).

      Second phase: from March 1 2023, by way of derogation from articles L311-6 and L312-1-2 of the code on the relationship between the Public and the Administration (CRPA), these representation gaps will be made public on the website of the Ministry of Labor, under the terms defined by decree (Art. 14 of the law: labor law, art. L1142-11, al.2).

        Third phase: from the March 1 2026, the proportion of people from each gender in senoir management and among members of executive bodies should not be lower than 30% (Labor law, art. L1142-11, in fine). Parallel to this, in companies which, for the third consecutive financial year, employ more than 1000 employees, when the company does not conform to the obligation in the last subparagraph of article L1142-11, the negotation of professional equality anticipated in 2° of article L2242-1 must also include adequate and relevant correction mathods (Labor law, art. L1142-13).

          Our ambition

          • Maintain a very high level of Docaposte entities whose annual score is greater than 85 points
          • No more entities below 75 points
          • Continue and strengthen our collective action plans so that professional parity constitutes a social foundation within Docaposte and a reality for each employee

          Discover our action plan by company