Professional Gender Equality Index

Docaposte has published the results of new Gender Equality Index

Download the 2022 Equality Index

Professional Gender Equality Index Contact an advisor

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.  


In 2022, Docaposte achieved a score of 93/100 on the Professsional Gender Equality Index.

Download the Index detailed per company

How is the Professsional Gender Equality Index calculated?

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


  • The gender pay gap: 1.72% in favor of men, Docaposte scored 38/40
  • The individual payrise gap: 2.00% in favor of men, scored 20/20
  • The gender promotion gap (only for companies with more than 250 employees): 2.72% in favor of women, scored 15/15
  • The number of employees receiving a payrise following maternity leave: 100%, scored at 15/15
  • Gender parity among the 10 highest salaries: 2 women, scored 5/10

Docaposte has achieved a score of 93/100 according to the Professsional Gender Equality Index

  • The 2022 index is 93/100, an increase in results compared to 2021, i.e. an evolution of +16 points compared to 2019, confirming Docaposte's commitment to this subject of parity. Thanks to the action plans implemented collectively in all of these entities, Docaposte has gone beyond the legal obligations linked to the index and has proven the effectiveness of these action plans.
  • The majority of Docaposte legal entities display their commitments with a score above 80 points, showing a real motivation to improve their score.
  • The stated ambition for 2023 is for the majority of entities to be above 85/100.

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 action plan

          • Our 2022 objective: to reach 94/100
          • Action plans implemented for companies with a score lower than 75 in 2021
          • No Docaposte entity under 75/100

          Discover our action plan by company