Professional Gender Equality Index

Docaposte has published the results of new Gender Equality Index

Download the 2024 Equality Indexes

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.  

Results for the 2023 year

In 2024, the average index of Docaposte entities is 87/100

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

Since 2019, Docaposte has been part of the approach of the LA POSTE Group, which has reaffirmed its dynamism in terms of gender equality, through the establishment of its “Un.e” Parity network.

The 2024 results of the professional equality index between women and men for Docaposte legal entities demonstrate the success of the action plans implemented collectively in several of these companies since 2023.

Thus, of the 16 entities of the DOCAPOSTE group concerned by the publication of the index, the average is 87 points.

In total, 15 companies have a score greater than 75 and 13 entities have a score greater than or equal to the score of 85 points.

In addition, the real motivation of Management and managers as well as the ambitions defined in the action plans allowed an improvement in the scores of the previous year: The majority of legal entities improved their results, including certain companies of more than 10 points.

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