Professional equality F/M
When to call us?
As an employer, you are required to respect the principle of professional equality between women and men in your company.
The Professional Future Act requires companies with at least 50 employees to make equal pay effective and to measure pay gaps.
You have three years in which to establish remedial measures or face sanctions.
We can assist you in meeting this obligation, which must be addressed in the context of collective bargaining.
In addition to equal pay for men and women, this law also concerns:
- Collective bargaining
- The obligation of balanced representation between women and men when setting up or renewing the elected members of the CSE
- The prohibition of sexual harassment and sexist abuse and offences.
Our service on Professional Equality F/M
Our HR experts can help you carry out a diagnosis, measuring the differences between the situations of women and men.
This diagnosis covers 9 areas :
- Hiring
- Effective remuneration
- Qualification
- Working conditions
- Professional promotion
- Health and safety at work
- Training
- The articulation between professional activity and personal and family life
- Classification.
Within the framework of the reduction of the observed gaps, our time-sharing HRDs can (from the diagnosis and the retained fields of action) propose you a choice of actions and measures, carry out the legal verifications, and advise you on the conduct of the negotiations with the trade unions.
The proposals adopted during the negotiations will then be formalised in a company agreement or a unilateral action plan, within the framework of the law on professional equality.
This negotiation, on professional equality between women and men, but also on the Quality of Life at Work, covers the following topics:
- The articulation between personal and professional life for employees
- Objectives and measures to achieve professional equality between women and men
- Measures to combat all forms of discrimination
- Measures relating to the professional integration and retention of disabled employees
- The exercise of employees’ right of expression
- The modalities for defining a provident scheme
- The modalities for the full exercise of the right to disconnection,
Finally, our HR Consultants can calculate the gender equality INDEX for publication, and propose actions to be implemented in order to eliminate the disparities that still exist.
The index must be higher than 75 or corrective or financial measures for wage adjustments will have to be implemented to avoid financial penalties.
What we bring to you in Professional Equality F/M
Our time-sharing HRDs will assist you in measuring and correcting your gender equality gaps, in whole or in part.
For many years we have been working with our clients on the prevention of discrimination and on professional equality.
By delegating to us
- carrying out a diagnosis of the differences between the situation of women and men
- the preparation of a company agreement or an action plan on gender equality in the workplace
- calculating your index measuring the gaps and reducing the disparities,
You secure your legal obligation on Professional Equality between women and men.
Contact us and ask for a quote.
Discover our other Human Resources services
Our strengths for this service
Compliance with legislation
Mission led by an HR professional
Time saving and security
Turning a Constraint into an Opportunity
Examples of missions
The client’s problem
An industrial company with 1,200 employees needed to reduce the disparities in treatment between women and men and to comply with the Avenir professionnel law.
The service provided
Our Gender Equality Consultant begins his mission with a diagnosis of the gaps in the situation between women and men. He works on the 9 areas covered by this diagnosis. The diagnosis is carried out and shared with the client, before the client asks us to prepare a company agreement on professional equality between women and men.
This is negotiated with the members of the CSE. Our consultant is responsible for conducting the preliminary reflection, proposing actions and measures, carrying out legal checks and advising the negotiators on the negotiation strategy throughout the negotiations. The negotiation covers several themes relating to the prevention of discrimination, professional equality between women and men, and quality of life at work.
Our time-share HRD also sends a weekly report in English on the progress of the negotiations to the Group HRD in England and explains the French law. In parallel with the negotiations, simulations of index calculations are carried out in order to reduce the main disparities as a priority.
The benefit for the customer
This was a significant help that allowed our client to first conduct a reflection and then negotiations, within the short timeframe imposed by London. But also to secure the process, and to benefit from the experience of a seasoned timeshare HRD. Professionalism and efficiency were brought to the client.
Customer testimonials
Very serious and responsive company, great know-how, I recommend 100%.
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I appreciated the quick and complete understanding of our issues. We were fully satisfied with the synthesis and the solutions provided.
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S2FIT1, real estate company of the SNCF Group. BOOST’RH understood our specifications, which enabled us to entrust them with the mission. The scope was clear, the interviews well targeted and the deliverables up to expectations. Competence at the rendezvous.
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Boost'RH has been a partner for several years and has demonstrated its expertise to B-to-B companies, both in terms of knowledge of the business and its ability to respond to the diverse issues related to the implementation and practice of GPEC in SMEs.
Lire plusQuestions answers
Our timeshare HRDs can intervene on the whole process of the Professional Future Law or simply on a part of the professional equality between women and men.
We are not lawyers, and we never replace them, but knowing the social law we bring you a pragmatic solution to your situation. We ask our law firms for advice on very specific points before advising you.
We can accompany you in Paris and in the regions from our offices or branches in Aix-en-Provence – Amiens – Angers – Avignon – Bayonne – Bobigny – Bordeaux- Brest – Caen – Cergy- Clermont- Ferrand – Créteil – Dijon- Evry – Grenoble – La Rochelle – Le Mans – Lille- Limoges – Lyon – Marseille – Mayotte – Melun- Metz – Montpellier- Mulhouse – Nancy – Mayotte Ferrand – Créteil – Dijon- Evry – Grenoble – La Rochelle – Le Mans – Lille- Limoges – Lyon – Marseille – Mayotte – Melun- Metz – Montpellier- Mulhouse – Nancy – Nanterre – Nantes – Nice – Orléans – Paris – Poitiers – Reims – Rennes – Rouen – Saint-Denis de la Réunion- Saint-Etienne – Strasbourg – Toulon – Toulouse- Tours – Valenciennes – Versailles
Find our Human Resources Consultants in Paris and in the Regions at our Offices or Branches in Aix-en-Provence – Amiens – Angers – Avignon – Bayonne – Bobigny – Bordeaux– Brest – Caen – Cergy– Clermont-Ferrand – Créteil – Dijon– Evry – Grenoble – La Rochelle – Le Mans – Lille– Limoges – Lyon – Marseille – Mayotte – Melun– Metz – Montpellier– Mulhouse – Nancy – Nanterre – Nantes – Nice – Orléans – Paris – Poitiers – Reims – Rennes – Rouen – Saint-Denis de la Réunion– Saint-Etienne – Strasbourg – Toulon – Toulouse– Tours – Valenciennes – Versailles
Our HR Experts are also at your disposal abroad at our offices in Bruxelles – Genève – Luxembourg – Monaco – Montréal