Let’s start with the good news: women are taking general management positions in large groups (Orange, Veolia, Suez, Engie). They now form 45% of the members of the boards of directors of companies with more than 500 employees, whereas they were only 10% to hold such mandates in 2009. A result produced without any doubt by the Copé-Zimmermann law , which obliges listed companies, companies with more than 250 employees and/or with a turnover of more than 50 million euros, to have at least 40% women on their board of directors.
Another progress: “Companies are taking more into account the issue of the couple and children in career management,” says Muriel Bolteau, founder of Network 137, a transition management firm. Finally, the latest findings of the index of professional equality between women and men show an honorable average of 85/100 for companies.
Undeniable progress… but the road is still long. “It’s very easy to get a good score on this index, without correcting the deep inequalities between men and women”, denounces Isabelle Germain, creator of the site. LesNouvellesNews.fr and author of “Combat Journalism for Gender Equality. The feather in the wound of sexism” (LNN Edition). Wage inequalities remain “glaring”, according to Audrey Ellouk, general delegate of the High Council for Equality: a gap of 16.5% at full-time equivalent, knowing that women are also in a part-time configuration suffered more often only men. They are also over-represented among the working poor: “They more often occupy precarious jobs, variables of adjustment in the event of a crisis, or care professions (care), undervalued”, continues Audrey Ellouk. Of course, the pandemic hasn’t helped matters.
“Special Women’s Rights Day”
Quotas for female executives
Women entrepreneurs have more difficulty obtaining financing and the amounts are lower than for men. Finally, according to the brokerage firm WTW, over the past three years, the share of women on the executive committees of SBF120 companies has only increased by 1.5% per year.
Hence the vote last December of the Rixain law, which imposes quotas for female executives and members of governing bodies from 2027 for companies with more than 1,000 employees. “But where are we going to find these candidates? “, we hear here or there. Certainly this means changing recruitment processes, expanding them and helping women apply internally.
“An English study has shown that men, when they have 50% of the skills required for a position, apply, while women with 80% of the skills do not…”, explains Isabelle Germain. To help them, there are training courses. Public speaking, management, leadership, self-confidence… Some programs are specifically dedicated to women wishing to hold directorships. EM Lyon Business School thus offers, in partnership with the firm HeR Value, a certificate: “Objective Board of Directors”, some sessions of which are 100% female. Objective, in nine days: “Develop confidence, self-assurance and assertiveness to approach the role of administrator. »