Gender equality index

Genesis of the index

The obligation to publish a professional equality index stems from the November 30, 2018 agreement on professional equality between women and men in the civil service. This mechanism was reinforced by decrees n°2023-1136 and n°2023-1137 of December 5, 2023, which specify the calculation methods and indicators to be taken into account.

The index is part of a logic of transparency, evaluation and progress, with a clear objective: to sustainably reduce unjustified pay gaps.

What the index measures

Three indicators are used to calculate an overall score out of 100 points:

• Gap in pay between women and men civil servants with equivalent corps, grade and step (out of 40 points)
• Gap in remuneration between women and men contractual employees in equivalent categories (out of 40 points)
• Share of women or men in the 10 highest-paid positions. (out of 20 points)

Inalco results

• 98/100 for the year 2022

✅ These results illustrate the consistency of our commitment to an equitable salary policy :

• In 2022, the average pay gap in FTE was -5.9% to the disadvantage of women.
• In 2023, this gap remained stable, at -5.6%, confirming the control of gaps.
• The highest-paid positions are equally distributed between the sexes (20/20 in 2022 and 2023).

Regulatory references

• Decree no. 2023-1136 of December 5, 2023 on the measurement and reduction of pay gaps
• Decree no. 2023-1137 of December 5, 2023 on indicator calculation methods
• Methodology and tool provided by DGAFP