A long road to legislation
Elle a parfois reculé pour mieux avancer, mais depuis plus de 50 ans la loi française donne le « la » en matière de féminisation des entreprises.
2021
The Rixain Act “made it mandatory to have a balanced representation of men and women among senior executives and members of management bodies” in companies with at least 1,000 employees, “and to be transparent in this respect” (Ministry of Labour, Health and Solidarity). The goal imposed: 30% of women on executive committees by 2026 and 40% by 2029.
2011
The Copé-Zimmermann Act sets quotas for big companies. Six years after its implementation, the proportion of women on these companies’ boards of directors and supervisory boards must reach 40%.
2006
Companies have until 31 December 2010 to take measures to eliminate the pay gap between men and women.
1983
The Roudy Act requires companies to produce an annual report – the “comparative status report” (CSR) – on men and women in the firm, in order to provide figures on inequalities at work. While present in the bill, the ban on sexist insults is not retained in the final text.
1975
Prohibition on making a genderspecific job offer, refusing to hire or dismissing an employee on the basis of gender or family situation “unless there is a legitimate reason”.
1972
The law lays down the principle of equal pay “for equal work or work of equal value”.