According to Japan Phone Number List from the Ministry of Labor, in 2014, the pay gap between men and women was 24%. If the differences in sectors of activity and part-time work, which is more numerous for women, explain part of this gap, 9 points remain unexplained. The principle “for equal work, equal pay” is obviously not yet applied everywhere. This new tool aims to strengthen gender equality by producing a simple index, out of 100, of the level of equal pay. This indicator is intended to be particularly transparent: companies must publish the results on their website. A composite index The index is made up of 5 indicators and scored out

of 100 points. The indicators are as follows: The pay gap at comparable position and age – 40 points To have 40 points, the company must achieve a 0% pay gap between women and men at comparable position and age The probability of getting a raise – 20 points To have 20 points, the company must have increased as many women as men (to 2% or 2 people) The probability of getting a promotion – 15 points To have 15 points, the company must have promoted as many women as men (to within 2% or 2 people) The increase

A Symbolic Sanction

on return from maternity leave, if increases have been granted in the company during maternity leave To have 15 points, the company must have increased all the women who found themselves in this situation (remember that this is a legal obligation) At least 4 women or men in the 10 highest salaries – 10 points To have 10 points, the company must have at least 4 women or men in the 10 highest salaries For companies with less than 250 employees, the increase and promotion indicators are merged for the sake of simplicity.


Photo half man, half woman A progressive obligation To give the smallest structures time to prepare, the obligation to calculate and publish the index is progressive: Since March 2019 for companies with more than 1000 employees From September 2019 for companies between 251 and 1,000 employees From March 2020 for companies between 51 and 250 employees Companies with 50 employees and less are not affected. Concrete application The Ministry of Labor offers an index simulator which performs all the necessary calculations, on the basis of the information communicated. The company then has the obligation to communicate the note to its employees through a publication on its website. What makes this note also

What To Remember From All That

accessible to the general public. The detailed results must be transmitted to the CSE and to the Direccte. If a company obtains a score less than or equal to 75/100, it has 3 years to become compliant, thus obtaining a score of at least 75. In the absence of compliance within 3 years, the companies concerned incur a fine of up to 1% of their payroll, in the event of control of the agents of the Direccte. The underside of the cards and the limits of the index Let us come to the limits of this index. Little known, they are real and result from the

long negotiations which took place with the social partners. The pay gap indicator, the most important with 40 points, has two important limitations: It benefits from a “relevance threshold”, which automatically deducts a few% of the difference between salaries (as the radars deduct 5 km / h / 5% at the speed recorded before generating a fine). For example, in my test, when I reported 20% more pay for men than women, the system showed a gap of 14.7%. Part of the inequalities is therefore “invisible” by the calculation engine. It is based on comparison groups, made up of the age group and a choice of job classification. However, any group

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