Gender Pay Inequalities between Men and Women: Understanding the Issues and Driving Professional Equality

Structural Factors and Their Interaction

The pay gap results from multiple structural factors that accumulate and reinforce each other:

• Sectoral segregation: concentration of women in lower-paying sectors, with 60% of women working in only 20% of occupations
• Hierarchical segregation: underrepresentation in leadership roles, with only 17% of women serving as general managers
• Work volume: higher use of part-time work, accounting for 80% of reduced-hour contracts
• Career interruptions: the impact of parental leave on career progression

These mechanisms create a system in which inequalities reproduce and amplify over time. Women who begin their careers at a slight disadvantage see that gap widen progressively, leading to significant disparities by the end of their professional lives.

Mechanisms Reproducing Inequalities

These inequalities perpetuate through several interdependent channels:

• Educational choices: the influence of stereotypes from adolescence
• Social perceptions: persistence of traditional gender roles
• Corporate practices: biases in HR and managerial processes
• Public policies: insufficient work–family reconciliation measures

The reproduction of these inequalities begins early in the educational pathway. Although girls often achieve better academic results, they choose scientific and technical tracks less frequently, limiting their career prospects in higher‑paying sectors. This differentiated orientation partly explains why pay gaps persist despite rising female qualification levels.

The Cumulative and Progressive Effect

The various inequality factors add up over the course of a career, creating a widening gap with age. This cumulative process explains why the pay gap rises from 8% among 25–34‑year‑olds to 22% among 55–64‑year‑olds. Each stage of the career amplifies preceding inequalities.

Longitudinal career analyses reveal that women often start with an educational advantage but lose it over time. Data show that 54% of higher‑education graduates are women, yet only 35% of executive managers are women. This loss of advantage is explained by the accumulation of small disadvantages throughout their careers.

The Hidden Costs of Motherhood

Motherhood brings hidden costs that weigh on women’s earnings long after maternity leave. Mothers face a wage penalty that persists even after returning to work. Statistics show that a woman who has a child experiences a 3% salary drop in the first year, then stagnates for several years. This maternal penalty explains why the pay gap intensifies after age 35, the average age of first motherhood.

Employers often anticipate maternity‑related constraints and unconsciously alter assignment and promotion decisions. This indirect discrimination affects all women of childbearing age, whether or not they plan to have children. Data show that the pay gap begins widening as early as age 30, even before the first child is born.

Differences in Skill Valuation

Women’s skills are often undervalued compared to equivalent male skills. Caring, educational, and customer‑relation professions—traditionally female‑dominated—are less rewarded than technical or commercial roles. This skill hierarchy reflects deep societal biases that devalue activities associated with femininity.

A typical example is comparing a medical secretary and an IT technician with comparable qualifications. Despite similar training and responsibilities, the technician earns on average 20% more. This difference illustrates how social valuation of professions directly influences pay levels.

Introduction: A Major Challenge in the French Labor Market

Gender pay inequalities persist in France despite legislative advances. According to INSEE, the average wage gap still stands at 16.5% in full‑time equivalent in the private sector. This issue affects all industries and is a major challenge for companies committed to professional equality.

Data from the National Institute of Statistics and Economic Studies show that women earn on average €445 less per month than men. This gender pay gap remains despite efforts to reduce inequalities over the past decade. Published data reveal that this wage discrimination affects a significant share of the workforce, particularly young graduates entering the job market.

At Hiring Notes, we help companies find qualified talent through an equitable recruitment approach. Our platform connects recruitment agencies and employers to identify the best candidates, regardless of gender, contributing to the promotion of gender equality in the workplace.

Why Is Combating Gender Pay Inequalities Essential?

An Economic and Social Imperative

Reducing wage gaps is a significant economic issue. The Observatory of Inequalities estimates that France could gain several percentage points of GDP by achieving wage equality. This measure would boost consumption and foster economic growth. The International Labour Organization confirms that countries reducing the gender wage gap experience significant productivity gains.

The scale of this problem explains why public authorities are multiplying initiatives. The High Council for Equality between Women and Men regularly publishes statistical reports showing the evolution of pay gaps. These data reveal that much inequality stems from discriminatory biases in hiring and promotion practices.

Root Causes of the Gender Pay Gap

INSEE statistics show that women with qualifications equivalent to men still earn less. This wage discrimination often begins at job entry. Young women, even with higher‑education diplomas, earn 8% less than their male counterparts in their first year of employment.

Annual work volume is a determining factor. Women in part-time roles make up the majority of reduced‑hour employees. This situation, often related to childcare responsibilities, directly impacts their average salary and career progression.

Impact on Social Cohesion

Pay inequalities harm social cohesion and create tensions within teams. They also deter women from entering certain professions or taking on responsibilities, limiting companies’ development potential. Women’s position at work improves slowly, but progress remains insufficient to achieve genuine gender equality.

The Equal Pay Day—the symbolic day when women start working “for free” compared to men—concretely illustrates this reality. In France, it usually falls in November, meaning women work an extra two months to earn the same annual salary as men.

Benefits for Employers

Companies that champion pay equality attract more female talent and enjoy a better brand image. This approach fosters innovation and performance, as demonstrated by numerous international studies.

What Does French Law Say about Equal Work for Equal Pay?

The Legal Framework

The French Labor Code enshrines the principle of equal remuneration between men and women for the same work or work of equal value. Article L3221‑2 states that “any employer shall ensure, for equal work or work of equal value, equality of remuneration between women and men.”

Employers’ Legal Obligations

Since 2019, companies with more than 50 employees must publish their professional equality index. This tool measures wage gaps and requires corrective actions if the score is insufficient.

Sanctions

Non‑compliance can result in financial penalties up to 1% of the payroll. Companies may also face restrictions on accessing public procurement contracts.

How Can an Employer Justify a Pay Difference?

Accepted Objective Criteria

The law allows remuneration differences based on objective criteria. An employer may justify a pay gap with measurable, verifiable factors:

• Professional experience: seniority in the role or sector
• Specific skills: training, certifications, validated technical expertise
• Individual performance: measurable results over a given period
• Responsibilities: team management, budget overseen, defined scope

Qualification and Experience Differences

Statistics show that women executives often perform functions comparable to those of men. However, pay gaps persist even with equivalent qualifications. A recent study reveals that mid‑level female managers earn on average 15% less than men, despite similar qualifications.

INSEE data confirm this trend annually. Women with higher‑education diplomas earn a net salary in FTE 12% lower than men with comparable backgrounds. This disparity partly arises from differences in job entry conditions and chosen sectors.

Need for Tangible Evidence

Employers must objectively demonstrate these differences. Subjective or discriminatory criteria cannot justify a pay gap. Performance evaluations should rely on measurable indicators, not on subjective appraisals that may mask unconscious biases.

Employment contracts must specify remuneration criteria. A transparent salary grid helps prevent discrimination and ensures equal treatment. Companies adopting such transparency generally observe narrowing pay gaps.

Importance of Transparency

A clear salary grid and transparent evaluation criteria help avoid disputes and ensure fairness. Employers who adopt this approach see their wage gaps reduce progressively. Transparency is an effective lever to combat both conscious and unconscious discrimination.

Which Professions Are Most Affected by Pay Inequality?

Most Inequitable Sectors

INSEE data reveal significant disparities by sector. Women workers in industry earn notably less than their male counterparts. This situation stems from gender stereotypes and professional segregation.

Administrative and Service Roles

Women predominantly work in administrative and service roles, traditionally lower‑paid sectors. An administrative secretary earns on average €1,800 net per month, while a male employee in an equivalent private‑sector role earns about €2,100. This €300 difference represents a 17% gap against women.

Statistics show that women in the public sector experience smaller pay gaps than in the private sector. Yet inequalities persist, especially regarding leadership roles and bonuses.

Leadership Positions and the Glass Ceiling

The pay gap widens with seniority. Senior female executives earn on average 19% less than their male counterparts—a phenomenon known as the “glass ceiling.” Early in their careers, women executives have relatively similar salaries, but the gap grows over time.

Data from the Observatory of Inequalities show that only one in four female executives reaches a general management position. This underrepresentation partly explains observed wage gaps in the highest salary brackets.

Technical and Engineering Professions

Certain technical professions exhibit large gaps, notably in IT, engineering, and finance, where women are underrepresented. Female engineers earn on average €4,500 less per year than male colleagues, according to a recent study. This disparity stems from differences in project assignments and access to specialized training.

How Is Pay Equity Measured?

Key Indicators

Measuring pay equity relies on several indicators:

• The wage gap in full‑time equivalent (FTE)
• The average annual net pay gap
• Distribution of bonuses and benefits
• Access to positions of responsibility

Measurement Tools

The professional equality index comprises five indicators scored out of 100 points. It evaluates wage gaps, salary increases, promotions, maternity leave, and representation in top‑earner brackets.

Importance of Data

Detailed HR data analysis helps identify sources of inequality and implement targeted corrective actions.

What Impact Does Part‑Time Work Have on Salaries?

A Persistent Female Reality

Women account for 80% of part‑time employees in France, according to the latest INSEE statistics. This situation directly affects annual earnings and career progression. Data show that women working part‑time earn an average monthly salary of €1,200, compared to €1,600 for men in the same situation.

The annual work volume of women is 15% lower than men’s. This difference is mainly due to the higher incidence of part‑time work, often chosen out of necessity. Mothers of young children represent a significant portion of this population, with 40% of women with at least one child under three working reduced hours.

Consequences for Income and Careers

Part‑time work mechanically reduces income and limits access to responsibilities. It also affects retirement rights and unemployment benefits. A woman working 80% time for ten years will see her pension reduced by 25% on average, according to pension authorities.

The cumulative effect of part‑time work on careers is substantial. Women reducing their hours find it harder to access professional training and promotions. This creates a vicious cycle where reduced hours limit advancement, keeping women in lower‑paid, lower‑skilled roles.

Impact of Parental Leave

Parental leave is another inequality factor. Women predominantly take these leaves, interrupting their career progression. Statistics show that 97% of parental leave is taken by women, creating a break that has lasting impacts on earnings and advancement prospects.

Companies acknowledging this reality develop return‑to‑work policies after parental leave. These measures include refresher training, flexible hours, and personalized support to facilitate professional reintegration.

Adaptation Strategies and Solutions

Companies can propose innovative solutions to mitigate the impact of part‑time work on women’s careers:

• Flexible schedules: balancing professional and personal life
• Telework: reducing commuting and time constraints
• Job redesign: adapting tasks to time constraints
• Continuous training: maintaining skills despite reduced hours
• On‑site childcare: easing childcare responsibilities

These measures help maintain employability for women working part‑time and reduce wage gaps related to work volume.

Are Pay Inequalities Decreasing?

A Downward Trend

The pay gap has gradually decreased over the past decade, from 19% in 2010 to 16.5% in 2023 in the private sector.

Factors of Improvement

Several elements contribute to this evolution:

• Higher levels of female education
• Professional equality policies
• Employer awareness
• Changing mindsets

Persistent Challenges

Despite progress, certain gaps remain, notably:

• In leadership positions
• For variable bonuses
• In certain sectors

What Is the Average Salary for Women in France?

INSEE Detailed Figures

In 2023, the average net salary for women in full‑time equivalent in the private sector was €2,250 per month, compared to €2,695 for men. This €445 difference represents a 16.5% gap against women. These figures vary significantly by sector and professional category.

Female employees earn an average net salary of €1,850, while men in equivalent roles earn €2,100—a €250 monthly disparity illustrating persistent inequalities even in intermediate jobs. Female workers earn €1,650 net compared to €1,950 for male workers.

Disparities by Age and Experience

Gaps vary by age group, reflecting the evolution of inequalities over the course of careers:

• 25–34 years: 8% gap (€2,200 vs. €2,400)
• 35–44 years: 12% gap (€2,350 vs. €2,670)
• 45–54 years: 18% gap (€2,400 vs. €2,930)
• 55–64 years: 22% gap (€2,300 vs. €2,950)

This progression shows the pay gap widening with age. Young women start their careers with salaries relatively close to men’s, but the gap grows over time. This trend is explained by career interruptions due to motherhood and differences in career advancement.

Motherhood’s Impact on Earnings

Childcare responsibilities significantly affect women’s earnings. Mothers of one child earn on average 9% less than childless women, according to INSEE. The maternal penalty increases with the number of children: mothers of three or more earn 20% less than childless women.

The impact of motherhood on careers partly explains why the pay gap widens with age. Women who have children experience slower career progression, resulting in persistently lower salaries. This penalty endures even as children grow up, creating a lasting career handicap.

Sectoral Differences

Average female salaries vary significantly by sector. In finance, female executives earn on average €4,200 net per month, compared to €5,600 for men—a €1,400 monthly gap (25%) especially pronounced in this sector.

In education—a predominantly female sector—the pay gap is smaller. Female teachers earn an average €2,800 net, compared to €3,100 for male colleagues. This €300 difference, though lower, remains significant and shows persistent inequalities even in female‑dominated fields.

How Does France Compare in Europe?

France’s Position

France sits at the European average with a 16.5% gap, below countries like Iceland (3%) and Belgium (6%).

Top European Performers

Several countries report low gaps:

• Luxembourg: 1.3%
• Romania: 2.4%
• Slovenia: 3.2%
• Poland: 4.5%

European Challenges

The European Union has set a target to reduce the wage gap to under 5% by 2030 through binding directives.

What Causes Gender Pay Inequalities?

Professional Segregation and Its Effects

Women and men do not occupy the same jobs, creating professional segregation that explains a large part of the pay gap. This horizontal segregation persists despite rising female diploma levels. Traditionally female sectors—education, healthcare, administrative services—offer structurally lower pay than male sectors.

INSEE data show that 47% of women work in only 12 of the 87 professional families catalogued. This concentration in a few occupations limits advancement opportunities and maintains pay gaps. Women predominantly hold care, education, and service roles, where wages are inherently lower.

Career Interruptions and Their Consequences

Maternity and parental leaves have lasting impacts on women’s career progression. These interruptions limit access to training and responsibilities, creating delays that are hard to recover. Statistics reveal that women who take parental leave see their salaries stagnate for an average of five years after returning.

The cumulative effect of these interruptions explains why the pay gap widens with age. Even short career breaks slow professional advancement and reduce growth opportunities. This maternal penalty is a major barrier to pay equality and accounts for a significant portion of observed gaps.

Unconscious Biases in Evaluation

Gender stereotypes influence recruitment and promotion decisions in ways often unconscious. These biases persist despite awareness efforts and affect evaluations of women’s performance. Studies show that identical competencies are assessed differently depending on the candidate’s gender.

These biases begin in educational choices and continue throughout careers. Women are often steered toward lower‑paying fields and penalized in promotions by stereotypes about priorities and capacities. This systemic discrimination explains persistent gaps despite educational progress.

Differences in Salary Negotiation

Differences in negotiation behavior contribute to wage gaps. Women negotiate salaries less frequently and less aggressively than men, impacting career progression. Social norms discouraging female assertiveness partly explain this behavior gap.

Data show that only 30% of women negotiate their salary at hiring, compared to 52% of men. This 22‑point difference partly explains why pay gaps emerge at career entry. Women who do negotiate secure raises comparable to men’s, but are fewer in number.

Family Responsibility Impacts

The mental load and family responsibilities affect men’s and women’s careers differently. Women spend on average 3h30 per day on domestic and family tasks, compared to 2h for men. This 1h30 difference limits women’s professional availability and advancement.

This unequal division of domestic work explains why women access fewer high‑responsibility roles requiring significant availability. Companies that address this reality develop work–life balance policies beneficial for all employees.

Where Does the Pay Gap Originate?

Structural Factors

The pay gap results from several factors:

• Sectoral segregation: concentration of women in lower‑paying sectors
• Hierarchical segregation: underrepresentation in leadership
• Work hours: more frequent use of part‑time work
• Career interruptions: impact of parental leaves

Reproduction Mechanisms

These inequalities perpetuate through:

• Educational choices
• Social perceptions
• Corporate practices
• Public policies

Cumulative Effect

The different inequality factors accumulate over the career, creating an ever‑widening gap with age.

Solutions and Future Perspectives

Action Levers for Companies

Employers can act on several levers to reduce pay inequalities and foster gender equality:

• Salary transparency: publishing grids and remuneration criteria
• Manager training: raising awareness of unconscious biases and gender equality
• Promotion policies: quotas and targets for leadership roles
• Work-time arrangements: flexibility and telework for all employees
• Parental support: on‑site childcare, extended paternity leave

Companies implementing these measures report significant pay gap reductions. Data show that proactive policies can reduce gaps by 3–5 percentage points within three years, benefiting overall performance and attractiveness in the job market.

The Importance of Cultural Change

Beyond technical measures, reducing inequalities requires deep cultural change. Companies that succeed involve all employees in the initiative. Manager training is essential to transform evaluation and promotion practices.

Mentoring and sponsorship programs help women more easily reach leadership positions. These initiatives partly offset the professional network deficit women often face. Statistics show that mentored women progress 30% faster in their careers.

Recruitment Firms’ Role in Transformation

Hiring Notes’ partner firms play a crucial role in promoting professional equality. They are key actors in transforming the job market:

• Diversifying candidates: actively sourcing female profiles across sectors
• Eliminating recruitment biases: objective, standardized evaluation processes
• Advising on best practices for professional equality
• Raising awareness about the benefits of diversity and performance
• Supporting necessary organizational changes

Our Hiring Notes platform facilitates connections with agencies specializing in inclusive recruitment, ensuring better female representation across all sectors.

Public Policies and Their Impact

Public authorities are rolling out numerous initiatives to reduce the gender wage gap. The professional equality index, mandatory since 2019, has driven widespread awareness. Companies scoring below the threshold must implement corrective action plans or face penalties.

Extending paternity leave to 28 days in 2021 promotes more equitable sharing of parental responsibilities. Early returns indicate a positive impact on women’s career progression.

Continuous Monitoring and Improvement

Regular monitoring of key indicators enables policy adjustments and progress measurement. This continuous improvement approach is essential to achieving pay equality. Leading companies analyze HR data quarterly and adapt their actions accordingly.

Voluntary publication of detailed indicators strengthens credibility. Transparent companies attract more female talent and enjoy a stronger employer brand—a growing competitive advantage in the job market.

Economic Benefits of Equality

Reducing pay inequalities generates measurable economic benefits. Companies achieving pay parity see productivity increase by an average of 12%, thanks to higher team motivation and optimal talent utilization.

Professional equality also fosters innovation and creativity. Diverse teams make better decisions and develop solutions more attuned to market needs. This diversity is a key factor of competitiveness in the modern economy.

Conclusion: Toward Effective Professional Equality

Combating gender pay inequalities requires collective mobilization by all job market stakeholders. Companies, recruitment firms, and public authorities must collaborate to build a fairer professional environment—benefiting all of French society.

Data show that progress is possible but demands strong political and economic commitment. Companies invested in professional equality quickly reap the benefits. This approach is a profitable medium‑term investment.

Hiring Notes is committed to supporting companies in promoting gender equality at work. Our platform streamlines connections with agencies specializing in inclusive, diversified recruitment. We guide employers in finding talent through fair, non‑discriminatory processes.

Pay equality is not just a legal requirement, but also a driver of performance and attractiveness for modern employers. By investing in this approach, companies help build a more just and efficient labor market. Reducing the gender pay gap is a critical challenge for France’s economic future.

Recent statistics indicate accelerating awareness: one in four French companies has already implemented concrete measures to reduce pay gaps. This positive trend must become universal to achieve effective pay equality by 2030.