Gender equality in the workplace La Rochelle Université > University > Our social commitments > Equality and fighting violence > Gender equality in the workplace Published on 15 July 2025 Putting people at the heart of its institutional policy, La Rochelle Université is committed to professional equality between men and women. A gender equality action plan With the introduction of its multi-year gender equality action plan, La Rochelle Université is reaffirming its vision of a responsible university committed to combating all forms of discrimination. The main aims of this action plan are to: Promote a culture of equality Improve training for staff and supervisors Work towards a more balanced representation of women and men in the composition of juries and recruitment Encourage gender diversity in training courses Index of professional equality between men and women Law no. 2023-623 of July 19, 2023, aimed at reinforcing women’s access to responsibilities in the civil service, introduces new provisions and obligations for public-sector employers. In particular, it introduces a professional equality index for the civil service. This involves measuring pay gaps between men and women, based on a professional equality index calculated on a 100-point basis. The result obtained is calculated, published and compared each year with the target set at 75 points. Three indicators are included in the professional equality index: the overall pay gap between men and women, for civil servants, for equivalent corps-grade-step the overall pay gap between men and women, for contract employees, for equivalent hierarchical categories the number of civil servants of the under-represented sex among the ten highest-paid civil servants. Reference texts Decree no. 2023-1136 of December 5, 2023 Decree no. 2023-1137 of December 5, 2023 Our 2024 figures for 2023Indicator no. 1 – Salary gap for civil servants in the same grade: -1.2% Indicator no. 2 – Salary gap for contract employees: -6.2% Indicator no. 3 – Ten highest salaries in the company: Number of female beneficiaries: 2 Number of male beneficiaries: 8 Final calculation of the equality index The 3 indicators are calculated and evaluated according to a scale ranging from 0 to 100 points For each indicator, the company’s result enables it to be positioned in a pre-established grid, with an allocated number of points. Equal pay for civil servants: 49 Equal pay for contract workers: 23 Ten highest earners: 8 Weighted score: 81 Our 2034 figures for 2022Indicator no. 1 – Salary gap for civil servants in the same grade: -1.6% Indicator no. 2 – Salary gap for contract employees: -8.3% Indicator no. 3 – Ten highest salaries in the company: Number of female beneficiaries: 0 Number of male beneficiaries: 10 Final calculation of the equality index The 3 indicators are calculated and evaluated according to a scale ranging from 0 to 100 points For each indicator, the company’s result enables it to be positioned in a pre-established grid, with an allocated number of points. Equal pay for civil servants: 48 Equal pay for contract workers: 21 Ten highest earners: 0 Weighted score: 69 Documents to download Workplace equality plan 2024-2027
