Gender Equality for Senior and Executive Management Positions France David Corbé-Chalon 15 May 2017 In-depth presentation

Key Characteristics & Figures: Civil Service in France A career-based system based on competitive recruitment 3 branches: State, Local and Hospital 5.4 million agents, including military, police, teachers, nurses 70 % are established civil servants 62 % are women 62% women in the civil service vs. 44% in the private sector Career system : Nomination into a grade of the civil service is for life – Nomination into a position/job is revocable Confirmation into a grade after nomination into a corps as trainee, following – most of the time – a training period in a public service school Possibility to move to a higher grade or even corps/category by way of examination or of choice of one’s hierarchy 3 hierarchical categories: A, B & C

Senior and Executive Civil Servants Key Figures, Positions and Pool SCSs in all 3 branches of civil service SCSs key figures: Around 121 500 agents i.e. 2.3 % of the civil service 40 % of women Average age : 48.1 y.o. Average remuneration : from 7 700 euros (State) to 6 000 euros (Local) Branch Positions Pool: “Corps” State : Ministries - Positions at Government’s discretion - Superior management and expertise - State territorial administration Councilor, Inspectors, Administrators, Engineers… Local: Territorial authorities Director of Services / Technical Services Administrators, Engineer Hospital: Hospitals & Sanitary / Social Centers Director / Superior management / Medical Care Directors, Engineers

Gender Equality for all SCSs: Context & Background 62% of civil servants are women, but still: gender specialization regarding occupations under-representation of women among superior management positions % Women All categories Pool: SCSs Target: Superior positions State 55 38 31 Local 61 52 28 Hospital 78 46 All 3 branches 62 40 34

Gender Equality for all SCSs: Context & Background Key Figures: Civil Service Feminization Workforce % Women SCSs % Wkforce Superior Positions State 2 400 000 55 103 600 4,3 38 10 500 31 Local 1 900 000 61 12 300 0,6 52 6 500 28 Hospital 1 100 000 78 5 600 0,5 46 TOTAL 5 400 000 62 121 500 2,3 40 22 600 34 Figures as of 31/12/2014

Gender Equality for all SCSs: Context & Background Civil service represents 20 % of labor force in France  Must be exemplary for the society as a whole: Help tightening social cohesion by reducing stereotypes Help improving performance by focusing on skills New policy promoting gender equality in the civil service since 2012 Aiming to break the “glass ceiling” Equal representation target figures: superior management + selection juries + executive boards of public entities Professional agreement of 8 March 2013 Refined statistical studies + Dedicated Annual report Ministerial action plans Focusing on skills: Gender policy parallel to the work conducted on jobs & positions descriptions = Inter-ministerial directory of State jobs (RIME) & Inter-ministerial directory of skills (DICO) New policy: Target figures adopted in 2012 Selection juries: now also alternate presidency Soon: lists for professional elections & representation in social dialogue committees Agreement: Adopted by all public employers and unanimously by trade unions 15 measures structured around 4 axis: Social dialogue Equal compensation for women and men Work-life balance Violence against women Exampl

Gender Equality for all SCSs: Context & Background Examples of equality measures adopted since 2012 Fight against discriminations in recruitment / Label policy Harassment prevention Fight against sexism Dedicated training on professional equality Improved parental leave Telework, Time charts, etc. Focus on Balanced Appointments to Superior positions Training: Training Referentials published, targeting different categories of public agents, from executive managers to HR services and jury members but also trade unions representatives or students in public service schools Specific coaching program from women willing to reach top executive positions (Potenti’elles)

Balanced Appointments for all SCSs: Goals Shifting gender balance in Superior positions January 1st, 2013 = new appointments to the main superior positions of all 3 branches of civil service have to comply with a gender balance requirement 40 % goal 3 Branches 5 000 positions State 3 000 Secretary general Director of central administration Prefect Ambassador Head of department Sub-director Local 1 600 Direction of: - Regions - Départements - Cities > 80 000 Hospital 400 All direction positions New appointments: excluding renewals and appointments to a similar position in the same ministry “Balanced” = because strict gender equality is not the goal yet Main superior management positions: 5 000 positions covered out of 22 500 Superior positions Dark blue: positions at Government’s discretion Difference of scope between new appointments and penalty: Quota applies to new appointments in a given group of positions inside a ministerial department BUT penalty applies only to each ministerial department taken as a whole, regardless of groups of positions

Balanced Appointments for all SCSs: Design Efficiency guaranteed by financial penalties Progressive entry into force Flexible scope Extension of positions covered over time 20 % quota 30 000 € penalty 2013-2014 30 % quota 60 000 € penalty 2015-2016 40 % quota 90 000 € penalty From 2017 Acceleration of the final goal: initially 2018, it became 2017 by law N.2014-873 of 4 August 2014 on actual equality between men and women. Flexible scope: already extended to Health regional agencies directors by the same 2014 law starting January 1st, 2015

Balanced Appointments for all SCSs: Implementation Follow-up & Support Follow-up tools: Annual auto-declaration by each administration Including penalty Annual report on balanced nominations Support tools: Circular of 11 April 2016 Ensuring harmonized understanding Support network for infra-annual follow-up: National: DGAFP + SGG For each branch: State (DGAFP) / Local (DGCL) / Hospital (DGOS + CNG) Locally: Ministries - Prefects Mechanism also supported by all essential background work done on pools: esp. Review of managers

Balanced Appointments for all SCSs: Implementation A dedicated quota computation mechanism Need for that policy to show what progress is made globally and locally Thus, quota applies when: New appointments are decided Renewals to the same position are excluded & appointments are considered new only if: There is a change in the type of position occupied Or There is a change of Ministry or Territorial Authority Specific grid listing types of positions for each branch: State: 10 types by Ministry Local: 1 type by Territorial Authority covered Hospital: 2 types overall Allowing for precise scrutiny & detailed reporting Territorial authorities: only those of sufficient size, counting a sufficient number of superior positions, are covered by the policy (recall: 1 600 overall) E.g. municipalities and groups of municipalities not exceeding 80 000 inhabitants are not covered

Balanced Appointments for all SCSs: Implementation A dedicated penalty computation mechanism Need for that policy to adapt to what progress can actually be made Thus, penalty applies only: To each Ministry or each Territorial Authority taken as a whole regardless of types of positions And to each whole missing unit Specificities for territorial authorities and hospitals considering their size and smaller number of superior positions Territorial authorities: Less positions, less appointments over time than for the State Need to have a view of what has been done after a significant number of appointments Therefore when a territorial authority hasn’t proceeded to 5 appointments in a year, the respect of the quota is scrutinized the year the cycle of 5 nominations is completed Hospitals: Small amount of superior positions covered (recall: 400 overall) So compliance is scrutinized globally Each entire missing unit: meaning each actually missing appointment rounding rule to the nearest inferior whole unit

Gender Equality for all SCSs: First Results Pulling the society up UN Public Service Awards 2015 Winner Global Gender Gap Report 2016 World Economic Forum Ranking from 45th in 2013 to 17th in 2016

Balanced Appointments for all SCSs: First Results 20 % goal way outreached for the 2 first years of implementation in 2013 and 2014 30 % goal globally outreached in 2015 Pending results for 2016 (second year of 30 % goal) 2013 2014 2015 Goal New 20 % 30 % State 213 / 641 33 % 187 / 616 176 / 531 Local 61 / 184 96 / 338 28 % 101 / 311 32,5 % Hosp. 17 / 61 76 / 139 55 % 36 / 90 40 % Total 291 / 886 359 / 1093 313 / 932 2013: among 1801 appointments, 886 were new appointments 2014: among 1928 appointments, 1093 were new appointments 2015: among 1826 appointments, 932 were new appointments 2016: analysis won’t be ready before the end of summer Deadline for ministries to produce their annual declaration was 30/04 Results regarding territorial and hospital sectors will be known by the end of the summer.

Balanced Appointments for all SCSs: First Results Learning from experience General compliance with quota: State: two ministries just under 30% (no penalty) Local: Financial penalty to 5 territorial authorities Some could not complete a cycle of appointments Hospital: not really significant globally: very few positions covered by the policy General compliance with declaration duty: State & Hospital: full compliance Territorial authorities: 98,3 % compliance Goal raising from 30 % to 40 % in 2017 State: two ministerial departments did not reach the 30% goal, but were not missing one whole unit = no financial penalty applied 0,7 unit for the services of the Prime minister 0,6 unit for the department of culture Local: Disparities between territorial authorities: Départements, Conurbations & Regions : 34%, 33% and 31% BUT Municipalities > 80 000 : only 28% However, wait for a complete cycle of 5 appointments to appreciate whether a financial penalty is due Penalties applied: 5 territorial authorities : 1 Region, 1 Département, 3 groups of municipalities Represent 18 % of the appointments in the Local CS because only 28 territorial authorities are bound by the policy 60 000 € for each missing unit Hospital: Only 9,6% of positions covered by the balanced appointments policy Tendency to appoint women more to medical care management positions than to executive management positions Declaration duty: 356 out of 362 territorial authorities declared Missing: 2 regions, 2 départements, 2 groups of municipalities

Balanced Appointments for all SCSs: What’s next ? Improving the policy Positive results, but disparities and gaps between the 3 branches of civil service As a general point of view: For State & Local civil service, need to: Homogenize good practices between employers Consolidate existing efforts For Hospital civil service, need to: Ensure harmonized representation between different types of positions

Balanced Appointments for all SCSs: What’s next ? Improving the policy From a technical point of view, attention is needed on: Pool management: Better anticipate appointments Make full use of open professional paths Improve the use of the dedicated training offer Turn penalty mechanism into positive effects Closer scrutiny of non-declaring territorial authorities Use budgetary rules as incentives: Budget item charged for penalty not counterefficient Budget allocation of penalty should favor policy goals Anticipation of nominations: Limited human resource need to be preserve for future appointments Appointments should not be made in urgency and should make good use of the pool  Fully deploy managerial plans in ministries and make use of review of managers (which include « A category » young managers who have not reached SCS status yet) Diversity of professional paths: Tendancy to appoint women in gender-characterized positions In Local civil service, movement between territorial authorities had to be more encouraged Penalty: Scrutiny of non-declaring authorities: role of prefect

Balanced Appointments for all SCSs: What’s next ? Extending the policy March 2017 Report to PM “The force of equality”, proposals for a greater impact of the balanced appointments Extend the perimeter of positions covered To the most prestigious State “corps” To State public entities Reach more territorial authorities Generally: Prevent “bias” like gender-characterized appointments Organize collection of penalties into a fund dedicated to gender equality Implementation of these proposals into the policy is under study Report subtitled « Compensation and professional paths inequalities between women and men in the civil service » State: Prestigious « corps » like Conseil d’Etat, Cour des Comptes, Inspections générales (but corps, not positions) Public entities: more than 800 in the sole State sphere Local: Reach municialities > 20 000 and not only those > 80 000 Because specific ethics duties (prevention of conflicts of interests) apply to executive managers of municipalities > 20 000

Questions ?

Thank You David Corbé-Chalon david.corbe-chalon@finances.gouv.fr