1. Gender Equality for Senior and Executive Management Positions
France
David Corbé-Chalon
15 May 2017
Introductory presentation

2. 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
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

3. Key Figures: Senior and Executive Civil Servants
Around agents i.e. 2.3 % of the civil service
State % of the branch
Local %
Hospital %
40 % of women : State 38 % Local 52 % Hosp 46 %
Average age : 48.1 y.o. : State Local 52 Hosp 48.8
Average remuneration :
State euros including 45 % bonuses & allowances
Local euros %
Hospital euros
Age: both women & men

4. Senior and Executive Civil Servants: Positions and Pool
Branch
Position
Pool: “Corps”
State :
ministerial departments
- Positions at Government’s discretion: e.g. Ambassador, Prefect, Secretary General, Central Administration Director - Superior management and expertise, e.g. Head of Department, Sub-Director
- State territorial administration management
- State / Audit Court / Foreign Affairs Councilor
- General Inspectors
- Civil / Finances / Statistics Administrators
- Environment / Economics Engineers
- Architects and Urbanists, Curators of Heritage
Local:
regions, départements, municipalities > 80000
- Director-General / Dpty-Director-General of Services
- Director-General of Technical Services
- Territorial Administrator
- Territorial Engineer
Hospital:
University / Regional Hospitals, Sanitary / Social Centers
- Director
- Superior management
- Superior Medical Care management
- Hospital Director
- Sanitary / Social Center Director
- Hospital Engineer
Pool:
Displayed list of corps shows only « A+ »
But positions are also open to agents from « A corps » who have occupied some « fonctional positions » for 8 to 10 years

5. 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
Need for the civil service to be exemplary for the society as a whole:
Tighten social cohesion: reduction of stereotypes
Improve performance: focus on skills
Since 2012, a dedicated policy aims to break the “glass ceiling”:
Target figures for a balanced representation among: superior management, executive boards of public entities and selection juries
Signature of an agreement on professional equality on 8 March 2013
Ministerial action plans on professional equality
Refined statistical studies
 A key mechanism: Balanced appointments among senior and executive positions (UNPSA 2015 winner)

6. Balanced Appointments for all SCSs: Goals & Design
Requirement of 40% of each gender:
among the new nominees
to the main positions of superior management
in the 3 branches of civil service
5 000 positions are covered:
3 000 in the State civil service
positions at Government’s discretion : secretary general of ministry, director of central administration, prefect, ambassador
other State positions : head of department, sub-director
1 600 in the Local civil service
direction of regions, départements, cities >
400 in the Hospital civil service
all direction positions
Efficiency guaranteed by financial penalties
5 000 positions covered out of Superior positions
Difference of scope between new nominations and penalty:
Quota applies to new nominations 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

7. Balanced Appointments for all SCSs: Implementation Policy
Policy applies only to new nominations, excluding renewals or appointments to a similar position in the same ministry
A progressive entry into force:
Follow-up mechanism:
Annual auto-declaration by each administration, incl. penalty
Annual report on balanced nomination s
20 % quota
€ penalty
30 % quota
€ penalty
40 % quota
€ penalty
From 2017
Flexible scope: extended to Health regional agencies directors
Acceleration of the final goal: initially 2018, it became 2017 by law N of 4 August 2014 on actual equality between men and women.
Computation rules :
For the State, proportion calculated for each ministry
For the Local civil service:
proportion calculated for each territorial authority
when a territorial authority hasn’t proceeded to 5 nominations in the course of a year, the respect of the requirement is scrutinized the year the cycle of 5 nominations is reached
For the Hospital civil service, proportion calculated globally
Penalty applies for each missing unit, i.e. each actually missing nomination (rounding rule to the nearest inferior whole unit)

8. Balanced Appointments for all SCSs: First Results
20 % goal outreached for the 2 first years of implementation
2013: almost 33 % of women in new appointments
2014: 33% overall despite sectorial differences
30 % goal globally outreached in 2015 with 33.6 % women:
State: 33 % = out of 531 new nominations
Local: 32,5 % =
Hospital: 40 % =
Financial penalties applied, for the first time, to 5 territorial authorities
Where do we stand ?
Results are still pending regarding 2016 (second year of 30 % goal)
From now, efforts have to be conducted to reach the 40 % goal in 2017 onwards
2013: among 1801 nominations, 886 were new nominations, out of which 33% were women
2014: among 1928 nominations, 1093 were new nominations, out of which 33% were women
BUT sectorial differences :
State: 30%
Local: 28,5%
Hospital: 55%
2015: among 932 new nominations, 313 were women.
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 > : only 28%
However, wait for a complete cycle of 5 nominations to appreciate whether a financial penalty is due
Hospital:
Only 9,6% of positions covered by the balanced nominations policy
Tendency to appoint women more to medical care management positions than to executive management positions
Penalties applied in 2015:
5 territorial authorities : 1 Region, 1 Département, 3 groups of municipalities
Represent 18 % of the nominations in the Local CS because only 28 territorial authorities are bound by the policy
€ for each missing unit
Follow-up on 2016: Deadline for ministries to produce their annual declaration was 30/04, and results regarding territorial and hospital sectors will be known by the end of the summer.

9. Questions ?

10. Thank You
David Corbé-Chalon