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

3. Senior and Executive Civil Servants Key Figures, Positions and Pool
SCSs
in all 3 branches
of civil service
SCSs key figures:
Around agents i.e. 2.3 % of the civil service
40 % of women Average age : 48.1 y.o.
Average remuneration : from euros (State) to 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

4. 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

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

6. 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

7. 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)

8. 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 >
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 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

9. 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
€ penalty
30 % quota
€ penalty
40 % quota
€ penalty
From 2017
Acceleration of the final goal: initially 2018, it became 2017 by law N 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

10. 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

11. 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: overall)
E.g. municipalities and groups of municipalities not exceeding inhabitants are not covered

12. 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

13. 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

14. 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.

15. 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 > : 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
€ 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

16. 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

17. 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

18. 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 > and not only those >
Because specific ethics duties (prevention of conflicts of interests) apply to executive managers of municipalities >

19. Questions ?

20. Thank You
David Corbé-Chalon