Gender Equality for Senior and Executive Management Positions

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

Key Figures: Senior and Executive Civil Servants • Around – – – State Local Hospital 121 500 agents i. e. 103 600 12 300 5 600 4. 3 % of the branch 0. 6 % 0. 5 % • 40 % of women : • Average : 48. 1 y. o. : State 47. 6 • Average remuneration : – – – State Local Hospital 7 700 euros 5 898 euros 6 603 euros 2. 3 % of the civil service State 38 % including Local 52 % Hosp 46 % Local 52 Hosp 48. 8 45 % bonuses & allowances 40 %

Senior and Executive Civil Servants: Positions and Pool Branch State : ministerial departments Position - 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 Pool: “Corps” - 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 Hospital: University / Regional Hospitals, Sanitary / Social Centers - Director-General / Dpty-Director-General of Services - Director-General of Technical Services - Director - Superior management - Superior Medical Care management - Territorial Administrator - Territorial Engineer - Hospital Director - Sanitary / Social Center Director - Hospital Engineer

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)

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 > 80 000 – 400 in the Hospital civil service • all direction positions • Efficiency guaranteed by financial penalties

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: 20132014 • • 20 % quota • 30 000 € penalty 20152016 • 30 % quota • 60 000 € penalty From 2017 • 40 % quota • 90 000 € penalty Follow-up mechanism: – Annual auto-declaration by each administration, incl. penalty – Annual report on balanced nomination s

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 % = 176 out of 531 new nominations – Local: 32, 5 % = 101 311 – Hospital: 40 % = 36 90 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

Questions ?

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