Rebecca Amsellem’s report on wage equality in France reveals that women earned 23.5% less than men in 2022, a slight increase from the previous year. Factors contributing to this gap include a higher likelihood of women working part-time and the detrimental impact of motherhood on wages. Despite challenges, there is hope as wage disparities for full-time roles have decreased by 32% over the last thirty years, aided by more women in leadership and upcoming salary transparency regulations.
The state of equal pay in France? “Room for improvement”. This statement comes from Rebecca Amsellem, the founder of the feminist newsletter Les Glorieuses, following her report on wage equality released on Thursday, November 7. Backed by data from the National Institute of Statistics and Economic Studies (Insee), the report reveals that in 2022, women earned, on average, 23.5% less than their male counterparts. “This marks an increase of one percentage point from the previous year”, notes the economist. To illustrate, the average annual salary for a woman in the private sector was 19,980 euros, while men earned 26,110 euros. Mathilde Gérardin, who heads the Salary section at Insee, emphasizes that this wage gap is largely due to a discrepancy in work hours between genders: “Women are approximately three times more likely to work part-time than men—whether by choice or circumstance—and are often less frequently employed year-round compared to their male peers.” Currently, one in three female employees works part-time, while only 8% of men do. Consequently, working fewer hours logically results in lower pay.
Wage Disparities for Mothers
Moreover, these pay gaps tend to widen significantly with the arrival of the first child: “A mother with a child earns about 22% less than a father in the same situation”, according to the study. This discrepancy stems from a difference in treatment between mothers and fathers in the workplace, where maternity is often viewed as a career hindrance. Conversely, paternity generally helps advance men’s careers. “Fathers are often regarded as the primary earners, while mothers are seen as potentially less committed employees”, laments Insaff El Hassini, the creator of the salary negotiation podcast Ma Juste Valeur. This bias manifests in concrete terms: “Typically, at year-end, we are more inclined to offer raises to fathers to support the family’s financial needs, while a woman returning from maternity leave may receive a smaller raise.”
This creates a cyclical issue.
For instance, when a child falls ill, it is usually the mother who stays home, as her absence has a lesser financial impact on the household. Such absences can hinder career progression and salary increases. The study further reveals that “a mother of three or more children earns, on average, a salary 42.8% less than that of a father.”
Looking Forward with Optimism
Despite the challenges, it’s important to remain hopeful: over the past three decades, wage inequalities for full-time roles have decreased by 32%. This positive shift is attributed to the increasing number of women in management positions, which typically offer better pay. “There are significantly more women in leadership roles today than 20 years ago,” observes Mathilde Gérardin. This optimism is echoed by Insaff El Hassini, who believes that the forthcoming European directive on salary transparency, requiring companies with over 100 employees to disclose salary information starting in 2026, will be “a significant step toward achieving gender equality.” We’re on the right track!