[to be determined] € Fine
Financial penalty - up to 1% of the wage bill - for failure to comply with measures to eliminate gender pay gaps in the company
1 Damage to reputation
Risk of inconsistency with company values - Responsible Governance

1 Image Appreciation
Positive perception of the organization's stakeholders (internal and external) on its TRANSPARENCY and COMMITMENT TO ADDRESSING INEQUALITIES

Index of occupational equality between women and men - Calculation and publication

Scope of application

Companies, associations or unions employing at least 50 employees.

Exclusion

Local and regional authorities are not subject to this obligation.

Description

The index was designed as a simple and practical tool to end professional inequalities.

The 5 (five) indicators, which form the basis of the overall calculation of the Index, will identify possible points of progress and the levers on which the various players in the company can act to advance equality:

Gender pay gap - 40 points
Difference in distribution of individual increases - 20 points
Difference in the distribution of promotions (only in companies with more than 250 employees) - 15 points
Number of employees increased on their return from maternity leave - 15 points
Parity among the 10 highest paid - 10 points

The overall score as well as each indicator must be calculated and published each year before March 1st on the company's website in a legible and visible manner (or be transmitted to employees by any means). The employer must also communicate the details of the different indicators to the social and economic committee ('CSE') and to the labor inspection ('Dreets').

Correction measures
In case of an index lower than 75 points/100, the organization must take corrective measures within 3 years, after consultation of the social and economic committee (CSE). These measures must be published on the website - or made known to the employees by any other means if there is no website - until the index is equal or superior to 75 points/100. This publication must be made before 1st of March.

Progression objectives
In case of an index lower than 85 points/100, the organization has to take within 3 years objectives of progression and salary catching up, after consultation of the social and economic committee (CSE). These objectives must also be published on the website - or made known to the employees by any other means if there is no website - and this, until the index is equal to or exceeds 85 points/100. This publication must be made before 1st of March.

Corrective measures and progress targets should be published on the organisation's website until the index reaches the minimum score required.

Like the overall index score and its indicators, the corrective measures and progress objectives must be made available to the Social and Economic Committee (CSE) and transmitted to the Ministry of Labor by remote declaration. Those elements shall also be included in the 'BDESE'.

Please note: companies employing at least 1,000 employees for the third consecutive year must also calculate and publish any gaps in representation between men and women among their senior executives and members of their management bodies, by March 1 of each year. To find out more, go to the dedicated page.