In 2023, in France’s private sector, women earned on average 22.2% less than men. Even when you neutralize the difference in hours worked, the gap remains significant. In fact, at full-time equivalent, women earn around 14.2% less than their male counterparts. And according to the finest-grained data, in the same role, at the same establishment, and for the same amount of work, the gap sits at about 4%.
Behind these figures lies not only the structure of work but also invisible, gender-related mechanisms. This reality holds in companies even when skills are equal. So, what accounts for the difference in contracts between men and women? Part-time considerations, sector of activity, career progression… and potential discrimination.
The roots of the gap: working hours, “feminized” jobs, and stalled progression
The first factor to consider is the volume of work. Women are more often in part-time roles than men, which automatically weighs on total earnings. At full-time or full-time equivalent, the gap narrows, but remains sizable.
Next, there is the question of occupations: women are overrepresented in lower-paid sectors, often labeled as “feminized”. These two phenomena together explain a large portion of the overall 22% gap.
However, even after accounting for these effects, a gap of about 4% persists at the same position: a strong signal that wage equality is not yet achieved. Finally, there are barriers in career progression or access to high-paying roles… which sustains these salary gaps over the long run.
Why pay equality remains a challenge despite awareness
Even with laws and requirements for transparency or an equality index in place, companies still struggle to break down barriers. The pay gap persists because it’s not only a matter of numbers. It also involves perceptions, salary negotiation, experience, and career autonomy.
In practice, many women hesitate to negotiate or ask for more, and they find themselves stuck in less valued roles. Meanwhile, evaluation and promotion systems can be biased or lack transparency. And if you add that careers are sometimes shaped by family choices… The combination weakens women’s career trajectories.
Ultimately, pay equality between women and men isn’t simply a matter of will. It’s a complex issue that blends working hours, career orientation, progression, and even corporate culture. So yes, the numbers show the gap is slowly narrowing. But no, it isn’t solved.
And for the women affected, this translates into lower incomes, a smaller retirement, and often a delayed professional recognition. As you can tell, pay equality deserves more than a slogan: it requires concrete action.
