Delcade on French TV about the glass ceiling in 2025: how regulation is helping to reshuffle the leadership deck. 

Last week, Agathe Lemaire partner at Delcade, expert in Employment law and litigation took part in panel-discussion on a national Business TV channel regarding situation regarding the glass ceiling in France in 2025.  

Defining the glass ceiling 

The term “glass ceiling” refers to the invisible barriers that prevent women and other underrepresented groups from reaching the highest levels of professional and corporate leadership, despite their qualifications and achievements. 

French trends:  

Since 2020, companies with more than 50 employees in France have been required to publish their Gender Equality Index, a tool for measuring and correcting gender pay gaps. 

Since its introduction, the rate of publication of the Index by the companies concerned has continued to rise:  

•  80% of companies published their score in 2025 (compared to 54% in 2020), reflecting greater acceptance of the system and increased awareness of the issue of professional equality.  

• The overall average score has increased by 4 points since 2020, from 84/100 to 88.5/100 in 2025, with steady progress each year.  

•  Some companies have set up specific HR teams to manage professional equality, with designated equality officers and enhanced monitoring tools, thereby encouraging dialogue between management, unions, and employees on equality issues and promoting a culture of transparency and consultation.  

 In addition, the Rixain law made the gender parity quotas mandatory among senior executives and governing bodies of large companies. In 2025, 54% of companies have already reported their results, with an interim target of 30% women in these positions to be achieved by 2026, then 40% by 2029. The full impact of this measure is therefore yet to come. 

Sanctions and corrective measures 

In addition to measurement tools, sanctions are also in place to guide behavior. For example, the labor inspectorate has increased the number of formal notices issued for failure to publish or take corrective measures, with 209 penalties notified in 2025 (compared to 100 in 2024).  

Despite these regulatory advances, disparities remain. In order to significantly improve these figures, the Index now requires companies to justify pay gaps, analyze differences in pay increases, and publish the gender distribution among the highest earners. A score below 75/100 triggers mandatory corrective measures, with financial penalties for non-compliance. These indicators keep the issue of inequality at the heart of the debate so that solutions can continue to be found through regulation. For example, the law on salary transparency, which will come into force in France in June 2026, will provide additional support for professional equality between men and women. 

A global matter 

It is crucial to remember that inequality is not just a matter of company policy: it also reflects deeply rooted social and cultural habits. Evaluation and promotion criteria are traditionally associated with characteristics that are considered more masculine. This trend is evolving thanks to more agile management methods and a greater emphasis on quality of life and working conditions.  

Given the complexity of the subject and the diversity of employee-company relationships, lawyers play an essential role: identifying the legal levers that can be used to protect the interests of all stakeholders, correcting any discrepancies where necessary. And beyond legal obligations, it is the continuity of collective efforts as a society that will shape future balance.