Posted on 16 Jan. 2023 at 9:01 am
There are subjects that come and go in French Tech. And others who stay. This is the case for parity, both in terms of the funding gap between founders and foundresses and in terms of the low representation of women on start-up management committees.
On this point, the French Tech mission has decided to accelerate with the creation in June 2022 of a parity pact with five commitments, including the establishment of a quota of 40% women on the boards of directors of start-ups. or training 100% of managers on the challenges of diversity and the fight against discrimination and harassment.
At the time of its launch, 69 French tech start-ups, including 15 unicorns, had signed this charter. Seven months later, that number has risen to 160, including 18 unicorns. It is a significant increase, but not a tidal wave. “We didn’t run big campaigns because we wanted to show concrete things first,” explains Clara Chappaz, director of the French Tech mission. Last year, several workshops were organized in which start-ups such as Swile and Ledger could share their experiences.
A non-priority topic
Signatories’ commitment is not weakening, but the overall context of financial austerity affecting the ecosystem is not helping to promote parity any faster. “We are forced to put these kinds of topics aside and focus on the most urgent ones. It’s kind of sad,” said Charles Gorintin, co-founder of Alan Health Insurance. “In a context where many companies are dropping out, this can be seen as just a cognitive dissonance,” adds the leader.
But the signatories did not stop any initiative either. “Many start-ups use their fundraising cards [document de présentation aux investisseurs, NDLR] that they have a target of quotas for women on the board of directors,” Clara Chappaz illustrates.
For example, Devialet indicated during his last round that he had reached parity within his board of directors. For his part, Alan continues his actions. “We are not giving up our efforts. We have a fairly aggressive promotion policy for women internally, which is starting to bear fruit,” says Charles Gorintin.
The mandatory occupational equality index
A Female Agency, which specializes in recruiting women in key positions in start-ups, is registering slightly fewer applications than before the funding crisis, but continues to welcome new clients. “I was afraid that women would suffer, but we have not been stopped at all. Startups are poised to roll out the red carpet at women’s c-levels [postes du comité de direction, NDLR] says Sarah Huet, co-founder of the agency, who often negotiates hours of coaching into the packages.
“As for the Sista charter [qui vise à augmenter la part des fondatrices de start-up au sein des portefeuilles des fonds de capital-risque, NDLR], it takes time. You have to hammer it, hammer it and create events to talk about it,” says the leader.
The weak point of the ecosystem for her is the board of directors. “Few start-ups contact us to find independent directors. This is partly because this role is seen as the eye of Moscow. Start-ups are therefore even less willing to look for women at this level,” says Sarah Huet.
Charter signed or not, the subject will be mandatory for some. Prospective members of the 2023 promotion of the Next 40 and the FT120, the two flagship indices of French Tech, will have to publish their professional equality index (gender pay gap, difference in individual rate of increase, etc.).
The five commitments of the parity pact
▪ Reach a minimum threshold of 20% women on the company board by 2025 and then 40% by 2028
▪By the end of 2022, train 100% of managers in the challenges of diversity and the fight against discrimination and harassment
▪ Now guarantee that 100% of job descriptions published by the company target both female and male profiles
▪By the end of 2022, create a joint team of representatives who are called upon to speak on behalf of the company, both internally and externally
▪By the end of 2022, implement specific support for each employee returning from parental leave.
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