The CSR strategy launched by leadership places Institut Curie at the heart of the societal issues of the present and the future, and states that the principles of equal opportunity and treatment between all members of staff represent a company value that applies from the time of hire and throughout employees’ careers.


In the ‘Avenir’ law enacted in 2018, reinforced by the Rixain law of December 24, 2021, an obligation to produce results in terms of equal pay between women and men in companies is now enshrined. The goal is to correct the unjustified wage gap between women and men which is a reality nation-wide, to give women and men the same opportunities for salary raises and promotions; to ensure that women returning from maternity leave receive any salary raises given in their absence, and to have at least four women among the top 10 highest-paying positions.

The index is calculated based on these five indicators weighted according to their significance.

With a score of 88 points out of 100, Institut Curie exceeds the regulatory target of 75 points. 

Nonetheless, after two years of progress, the index did not improve between 2020 and 2021.

The proactive policy already in place needs to be strengthened to achieve greater progress margins, which remain possible.

A new agreement concerning workplace equality is currently being discussed with trade union organizations, and will restate the need to ensure equal opportunity for and treatment of employees regardless of their gender, and recognize that workplace gender equality is a crucial issue for the development of each individual at Institut Curie.


See the details of the gender equality index at the Institut Curie