We are all committed to fostering a culture of equality throughout our entire university community.
Taking Action to Promote Gender Equality
We are implementing initiatives to promote gender parity—that is, equal representation of women and men in all fields and at all levels of the academic career. These initiatives are aimed not only at our faculty and faculty-researchers but also at our administrative staff, across all ranks, levels, and scopes of responsibility.
Measuring Inequality
We have conducted analyses based on data from 2019, 2022, and 2023 regarding the gender distribution across all employment statuses, staff categories, ranks, positions, bonuses, promotions, and compensation for our staff. Thirteen comparative indicators for the UGA and its constituent institutions were also produced.
In 2023, we launched a survey to identify not only the gender distribution among the roles held by our female and male faculty members, but also the barriers and enablers.
The Gender Equality Index
Legal Framework
Under Law No. 2023-623 of July 19, 2023, state government agencies are required to publish several indicators regarding the gender pay gap. A professional equality index, scored out of 100, is calculated based on three indicators that measure pay gaps among civil servants and contract employees regarding promotions and access to the highest-paying positions. If the equality index falls below the target score of 75/100 as defined by decree, the employer has three years to meet this target, or risk being subject to a financial penalty of up to 1% of the total payroll.
Gender equality index Université Grenoble Alpes (UGA) - 2025
This index stands at 89/100 for the UGA in 2025. In 2024, it was 82/100, and in 2023, it was 81/100.
It is based on three distinct indicators:
- The overall pay gap between female and male civil servants (average pay for women compared to that of men in equivalent corps, grade, and step): 39 out of 40 points. It has remained unchanged since 2023.
- The overall pay gap between women and men on fixed-term contracts (average pay for women compared to that of men in equivalent job categories): 38 out of 40 points. It has decreased by one percentage point since 2024.
- The number of public officials from the underrepresented gender among the ten highest-paid public officials: 12 out of 20, or 3 women out of 10. In 2024, it was 4 out of 20, or 2 women out of 10. In 2023, it was 2 out of 20, as only one woman was represented.
Interpretive Elements
The pay gap analysis is conducted using a tool provided by the DGAFP-DESSI based on 2022 data, covering all employees who held permanent positions throughout the year. The compensation taken into account includes the gross index-linked salary, the residence allowance, and all various bonuses and allowances (excluding the family allowance and commuting reimbursements).
Addressing Inequalities
We are implementing measures aimed at addressing the inequalities we have identified, particularly as part of the action plan for gender equality in the workplace.
Taking Action to Promote Diversity
Promoting gender diversity in science, technology, engineering, and mathematics (STEM) fields
We are taking steps to promote gender diversity across all fields of study—that is, a balanced representation of women and men in all fields.
Promoting Women in Science
We encourage women to apply for awards and scholarships for excellence.
