The Rixain law was promulgated on the 24th of December 2021. It is named after the French MP Marie-Pierre Rixain who is the author of the initial law proposal. It introduces a 40% quota of women in senior positions in large companies. 2022 should therefore be a turning point in terms of commitment to gender diversity.

 

The companies that will be really disturbed by this measure are those that will not have been able to build a sufficiently mixed talent pool to make appointments based solely on skills and aptitude, rather than on gender. 

 

These companies risk being confronted with the two main perverse effects of quotas, namely discrimination against men prepared for these positions and doubt about the legitimacy of the women appointed under these conditions. This is a major risk of demobilization, discouragement, anger and injustice, which can break the pact of trust established between the company's management and its employees, both men and women.

 

In order to avoid these risks, and whatever one thinks of the relevance or fairness of quotas, it is necessary to approach this new constraint in a constructive way: taken with intelligence, it can prove to be an astonishing lever of performance and meaning at work for all the employees, men and women. Happy Men Share More provides you with 3 essential keys to do so.

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