In 2025, the Inrap—France’s national agency for the protection of personal data—achieved a score of 92 out of 100 on the professional equality index between women and men. This index was introduced in the summer of 2023 as part of the government’s plan to promote equality between women and men from 2023 to 2027. It is based on a similar index that has been used since 2019 in the private sector for companies with at least 50 employees. The index evaluates professional inequalities on a 100-point scale and aims to help reduce the wage gap between women and men. The overall score is calculated using two indicators: one measures wage gaps for contractual employees, scored out of 80 points, and the other assesses parity in the ten highest salaries, scored out of 20 points. The Inrap scored 76 out of 80 on the first indicator and 16 out of 20 on the second. The index will be published annually to track progress over time. Since the law No. 2019-828 of August 6, 2019, on the transformation of the public service, public establishments in France have been required to submit an annual unique social report (RSU) covering the previous year. This report compiles data on various aspects of human resource policies, including employment, recruitment, professional development, training, salaries, occupational health and safety, work organization, social action, social dialogue, and discipline. The RSU replaces an earlier document known as the social balance sheet but retains many of its themes, such as recruitment, training, career mobility, salaries, and professional equality. Unlike its predecessor, the RSU is more comprehensive, serving as a foundation for developing management strategies that shape long-term human resource policies. The RSU also includes forward-looking elements, such as data on the forecasting and management of staff, job roles, and skills. It integrates information on diversity and efforts to combat discrimination, replacing separate reports on these topics. This new approach aims to create a more unified and strategic framework for managing human resources in public institutions. By consolidating various aspects of employment and social policies into one document, the RSU encourages a more integrated and proactive approach to workforce planning and equality initiatives. The introduction of the professional equality index and the RSU reflects a broader effort by the French government to address gender disparities and improve transparency in public sector employment. These tools provide a structured way to assess progress and identify areas needing improvement. They also serve as a benchmark for public institutions to align their policies with national equality goals and ensure that efforts to promote fairness are measurable and consistent over time.