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This work deals with the way large companies define and implement gender equality policies. Gender equality is part of a company’s mandatory negotiations, as agreements with the labor unions must be signed. While those agreements specify the framework and the nature of the measures to be implemented, they do not cover the whole gender equality policy. In addition to these agreements, there can also be measures that reveal ambitions other than simply complying with legislation. Drawing on an in-depth analysis of the gender equality policy of a large company, and using the theoretical framework of institutional logics, this paper aims to show the mechanisms of the policy’s negotiated and non-negotiated dimensions. It highlights the reasons behind this coexistence of agreements and other measures, showing that each of these two dimensions is based on a specific institutional logic. Thus, their coexistence is justified by their complementarity, serving to create a more complete policy.