Slowly but surely, the place of women in the economy is improving and says. “There is an awareness. Companies are a lot more receptive on the issue of equality between women and men that ten years ago,” says Ethel Moison, general delegate of the association Force femmes.
A statistic that speaks for itself, on the international day of 8 march, dedicated to their rights: 50.2% of women aged 15 to 64 years were employed in 1975 ; in 2015, they were to 60.6%. In addition, improvements – shy – watching on the field of equal pay. More graduates than ever before, the women earn, on average, always less than men, but this gap is progressively reduced.
More graduates than before, women earn, on average, always less than men, but this gap is progressively reduced
In 1951, the average wage of women in full-time in the private sector was equal to 64.9% of that of men. In 2015, it accounted for 83.5 per cent of the salary a male, according to the Observatory of inequalities, which relies on the figures of the Insee.
The first results from the new index created by the law professional Future, and measuring the performance of companies in terms of equal pay, also appear encouraging. Companies with more than 1000 employees had an obligation to publish their data on the 1st march. Many adhere to “the principle of equal remuneration for work of equal value”, according to the ministry of Labour. It remains to be seen if SMES, which have fewer resources in human resources, will achieve similar results…
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It is important to note that more and more companies have in reality no choice in this period of increasing shortage of the workforce. “The economic situation remains favourable and the companies are exposed to such transformations that, from an economic point of view, they can not let go of a talent or be allowed to wither. And this, whether a man or a woman,” said Jean Zuccarelli, managing director at Altedia Lee Hecht Harrison, a company that specializes in human resources consulting.
The terms and conditions of employment are often less favourable in women
It is, nevertheless, significant inequalities remain and go beyond the only pay. The terms and conditions of employment are often less favourable for women active. For example, they are 10% to undergo a part-time job and wish to work more, compared to only 3.8% of men. In addition, they are always over-represented in the tertiary sector of low-skilled (home assistance, childminder, secretariat). Inequalities that are not saving the frames. The young women graduates bac +5 have more difficulties to have access to this privileged status as men and to have a permanent contract, notes the Association for the employment of executives (Apec) in a recent study. They are as well 25% to be in fixed-term contracts, compared with 14% for young male graduate.
glass Ceiling
the Other flaw is now well known: the “glass ceiling”. “The higher up in the hierarchy, the greater the inequalities between women and men are strong,” stresses Françoise The Rest, in Perfegal, consulting firm, professional equality. Thus, half of the large companies that have published their index have less than two women among the ten highest remuneration.
True, the law Copé-Zimmermann 2011, which sets it to 40% the number of women on the boards of directors and supervision of large enterprises, has improved the situation. “But she has not had the desired effect of contagion at the level of the executive committee (comex)”, says Armelle carminati printing, chairperson of the committee on business inclusive of the Medef. Result: according to the observatory, Skema of the feminization of the companies, there are less than 14% of women in the executive committee of CAC 40 companies.
The maternity leave and the ability to balance professional lives and parenting are obstacles to the career of a woman often pointed out
The maternity leave and the ability to balance professional lives and parenting are obstacles to the career of a woman is often blamed. But other cultural reasons come into play, such as the choice of trades. “Women hold a majority of the functions called transverse or support [such as the management and communication, ED], which does not allow them to acquire skills considered essential for access to the top level,” says Françoise The Rest. Furthermore, “leaders, men have a tendency to co-opt the profiles of people who are like them,” continues the consultant.
Without falling in the caricature, analysts are also likely to see a lack of confidence and assurance much stronger among women than among men. “We must dare to take the step because, in reality, there is nothing to stop you except such as is possible”, says Dominique Carlac’h, vice-president of the Medef. The message is sent to young women.
