Analyse exploratoire de la notion de senior à travers les accords de branche relatifs aux seniors

Marbot, Eléonore

doi:10.3917/mav.073.0131

Cited by 8 publications

(3 citation statements)

References 2 publications

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“…La catégorie « jeunes », pour certains, englobe uniquement les moins de 25 ans, d'autres parlent de 30 ou 35 ans (Montelh, 2000). Marbot montre aussi, à partir d'une analyse des accords pris dans les entreprises françaises, l'inconsistance de la caté-gorie des seniors, avec des limites d'âge très variables, y compris sur les différents accords d'une même entreprise (Marbot, 2011). Certains préfèrent parler de générations, qui se superposent plus ou moins aux différents groupes d'âge.…”

Section: Les Entreprises Se Concentrent Sur La Mesure De La Diversitéunclassified

Enjeux techniques, symboliques et politiques de la mesure de la diversité dans les entreprises et les organisations ?

Zannad¹,

Cornet²,

Stone³

2013

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Cet article vise à identifier les enjeux techniques, symboliques et politiques liés aux choix des indicateurs mobilisés dans une politique de gestion de la diversité. Ils doivent permettre de poser un diagnostic, d’assurer le suivi et de mesurer la performance de ces politiques. Notre objectif est de montrer la complexité de la démarche, liée à la difficulté de trouver les bons indicateurs mais aussi de leur donner du sens, considérant les préoccupations des dirigeants et managers, les contextes internes (culture organisationnelle, modes d’organisation du travail et politiques de GRH, secteur…) et externes (contexte socio-culturel, légal, économique) et des objectifs recherchés.

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Section: Les Entreprises Se Concentrent Sur La Mesure De La Diversitéunclassified

Enjeux techniques, symboliques et politiques de la mesure de la diversité dans les entreprises et les organisations ?

Zannad¹,

Cornet²,

Stone³

2013

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“…The Collective Convention 104 (CC104) imposes on Belgian companies to file an employment plan as well as an employment security plan for seniors to the company's council. The analysis of these agreements on seniors has been conducted byMarbot(Marbot, 2011) andClaisse, Daniel and Naboulet (Claisse et al, 2011). Besides, the generation contract does not only encourage the social dialogue on the employment of seniors but also on youth employment.…”

mentioning

confidence: 99%

Dialogue social et gestion de la diversité

Cornet

Fatoux²

2019

Management Et Diversité. Approches Thématiques Et Défis Sociopolitiques. Tome 2

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This communication's aim is to take stock of the aspect of the social concertation in the framework of policies of diversity management. It rests in particular on the work of a commission created by the AFMD, in partnership with ORSE. The commission has involved several larges French companies. Meetings occurred between the representatives of the different employers' and workers' organisations. Another source is the numerous actions led by the labour unions in Belgium in the framework of the Consortium Diversité Wallonie, which exists since 2007. This communication aims to remind some objectives of social concertation in regards to policies of diversity management, to take stock of the legal constraints on concertation in regards to particular targets, to show the multiple conceptions of this notion of diversity management among social partners, to give an overview of the content of the agreements, and to present the steps of a social concertation sensible to diversity. 1 Literature review The International Labour Organisation (ILO) defines social dialogue as all types of negotiation, consultation and exchange of information between, or among, representatives of governments, employers and workers on issues of common interest […]. It can be informal or institutionalised, and often is a combination of the two. It can take place at the national, regional or at enterprise level. It can be inter-professional, sectoral or a combination of these. The main objective of the social dialogue as such is to encourage the formation of a consensus between the different main actors of the world of employment as well as their democratic participation. 1 Although employers and labour unions are important stakeholders in the fight against discrimination and policies of social inclusion, there are very few articles on diversity and social concertation.

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“…1 Although employers and labour unions are important stakeholders in the fight against discrimination and policies of social inclusion, there are very few articles on diversity and social concertation. Some French articles are analyses of diversity agreements (Beaujolin, 2009;Claisse, Daniel & Naboulet, 2011;IMS, 2006;Malys, 2007) but some articles on employment equality between men and women (Laufer & Silvera, 2006;ORSE, 2009), on senior plans (Claisse et al, 2001;Marbot, 2011), and on the handicap (Medef, 2010). However, there are only a few articles that aim to present the position of social partners in regards to policies of diversity management.…”

mentioning

confidence: 99%