L’appropriation des politiques d’égalité professionnelle par les acteurs : éléments de contexte et conditions

Abstract

Pour citer cet article : Coron, C. & Pigeyre, F. (2019). L'appropriation des politiques d'égalité professionnelle par les acteurs : éléments de contexte et conditions. Management international, 24(1), 127-139. * Remerciements : Nous tenons à remercier chaleureusement l'équipe de Management international, ainsi que les trois évaluateurs pour la qualité de leurs suggestions et le temps qu'ils ont consacré à cet article. 1. Nous n'indiquons que quelques références tirées d'une littérature particulièrement riche et abondante que nous ne pouvons restituer entièrement ici. 2. La loi Rebsamen de 2015 a intégré ce rapport à la base des données économiques et sociales des entreprises. 3. Les entreprises doivent désormais respecter les exigences légales en matière d'égalité professionnelle pour accéder aux marchés publics. Depuis la loi de 2010 sur la réforme des retraites, elles pouvaient également être sanctionnées financièrement pour non-respect des mesures relatives à l'égalité salariale, la pénalité allant jusqu'à 1 % de leur masse salariale.Toé, Mamadou (2014). « Les déterminants individuels du plafond de verre : cas de la composition des instances de gouvernance des entreprises françaises cotées »,

What does “gender equality” mean? Social representations of gender equality in the workplace among French workers

“…For example, someone who grants more importance to gender diversity tends to implement better measures concerning this dimension than other dimensions. This finding can be explained by the fact that the implementation of gender equality policies depends on the goodwill of individuals (Coron and Pigeyre, 2019). In addition, gender equality measures can be considered to favor women, and this might lead to resistance on behalf of people who are not aware of gender inequalities (Essig and Soparnot, 2019).…”

“…For example, avoiding gender stereotypes when redacting a job offer (Laufer and Silvera, 2006), recruiting women by preference (Laufer, 2008), ensuring wage increases or that the variable parts of wages are not detrimental to women (Dickens, 1994;Lyons and Smith, 2007;Moore and Tailby, 2015), putting in place managerial coaching (Ye et al, 2015) or identifying "high-potential" female talent (Ng and Sears, 2017) require both individual and managerial action. Research shows that the involvement of the actors and their very implementation of a policy are structured by the actors' vision of gender equality, among other elements (Coron and Pigeyre, 2019). Perrier (2015) highlights that the implementation of gender equality policies is hampered by the feeling that this issue is not a priority.…”

“…This might lead to differences between companies in the implementation of gender equality policies (Scala and Paterson, 2017). Indeed, there is a gap between policies and concrete practices concerning gender equality, and the implementation of gender equality policies greatly depends on the goodwill of individuals, particularly that of the managers (Coron and Pigeyre, 2019;Woodhams and Lupton, 2006). Knowing that managers are rarely assessed on the basis of their implementation of the gender equality policy, it is likely that managers and employees make more of an effort to implement the measures concerning the dimensions that are considered important.…”

The micro-politics of collective bargaining: The case of gender equality

“…Second, our article contributes to the literature on gender equality. Indeed, the analytical grid we used to analyse and interpret our empirical material is derived from previous studies on gender equality and underlines the three issues involved in defining a gender equality policy: defining the concept of gender equality (Coron and Pigeyre, 2019; van den Brink et al, 2010); defining monitoring bodies and tools (Milner et al, 2019; Pochic and Chappe, 2019); involving local actors (Özbilgin and Tatli, 2011; Scala and Paterson, 2017). To our knowledge, the combination of this research and analytical grid has not been applied before to analyse gender equality issues.…”

“…We analysed the materials using themes corresponding to three sub-processes that characterise policy-making in the field of gender equality drawn from previous literature (1) Defining the concept of gender equality and the content of the policy. Previous research has shown that gender equality is a polysemous concept (Coron and Pigeyre, 2019), encompassing both varied dimensions (workforce diversity, wage equality, equal access to promotion, etc.) and varied action rationales, between a radical approach and a liberal approach (van den Brink et al, 2010).…”