La ségrégation des hommes et des femmes dans les métiers : entre héritage scolaire et construction sur le marché du travail

Couppié, Thomas; Épiphane, Dominique

doi:10.4000/formationemploi.2204

“…The distribution of men and women across the different sectors is unequal, with the highest concentration of women in the lowest-paying sectors, for example the public sector or personal services, which contributes to the wage gaps (Couppié et al, 2012;Meng & Meurs, 2001). This occupational segregation largely reflects academic segregation, even though a specific occupational segregation mechanism at the early career stage is modulating the segregation seen in the final stages of education (Couppié & Épiphane, 2006). The arrival of a child also contributes to wage inequalities as this leads to changes to mothers' working time (Pailhé & Solaz, 2006;Meurs & Pora, 2019).…”

Section: Professional Inequalities Between Men and Womenmentioning

confidence: 99%

Telecoms Deflators: A Story of Volume and Revenue Weights

Abdirahman¹,

Coyle²,

Heys³

et al. 2022

Ecostat

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We draw up an inventory of entitlements related to social benefits and social support available locally to beneficiaries of the Revenu de Solidarité Active (RSA, the current scheme of minimum income) in 20 French cities, including Paris, Lyon and Marseille. We then compare the social scales inventoried in 2020 to those collected in 2001 and 2007, i.e. prior to the switch from the previous minimum income scheme (RMI) to the RSA. We show an overall shift towards more degressive conditions for granting support. In all the cities covered and for all family configurations, threshold effects have become limited, at the cost of a sometimes high degree of complexity. The only exception is Paris, where social support is generally more generous and where threshold effects remain. Taken as a whole, local social support scales have been brought into line with the RSA scale, whereas prior to 2008 they were more in line with the RMI scale, which confirms the guiding role played by national scales on local scales. In particular, we examine the effects of these transformations on the standard of living of recipient households and on incentives to work.

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“…The distribution of men and women across the different sectors is unequal, with the highest concentration of women in the lowest-paying sectors, for example the public sector or personal services, which contributes to the wage gaps (Couppié et al, 2012;Meng & Meurs, 2001). This occupational segregation largely reflects academic segregation, even though a specific occupational segregation mechanism at the early career stage is modulating the segregation seen in the final stages of education (Couppié & Épiphane, 2006). The arrival of a child also contributes to wage inequalities as this leads to changes to mothers' working time (Pailhé & Solaz, 2006;Meurs & Pora, 2019).…”

Section: Professional Inequalities Between Men and Womenmentioning

confidence: 99%

Baccalaureate Tracks and Employment at the End of Education: Contribution of the Educational Pathway and Analysis of Gender Gaps

Herbaut¹,

Barone²,

Vallet³

2022

Ecostat

0

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We draw up an inventory of entitlements related to social benefits and social support available locally to beneficiaries of the Revenu de Solidarité Active (RSA, the current scheme of minimum income) in 20 French cities, including Paris, Lyon and Marseille. We then compare the social scales inventoried in 2020 to those collected in 2001 and 2007, i.e. prior to the switch from the previous minimum income scheme (RMI) to the RSA. We show an overall shift towards more degressive conditions for granting support. In all the cities covered and for all family configurations, threshold effects have become limited, at the cost of a sometimes high degree of complexity. The only exception is Paris, where social support is generally more generous and where threshold effects remain. Taken as a whole, local social support scales have been brought into line with the RSA scale, whereas prior to 2008 they were more in line with the RMI scale, which confirms the guiding role played by national scales on local scales. In particular, we examine the effects of these transformations on the standard of living of recipient households and on incentives to work.

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“…Par exemple, introduire une condition d'ancienneté pour promouvoir peut avoir des effets indésirables si l'entrée dans un métier est historiquement limitée pour les femmes. De même, la promotion basée sur le critère du diplôme ne permet pas de corriger les éventuels effets de la ségrégation éducative (Couppié et Epiphane, 2006). L'exigence d'un service ininterrompu pour les promotions peut également défavoriser les femmes.…”

Section: Les Pratiques Rh Qui Agissent Sur Les Inégalités De Genreunclassified

Les pratiques managériales pour réduire les inégalités professionnelles de genre ? L’exemple de la promotion et de la formation en entreprise

Melnik-Olive¹,

Couprie²

2017

formationemploi

5

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La formation continue en contexte : l'entreprise au coeur des enjeux Les pratiques managériales pour réduire les inégalités professionnelles de genre ? L'exemple de la promotion et de la formation en entreprise Can managerial practices reduce gender inequalities in the workplace ? The case of promotion and training Managementpraktiken zur Reduzierung der Geschlechterungleichheiten im Beruf ? Untersuchung am Beispiel der innerbetrieblichen Aufstiegschancen und Ausbildung ¿Prácticas gerenciales para reducir las desigualdades profesionales de género ? El ejemplo de la promoción y la formación en empresa

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La ségrégation des hommes et des femmes dans les métiers : entre héritage scolaire et construction sur le marché du travail

Cited by 47 publications

References 12 publications

Telecoms Deflators: A Story of Volume and Revenue Weights

Telecoms Deflators: A Story of Volume and Revenue Weights

Baccalaureate Tracks and Employment at the End of Education: Contribution of the Educational Pathway and Analysis of Gender Gaps

Les pratiques managériales pour réduire les inégalités professionnelles de genre ? L’exemple de la promotion et de la formation en entreprise

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