Professional Equality between Women and Men: Challenges, Solutions and Perspectives

Gender Equality, or gender equality, is a Fundamental Principle Aimed at guaranteeing the same rights, opportunities and living conditions for women and men. The aim is to ensure equitable treatment for all, without discrimination based on sex, except in cases justified by biological, medical, or social differences.

At the professional level, this means equal treatment between men and women, a principle supported by the Universal Declaration of Human Rights Of the UN and theSustainable Development Goal 5. This objective aims at legal and social equality, including pay equity for the same work.

Essential for Sustainable Development and democracy, gender equality allows everyone, regardless of gender, to contribute actively to the development of their community and society, without discrimination. It is essential for the empowerment of women and girls and their full participation in society.

This article explores inequalities in the world of work, initiatives to promote professional equality, and the challenges to be met for true gender equity in the workplace.

Current disparities in the professional world

Wage differences between women and men

The wage gap between women and men is one of the most striking inequalities in the professional world. In France, for example, women earn on average 24.4% less Than men, taking into account all working hours.

This difference is reflected in an average net monthly salary of 1,553 euros for women, against 2,053 euros for men, according to INSEE statistics for 2021. Even for the same amount of time, women receive 15.5% less only men. This inequality persists, with a gap of 4.3% that remains unexplained after adjusting for differences in profession and type of employer, suggesting the possibility of wage discrimination or other factors not taken into account.

The representation of women in management positions

The under-representation of women in management positions is another facet of professional disparities.

Women are less present in management and management roles. For example, in senior management positions, they win 16% less Than men and are less represented among the highest earners. This situation is in part a result of career choices, influenced by family responsibilities, and systemic barriers, such as the glass ceiling, that hinder their career advancement.

Sectors of Activity and Gender Disparities

Gender disparities are also pronounced in the sectoral distribution of employment. Women are mostly present in sectors that are often less profitable, such as care, education and social services.

Conversely, men predominate in more lucrative sectors such as finance, technology, and engineering. These sectoral disparities exacerbate wage inequalities and restrict career opportunities for women. In addition, they are more likely to work in part-time and precarious positions, increasing their economic vulnerability and limiting their access to benefits and job security.

Initiatives and legislation promoting professional equality

International and National Policies

International and national policies play an important role in promoting professional equality between women and men. At the international level, France has adhered to several conventions and declarations aimed at eradicating discrimination against women.

In particular, the United Nations Convention on the Elimination of All Forms of Discrimination against Women (CEDAW/CEDAW), signed in 1980 and ratified in 1983, calls on States parties to take concrete measures to eliminate discrimination in all areas, including employment. At European level, France's obligation is to integrate the Community acquis relating to gender equality, including a set of legal texts deriving from European treaties. The Council of Europe's Istanbul Convention, ratified in 2014 by France, sets minimum standards to prevent and combat violence against women and domestic violence.

At the national level, various laws and policies have been put in place to promote professional equality. The Sauvadet law, for example, requires employers to ensure equal pay for women and men, and prohibits the dismissal of pregnant women. These laws seek to mitigate wage gaps and ensure equitable access to management positions and career opportunities.

Corporate diversity and inclusion programs

Many companies have developed specific programs to encourage Diversity and inclusion, thus contributing to professional equality. These programs often include actions to promote professional diversity, balance candidate pools, and ensure equal access to management positions. For example, the Ministry for Europe and Foreign Affairs has initiated programs such as “Springboard” and “Talented” in order to strengthen the female workforce and improve the representation of women in positions of responsibility.

These corporate initiatives also aim to create a healthy work-life balance by considering family responsibilities and offering gender-neutral assignments. Adjusting the wage gap associated with the foreign residence allowance is also an important action to ensure fair remuneration.

Awareness-raising and training actions

Awareness-raising and training actions are Indispensables to encourage professional equality. Organizations and businesses are deploying awareness-raising campaigns focused on equality, aimed at promoting the place of women within the organization and at better managing cases of sexual and gender-based violence. These initiatives include dedicated training for managers and employees, in order to prevent and eradicate discrimination and gender stereotypes.

In addition, the integration of women's health into prevention and medical care strategies represents a significant advance in some action plans, such as that of the Ministry of Europe and Foreign Affairs for the years 2024-2026.

This holistic approach aims to create a more inclusive and equitable workplace for all.

Challenges and solutions for the future

Persistent Cultural and Structural Barriers

Despite significant progress, cultural and structural obstacles remain significant challenges for professional equality. Social norms and gender stereotypes, which are deeply rooted in our societies, often restrict the opportunities and choices available to women. For example, it is common for cultures to require women to prioritize family responsibilities at the expense of their professional ambitions, thus limiting their growth and development in the professional environment.

Cultural barriers and systemic biases fuel cycles of poverty and exclusion. Women frequently face occupational segregation and barriers such as lack of access to land, capital, financial and technological resources, as well as gender-based violence. These legal and structural constraints exacerbate gender inequalities and complicate the enforcement of laws against sexual harassment in the workplace.

The role of education and awareness-raising from an early age

Early education and awareness-raising are key to dismantling gender stereotypes and promoting professional equality. It is essential to incorporate educational programs that encourage girls and boys to consider alternative careers and acquire a variety of skills.

This includes initiatives to encourage girls to get involved in science, technology, engineering, and mathematics (STEM) fields where girls have traditionally been under-represented. Awareness-raising on gender issues must begin in primary school and continue in secondary school in order to transform societal attitudes and expectations. Mentoring programs and the promotion of female role models can motivate young girls and demonstrate that all careers are available to them, regardless of gender.

Adopting this approach from an early age is critical to building a more inclusive and equitable society in the long term.

The Importance of Involving Men in the Dialogue on Equality

Engaging men in discussions on equality is fundamental to accelerating progress towards genuine professional equality. Men, often in positions of power, can play a critical role in promoting inclusive organizational cultures and supporting equality policies.

Encouraging men to recognize and overcome their own prejudices creates a more equitable work environment where women have the same opportunities to succeed. Initiatives such as gender equality training for men can change power dynamics and decrease gender stereotypes. Additionally, by becoming more involved in parenting and caregiving roles, men can help rebalance family responsibilities and support women's careers.

To Remember

TEAProfessional Equality Between Women and Men Remains One Major Challenge, although recent advances are a source of optimism.

Legislative Measures, Such as the Law of September 5, 2018 For the freedom to choose one's professional future, have introduced tools such asProfessional Equality Index, aimed at evaluating and reducing gender disparities in employees and career advancement.

It is essential for companies to continue the annual negotiations on professional equality, ensure fair remuneration, and combat sexual harassment and discrimination. Engaging men in discussions about equality and raising awareness from an early age play a key role in changing societal perceptions and expectations.

To ensure fair working conditions and genuine equality of opportunity in all professional fields, it is essential that governments, businesses and civil society work together. Together, We Have the Capacity to Convert Equality of Principle Into Effective Equality, thus opening the way to equal opportunities for growth and professional development for everyone.

FAQS

What are the fundamental principles that employers must respect in order to ensure equal treatment between women and men at work?

To ensure equal treatment between women and men at work, employers are required to respect key principles:

• Prohibition of all discrimination during the hiring process.
• Pay equity and professional development, without gender differentiation.
• Obligation to inform both the staff representatives and the employees themselves.
• Implementation of Preventive Measures Against Sexual Harassment.

How is the Professional Equality Index calculated and what are the obligations of companies regarding the publication of these results?

The Professional Equality Index is based on 4 to 5 indicators, depending on the size of the company. For companies with 50 to 250 employees, these indicators cover the pay gap between women and men, the gap in individual wage rates, the number of female employees who return from maternity leave, and the representation of women among the 10 highest earners. Businesses with more than 250 employees add an indicator on the promotion rate gap.

Businesses are required to publish their index Annually Before March 1, including detailed results by indicator, on their website. This information must also be communicated to the Social and Economic Committee (CSE) and to the labour inspectorate. An index of less than 75 points requires the implementation and publication of corrective measures.

Failure to comply with these obligations exposes businesses to Financial penalty Which can reach up to 1% of their annual payroll.

What temporary measures can be put in place to establish equal opportunities between women and men in businesses?

To promote equal opportunities, businesses can adopt temporary measures specifically for the benefit of women. Among these measures, we find the establishment ofCollective agreements Offering special benefits, such as a half-day off for International Women's Rights Day, or the development of Annual Action Plans Aimed at reducing wage disparities and promoting the diversity of jobs and the professional advancement of women.

What sanctions or remedies are provided in case of non-compliance with professional equality between women and men by employers?

Employers who Neglect Professional Equality Risk Financial sanctions Up to 1% of their annual payroll, if their professional equality index remains below 75 points over three consecutive years. They are also required to publish their index and to implement corrective measures. Otherwise, they may receive a formal notice from the labour inspectorate and be subject to monthly penalties until the obligations are met. Civil and criminal sanctions, including prison sentences and fines, may also be applied in cases of direct or indirect discrimination.