Even today, there is discrimination between men and women in the workplace. The salary for a man and a woman holding the same station is not the same. Women find it harder to reach senior positions in the organization. Since 1967, the participation rate of women in the professional field has steadily increased. It had increased from 45.5% to 82.1% in 2002.
However, women managers still earn 24% less than their male counterparts. Despite equal competence, it is mostly a man who will be promoted as a manager. How can this discrimination be explained? The articles L140-2 and L140-3 of the Labor Regulation of 1983 clearly state that an employer is responsible for paying employees equally for the same work or a work of equal value, irrespective of whether the employee is a man or a woman.
The labor and factory inspectors, the inspectors of the social laws in agriculture and the other civil servants must take control and try to implement the articles L140-2 and L140-3 in their respective fields and jurisdictions.
There was a time when one could explain that men have more experience than women, they are more productive and therefore understand the inequality between men and women in the workplace.
In fact, before today, women looked after their children and had a mass of housework which did not allow them to work for an extended period and thereby acquired the same experience as men.
But for several decades, women have had access to the same training as men and the mass of housework has dropped significantly thanks to appliances. Yet disparities continue to exist. We can explain this phenomenon with the attitudes and stereotypes that seem to prevail in our society.
Tags: discrimination between men and women in the workplace, Labor Regulation of 1983
[...] Therefore, it seems fair to say that the laws passed and introduced in the Labor Code are not applied. What are the causes of this disparity? What solutions will help address them? The Essential Causes - The first cause is the employers, whether large or small. In order to really force the employers to apply the Labor Code, we should proceed through agreements, negotiations, incentives or other methods of diplomacy, as well as by legal obligations under the constraints of sanctions. [...]
[...] One can take the training of engineers as an example. This impact on generations of thinking only slows down the process of achieving equality between men and women in the workplace. How may we restore equality? Common opinion denounces the unwillingness of the state to implement and enforce its laws. Indeed, Article 83-635 of 13 July 1983, July (89-488) and 2 August 1989 (89-531) all promoted the equality between men - women in the framework of the EEC Directive of 9 February 1976, and provided the means to progress towards the goal proclaimed. [...]
[...] Attitudes are influenced by stereotypes that prevent women from having access to the same positions as men, and thus engender discrimination in hiring or promoting. Gender takes too large a share in decisions related to these issues. Another prejudice is that there are some female occupations and other male occupations, and therefore that men and women are unwilling to perform the same tasks. Maternity leave Employers are apprehensive about hiring women, as they give birth. Pregnancy is perceived as a burden since it means replacement during maternity leave, training new staff and so on. The direct or indirect expenses are fairly consistent. [...]
[...] It is important to implement a set of programs and measures to facilitate women's lives by relieving them of their family responsibilities; to raise awareness and eliminate stereotypes and prejudices, and to ensure greater equality in education and training, particularly with regard to access to professions in which men and women have been diverted to date, to promote equality of opportunity in general, and the situation corrected, if necessary through positive measures, like providing openings including new opportunities for both men and women. In all these areas it is important to take action to reduce occupational segregation in the immediate interest of the labor force and economy, and in the interest of their future. Selected Bibliography New Frontiers of inequality. Men and women on the labor market, Margaret Maruani, Discovery, October 1998. Inequality men / women, Collective, CITIZEN NOTEBOOK, MDI in February 2008. [...]
[...] It takes a year or two if there is call for a decision, and no employee can survive in the company during that time. Solutions A simple proposition is that the labor inspectorate receives the means to act, and judges to punish strongly. Issues of social relations of the company are "exterior" to employees and trade unions, and the inspectors should be given the opportunity to initiate the procedures referred to, in asking judges to place any company that does not meet legal obligations of professional equality under heavy penalty. [...]
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