{"id":1646,"date":"2020-07-25T20:19:51","date_gmt":"2020-07-25T18:19:51","guid":{"rendered":"http:\/\/cfdt-spie.com\/?p=1646"},"modified":"2020-11-21T19:40:29","modified_gmt":"2020-11-21T18:40:29","slug":"syntec-etude-sur-legalite-professionnelle-entre-les-femmes-et-les-hommes","status":"publish","type":"post","link":"https:\/\/cfdt-spie.com\/?p=1646","title":{"rendered":"SYNTEC &#8211; \u00c9tude sur l\u2019\u00e9galit\u00e9 professionnelle entre les femmes et les hommes"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Une \u00e9tude publi\u00e9e en d\u00e9cembre 2016, pour disposer d\u2019une appr\u00e9ciation de la situation et de la mise en \u0153uvre de l\u2019accord de branche relatif \u00e0 l\u2019\u00e9galit\u00e9 professionnelle, dans ses volets emploi-formation.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dans l\u2019<a href=\"https:\/\/www.syntec.fr\/wp-content\/uploads\/2015\/10\/20151029173136_Scan_accord_egalite_professionnelle_hommes_femmes_du_271014.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">accord de branche du 27 octobre 2014<\/a>, les partenaires sociaux ont r\u00e9affirm\u00e9 fortement leur volont\u00e9 de promouvoir l\u2019\u00e9galit\u00e9 professionnelle entre les femmes et les hommes avec la mise en place des dispositions innovantes concernant le temps partiel, la promotion professionnelle avec la r\u00e9duction du plafond et du \u00ab mur \u00bb de verre et l\u2019ajout de nouveaux indicateurs de suivi.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Conform\u00e9ment \u00e0 cet accord, l\u2019<a href=\"https:\/\/www.syntec.fr\/qui-sommes-nous\/la-branche-et-instances-paritaires\/opiiec-observatoire-prospectif-des-metiers-et-des-qualifications\/\">Opiiec<\/a>, observatoire des m\u00e9tiers du num\u00e9rique, de l\u2019ing\u00e9nierie, des \u00e9tudes, du conseil et de l\u2019\u00e9v\u00e9nement, a lanc\u00e9 cette \u00e9tude en 2015, visant plusieurs objectifs :<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>R\u00e9aliser un \u00e9tat des lieux chiffr\u00e9 permettant de r\u00e9unir les indicateurs que la branche a d\u00e9fini en mati\u00e8re d\u2019\u00e9galit\u00e9 professionnelle entre les femmes et les hommes en mati\u00e8re d\u2019emploi et de formation pour suivre l\u2019\u00e9volution de la situation ;<\/li><li>Faire le point sur les pratiques des entreprises sur ces sujets ;<\/li><li>Relever les freins pouvant subsister dans ce domaine malgr\u00e9 les nombreux engagements pris par les entreprises mais \u00e9galement les moyens, les bonnes pratiques existant dans la branche ou par ailleurs qui peuvent permettre de les surpasser.<\/li><li>Identifier les aides et outils disponibles en mati\u00e8re d\u2019\u00e9galit\u00e9 professionnelle entre les femmes et les hommes sur les sujets de l\u2019emploi et de la formation.<\/li><li>Proposer un plan d\u2019actions concret permettant aux acteurs de la branche de poursuivre leurs efforts en faveur de la mixit\u00e9 femmes hommes dans les emplois et en formation \u00e0 tous les niveaux.<\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Agir pour favoriser l\u2019\u00e9galit\u00e9 n\u00e9cessite une vision claire et objective quant \u00e0 la situation gr\u00e2ce \u00e0 des indicateurs quantitatifs pr\u00e9cis, notamment dans une branche o\u00f9 cette situation est fortement contrast\u00e9e<\/strong><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"anchor-0\">Une approche m\u00e9thodologique quantitative et qualitative<\/h3>\n\n\n\n<ul class=\"wp-block-list\"><li>Une mobilisation des statistiques de l\u2019Insee qui permet de disposer d\u2019un socle d\u2019indicateurs bas\u00e9 sur une source exhaustive sur le p\u00e9rim\u00e8tre de la branche.<\/li><li>Une enqu\u00eate par questionnaire aupr\u00e8s de 13.700 adh\u00e9rents du <a href=\"https:\/\/www.syntec.fr\/qui-sommes-nous\/la-branche-et-instances-paritaires\/atlas-operateur-de-competences\/\">Fafiec<\/a> dont le taux de retour tr\u00e8s faible (3%) peut \u00eatre consid\u00e9r\u00e9 comme le signal d\u2019une faible priorisation de ce sujet par les entreprises. Cette enqu\u00eate a toutefois permis de constituer une base de donn\u00e9es de 1475 salari\u00e9\u00b7e\u00b7s permettant la production des indicateurs recherch\u00e9s.<\/li><li>Des entretiens approfondis avec 21 responsables d\u2019entreprises des 4 secteurs de la branche.<\/li><li>Une analyse anonym\u00e9e de 18 accords d\u2019entreprise de la branche relatifs \u00e0 l\u2019\u00e9galit\u00e9 professionnelle.<\/li><li>Un benchmark quantitatif de 20 autres branches permettant de situer la branche du num\u00e9rique, de l\u2019ing\u00e9nierie, des \u00e9tudes, du conseil et des m\u00e9tiers de l\u2019\u00e9v\u00e9nement sur des indicateurs cl\u00e9s en termes d\u2019emploi (profil des salari\u00e9s).<\/li><li>Un benchmark qualitatif de 4 branches choisies pour leur proximit\u00e9 sur ces indicateurs : branches des banques, des industries chimiques, de la m\u00e9tallurgie, des t\u00e9l\u00e9communications) afin d\u2019en tirer de bonnes pratiques transf\u00e9rables. Ce benchmark a \u00e9t\u00e9 r\u00e9alis\u00e9 sur la base d\u2019une analyse documentaire et d\u2019entretiens men\u00e9s aupr\u00e8s d\u2019un\u00b7e de leur repr\u00e9sentant\u00b7e respectif\u00b7ve et ainsi enrichir les recommandations.<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"anchor-1\">Les principaux enseignements de l\u2019\u00e9tude<\/h3>\n\n\n\n<ul class=\"wp-block-list\"><li>La branche pr\u00e9sente un d\u00e9s\u00e9quilibre global de mixit\u00e9, les 2\/3 des salari\u00e9\u00b7e\u00b7s \u00e9tant des hommes, avec pourtant des situations tr\u00e8s contrast\u00e9es par secteur.<\/li><li>Le plafond de verre, qui limite l\u2019acc\u00e8s des femmes aux postes \u00e0 responsabilit\u00e9s, subsiste dans la branche, comme dans les autres secteurs d\u2019activit\u00e9.<\/li><li>Les diff\u00e9rences de conditions d\u2019emplois entre les femmes et les hommes portent surtout sur le temps partiel.<\/li><li>La qualification et la formation des femmes et des hommes ne pr\u00e9sentent pas de diff\u00e9rence significative :<ul><li>Le niveau de qualification des salari\u00e9\u00b7e\u00b7s est particuli\u00e8rement \u00e9lev\u00e9 dans la branche, pour les femmes comme pour les hommes ;<\/li><li>Le niveau de qualification des salari\u00e9\u00b7e\u00b7s est particuli\u00e8rement \u00e9lev\u00e9 dans la branche, pour les femmes comme pour les hommes.<\/li><\/ul><\/li><li>Le&nbsp; suivi&nbsp; et la n\u00e9gociation&nbsp; sur l\u2019\u00e9galit\u00e9&nbsp; professionnelle dans les entreprises se d\u00e9veloppent mais pourraient progresser : plus d\u2019un tiers des entreprises de 50 salari\u00e9\u00b7e\u00b7s et plus ont sign\u00e9 ou sont en train de n\u00e9gocier un accord sur l\u2019\u00e9galit\u00e9 professionnelle, la moiti\u00e9 a mis en place (ou est en train) un plan d\u2019action (qu\u2019un accord soit sign\u00e9 ou non).<\/li><li>Les sujets trait\u00e9s dans les accords d\u2019entreprise analys\u00e9s au cours de l\u2019\u00e9tude mettent en avant un certain nombre de sujets prioritaires correspondant au diagnostic g\u00e9n\u00e9ral r\u00e9alis\u00e9 lors de l\u2019\u00e9tude.<\/li><li>Les cong\u00e9s de parentalit\u00e9 sont identifi\u00e9s comme un sujet important pour l\u2019\u00e9galit\u00e9 professionnelle.<\/li><li>Bien que la branche ait une volont\u00e9 affirm\u00e9e d\u2019assurer un bon \u00e9quilibre entre vie professionnelle et vie personnelle pour l\u2019ensemble des salari\u00e9\u00b7e\u00b7s, celui-ci reste difficile \u00e0 mettre en \u0153uvre.<\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Synth\u00e8se du rapport d&rsquo;\u00e9tude: <a aria-label=\"undefined (s\u2019ouvre dans un nouvel onglet)\" href=\"https:\/\/www.syntec.fr\/wp-content\/uploads\/2019\/10\/2017-03-07_opiiec_egalite_pro_liv2_synthese_vf_valide.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/www.syntec.fr\/wp-content\/uploads\/2019\/10\/2017-03-07_opiiec_egalite_pro_liv2_synthese_vf_valide.pdf<\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u00c9tude compl\u00e8te  <a aria-label=\"undefined (s\u2019ouvre dans un nouvel onglet)\" href=\"https:\/\/www.syntec.fr\/wp-content\/uploads\/2019\/10\/2017-03-07_opiiec_egalite_pro_liv1_rapport_final_vf_valide.pdf\" target=\"_blank\" rel=\"noreferrer noopener\"> https:\/\/www.syntec.fr\/wp-content\/uploads\/2019\/10\/2017-03-07_opiiec_egalite_pro_liv1_rapport_final_vf_valide.pdf<\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Une &eacute;tude publi&eacute;e en d&eacute;cembre 2016, pour disposer d&rsquo;une appr&eacute;ciation de la situation et de la mise en &oelig;uvre de l&rsquo;accord de branche relatif &agrave;<a href=\"https:\/\/cfdt-spie.com\/?p=1646\" class=\"more-link\">(plus&#8230;)<\/a><\/p>\n","protected":false},"author":1,"featured_media":1647,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[18,287],"tags":[254,130,36],"class_list":["post-1646","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-accords-entreprise-spie-infoservices","category-spie-ics-ex-infoservices","tag-egalite-femmes-hommes","tag-egalite-pro","tag-syntec"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - 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