{"id":143596,"date":"2022-09-16T15:26:16","date_gmt":"2022-09-16T15:26:16","guid":{"rendered":"https:\/\/admin.industriall-union.org\/journee-internationale-de-l-egalite-salariale\/"},"modified":"2025-01-28T00:55:20","modified_gmt":"2025-01-28T00:55:20","slug":"journee-internationale-de-l-egalite-salariale","status":"publish","type":"article","link":"https:\/\/admin.industriall-union.org\/fr\/journee-internationale-de-l-egalite-salariale\/","title":{"rendered":"Journ\u00e9e internationale de l\u2019\u00e9galit\u00e9 salariale"},"content":{"rendered":"

Selon le Rapport mondial sur les salaires 2020-21<\/a> de l’OIT, l’impact de la pand\u00e9mie a affect\u00e9 de mani\u00e8re disproportionn\u00e9e le total salarial des femmes par rapport \u00e0 celui des hommes. Cette r\u00e9duction salariale plus importante pour les femmes signifie que l’\u00e9cart de r\u00e9mun\u00e9ration entre les sexes, d\u00e9j\u00e0 existant, risque de se creuser davantage.<\/p>

En outre, l’aggravation pr\u00e9vue de la crise actuelle du co\u00fbt de la vie est, selon le Rapport mondial 2022 sur l’\u00e9cart entre les femmes et les hommes du FEM<\/a>, susceptible d’affecter plus gravement les femmes que les hommes, car elles continuent \u00e0 engranger des revenus et \u00e0 accumuler des richesses \u00e0 des niveaux inf\u00e9rieurs.<\/p>

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La diff\u00e9rentiation de r\u00e9mun\u00e9ration entre hommes et femmes est le r\u00e9sultat de multiples facteurs<\/a>.<\/p>

Le principe de l’\u00e9galit\u00e9 de r\u00e9mun\u00e9ration entre hommes et femmes, pour un travail de valeur \u00e9gale, est \u00e9nonc\u00e9 dans la Convention n°100 de l’OIT sur l’\u00e9galit\u00e9 de r\u00e9mun\u00e9ration et dans la Convention n°111 concernant la discrimination (emploi et profession). Ces deux instruments visent \u00e0 \u00e9liminer les pratiques discriminatoires, y compris salariales, au sein du monde du travail.<\/p>

Comme le souligne un r\u00e9cent rapport de l’OIT<\/a>, la n\u00e9cessit\u00e9 de s’attaquer \u00e0 l’\u00e9cart de r\u00e9mun\u00e9ration entre les sexes ne fait plus d\u00e9bat, la question est plut\u00f4t de savoir comment.<\/p>

Les mesures de transparence salariale peuvent \u00eatre efficaces pour identifier les diff\u00e9rences de r\u00e9mun\u00e9ration existantes entre les hommes et les femmes et, en tant que telles, constituer des moyens de lutte contre l’\u00e9cart de r\u00e9mun\u00e9ration entre les sexes.<\/p>

La n\u00e9gociation collective, la classification et l’\u00e9valuation neutres du point de vue du genre des emplois, le rel\u00e8vement du plancher salarial et la garantie d’une \u00e9volution de carri\u00e8re \u00e9quitable et inclusive pour les femmes sont d’autres moyens que les syndicats utilisent<\/a> pour combler le foss\u00e9 salarial entre les sexes.<\/p>

Les affili\u00e9s d’IndustriALL passent \u00e0 l’action ! Il faut l’\u00e9quit\u00e9 entre les genres maintenant !<\/p>


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