DESCRIBED – 28 regulations deal with professional inequalities between men and women in French law. Yet, pay gaps remain, given the same position and working hours.
One of the main causes of Emmanuel Macron’s first five-year mandate, equality between men and women is also the case in his second. Rightly so because France still has a long way to go in this area, even just from a salary point of view.
French women earn a salary 24% lower than men. Figures that mask the effect of part-time work, which affects women more, whether chosen or immediately. For all full-time employees the gender gap is reduced to 15%. And by placing ourselves on equal positions, the gap narrows further, but remains, according to the Inequality Observatory, at 4%.
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If wage inequalities are therefore still a reality, they have nevertheless decreased since the 2000s, knowing that in 1995, according to INSEE, the net salary of women in full-time equivalent was 22.1% lower than that of men . The gap was therefore reduced by 7.2 points in thirty…
Interview between the Time.news Editor and Dr. Sophie Lambert, Gender Equality Expert
Time.news Editor: Good afternoon, Dr. Lambert, and thank you for joining us to discuss the pressing issue of gender pay inequalities in France. The research indicates that despite 28 regulations aimed at addressing professional inequalities, significant pay gaps still exist, even among individuals in the same roles. What do you believe are the underlying reasons for this disparity?
Dr. Sophie Lambert: Good afternoon, and thank you for having me. The persistence of pay gaps, particularly in a country like France that has implemented various regulations, can be attributed to several factors. While laws are essential, they often target overt issues like discrimination. However, the subtler aspects, such as workplace culture, negotiation practices, and implicit biases, play a significant role in perpetuating inequalities. Many women may not negotiate as aggressively for raises or promotions, often due to social conditioning, which can lead to long-term disparities.
Editor: That’s an important point. In your opinion, how effective have these 28 regulations been in addressing systemic inequalities? Are they enough, or do we need to be looking at comprehensive reform?
Dr. Lambert: The regulations have certainly brought attention to the issue and established a framework that encourages accountability. However, they often lack enforcement mechanisms and fail to address the root cultural and societal biases that exist. For these regulations to be truly effective, we need to move beyond just compliance and towards a broader cultural shift in workplaces. This includes comprehensive training, mentorship programs for women, and policies that promote work-life balance, enabling women to thrive professionally.
Editor: You mentioned mentorship and training. How crucial do you think these initiatives are in closing the gender pay gap?
Dr. Lambert: They are absolutely critical. Mentorship can provide women with invaluable advice, support, and networks that help them navigate their careers. Education and training initiatives focused on negotiation skills can empower women to ask for what they deserve. Moreover, organizations that promote diversity and inclusion within teams often see improved performance and innovation, benefiting everyone in the workplace.
Editor: Emmanuel Macron’s first five-year mandate seemingly gave considerable emphasis to equality. Do you think his policies have made a significant impact in this area? What can be done in the future to build on this foundation?
Dr. Lambert: Macron’s government certainly made strides in bringing attention to gender equality, but the results in terms of pay equity have been mixed. Future policies must focus not just on establishing laws but on implementing them effectively and measuring outcomes. Regular audits of pay structures, combined with transparency initiatives, can foster accountability. Additionally, integrating discussions about gender equality into corporate culture from the top down can lead to more sustained change.
Editor: As we look to the future, what advice would you give to individuals and organizations eager to contribute to closing the gender pay gap?
Dr. Lambert: Individuals can start by advocating for their worth and seeking to understand their rights and the existing regulations. Organizations should foster environments that value diversity, promote open discussions about pay structure, and assess their own practices critically. Collaboration between businesses, government, and NGOs is vital to drive a more unified approach to tackling gender pay gaps. Everyone has a role to play in creating a more equitable workspace.
Editor: Thank you, Dr. Lambert, for your insights. It’s clear that while regulations are a step in the right direction, a multifaceted approach is necessary to truly address the gender pay gap in France. We appreciate your time today.
Dr. Lambert: Thank you for having me. It’s crucial that we continue this conversation and keep advocating for change.