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L'égalité des femmes et des hommes en entreprise. De nouvelles avancées dans la négociation ?


  • Jacqueline Laufer
  • Rachel Silvera


The adoption of the 9 May 2001 law led to a new phase in strategies for negotiating equality. The transition from equality in law to de facto equality is far from being achieved, but the process now appears to be underway. Since 2001, more than 50 occupational equality agreements have been signed in France, especially in major groups. Many different topics are covered, including recruitment, careers, training, pay and work-life balance. Companies? commitments vary from agreement to agreement: strict application of the principle of non-discrimination; monitoring of gendered indicators; introduction of a principle of proportionality; quantified objectives and, even, ?affirmative action?. It is important to observe how such commitments will actually be implemented and whether existing resistance to gender mainstreaming in companies by all of the social partners will be lifted ? which is currently still far from being the case. JEL codes: J16, J 52, J53.

Suggested Citation

  • Jacqueline Laufer & Rachel Silvera, 2006. "L'égalité des femmes et des hommes en entreprise. De nouvelles avancées dans la négociation ?," Revue de l'OFCE, Presses de Sciences-Po, vol. 97(2), pages 245-271.
  • Handle: RePEc:cai:reofsp:reof_097_0245

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    Cited by:

    1. Clotilde Coron, 2016. "The negotiation of collective agreements in France: Challenges and characteristics of negotiating gender equality," Post-Print hal-01377305, HAL.

    More about this item

    JEL classification:

    • J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
    • J53 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Labor-Management Relations; Industrial Jurisprudence


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