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Les inégalités salariales femmes-hommes dans les entreprises

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  • Thomas Breda

    (IPP - Institut des politiques publiques, PSE - Paris School of Economics - UP1 - Université Paris 1 Panthéon-Sorbonne - ENS-PSL - École normale supérieure - Paris - PSL - Université Paris Sciences et Lettres - EHESS - École des hautes études en sciences sociales - ENPC - École des Ponts ParisTech - CNRS - Centre National de la Recherche Scientifique - INRAE - Institut National de Recherche pour l’Agriculture, l’Alimentation et l’Environnement, PJSE - Paris Jourdan Sciences Economiques - UP1 - Université Paris 1 Panthéon-Sorbonne - ENS-PSL - École normale supérieure - Paris - PSL - Université Paris Sciences et Lettres - EHESS - École des hautes études en sciences sociales - ENPC - École des Ponts ParisTech - CNRS - Centre National de la Recherche Scientifique - INRAE - Institut National de Recherche pour l’Agriculture, l’Alimentation et l’Environnement)

  • Paul Dutronc-Postel

    (IPP - Institut des politiques publiques)

  • Joyce Sultan Parraud

    (IPP - Institut des politiques publiques)

  • Maxime Tô

    (IPP - Institut des politiques publiques)

Abstract

Même si elles se sont contractées, les inégalités salariales entre les femmes et les hommes demeurent importantes : en 2018 les femmes ont en moyenne des salaire inférieurs de 25 % par rapport aux hommes. L'ampleur de cet écart varie cependant de 5 à 25 % selon la façon dont il est mesuré. L'utilisation de différents indicateurs des inégalités est nécessaire : chacun a une logique propre et la comparaison des différentes mesures offre des clés de compréhension utiles pour la conception de politiques publiques pertinentes. Nous montrons ici qu'une part substantielle des inégalités s'explique par de la ségrégation entre entreprises, les femmes travaillant en moyenne dans des entreprises offrant des salaires plus faibles. Ainsi, pour résorber totalement les inégalités de salaire entre les femmes et les hommes, on ne peut se contenter d'imposer l'égalité salariale aux entreprises et d'autres politiques seront nécessaires. Afin de synthétiser ces différentes mesures des écarts de salaire femmes-hommes, l'IPP lance un nouvel outil en ligne permettant à l'utilisateur de faire ses propres choix méthodologiques et de visualiser en quelques clics l'évolution des écarts salariaux sur longue période selon différentes modalités et dans différents groupes de salariés et d'entreprises.

Suggested Citation

  • Thomas Breda & Paul Dutronc-Postel & Joyce Sultan Parraud & Maxime Tô, 2021. "Les inégalités salariales femmes-hommes dans les entreprises," Institut des Politiques Publiques halshs-03243407, HAL.
    • Handle: RePEc:hal:ipppap:halshs-03243407
    Note: View the original document on HAL open archive server: https://shs.hal.science/halshs-03243407
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    References listed on IDEAS

    as
    1. Thomas Le Barbanchon & Roland Rathelot & Alexandra Roulet, 2021. "Gender Differences in Job Search: Trading off Commute against Wage," The Quarterly Journal of Economics, President and Fellows of Harvard College, vol. 136(1), pages 381-426.
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    3. Thomas Breda & Julien Grenet & Marion Monnet & Clémentine van Effenterre, 2019. "Role Models féminins : un levier efficace pour inciter les filles à poursuivre des études scientifiques ?," Post-Print hal-02443152, HAL.
    4. Elise Coudin & Sophie Maillard & Maxime Tô, 2018. "Family, Firms and the Gender Wage Gap in France," Working Papers 2018-09, Center for Research in Economics and Statistics.
    5. Thomas Le Barbanchon & Roland Rathelot & Alexandra Roulet, 0. "Gender Differences in Job Search: Trading off Commute against Wage," The Quarterly Journal of Economics, Oxford University Press, vol. 136(1), pages 381-426.
    6. Thomas Breda & Julien Grenet & Marion Monnet & Clémentine van Effenterre, 2019. "Role Models féminins : un levier efficace pour inciter les filles à poursuivre des études scientifiques ?," Post-Print hal-02443152, HAL.
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