{"id":1679,"date":"2022-11-18T10:38:54","date_gmt":"2022-11-18T09:38:54","guid":{"rendered":"https:\/\/cgtcemp.fr\/?p=1679"},"modified":"2022-11-18T14:19:57","modified_gmt":"2022-11-18T13:19:57","slug":"legalite-salariale-cest-pour-quand","status":"publish","type":"post","link":"https:\/\/cgtcemp.fr\/index.php\/2022\/11\/18\/legalite-salariale-cest-pour-quand\/","title":{"rendered":"L\u2019\u00c9GALIT\u00c9 SALARIALE, C\u2019EST POUR QUAND ?"},"content":{"rendered":"\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" loading=\"lazy\" width=\"980\" height=\"513\" src=\"https:\/\/cgtcemp.fr\/wp-content\/uploads\/2022\/11\/xPAS-DES-OBJETS-HD-980x513.jpg.pagespeed.ic_.9BpSKlTiNS.png\" alt=\"\" class=\"wp-image-1682\" srcset=\"https:\/\/cgtcemp.fr\/wp-content\/uploads\/2022\/11\/xPAS-DES-OBJETS-HD-980x513.jpg.pagespeed.ic_.9BpSKlTiNS.png 980w, https:\/\/cgtcemp.fr\/wp-content\/uploads\/2022\/11\/xPAS-DES-OBJETS-HD-980x513.jpg.pagespeed.ic_.9BpSKlTiNS-300x157.png 300w, https:\/\/cgtcemp.fr\/wp-content\/uploads\/2022\/11\/xPAS-DES-OBJETS-HD-980x513.jpg.pagespeed.ic_.9BpSKlTiNS-768x402.png 768w\" sizes=\"(max-width: 980px) 100vw, 980px\" \/><\/figure>\n\n\n\n<p>4 novembre, c\u2019est le jour de l\u2019ann\u00e9e o\u00f9 les femmes arr\u00eatent d\u2019\u00eatre pay\u00e9es en France. Et encore, cette date est retenue \u00e0 partir d\u2019un chiffre minor\u00e9, celui d\u2019Eurostat, qui estime l\u2019\u00e9cart salarial entre les femmes et les hommes \u00e0 15,8%, alors que l\u2019Insee le chiffre \u00e0 27,8%. Pourquoi une telle diff\u00e9rence ?<\/p>\n\n\n\n<p>Parce qu\u2019Eurostat compare les salaires horaires et ne prend pas en compte la diff\u00e9rence de temps de travail alors que 80% des salari\u00e9.es \u00e0 temps partiel sont des femmes.<br>Mais, est-il encore n\u00e9cessaire de parler d\u2019\u00e9galit\u00e9 salariale alors que l\u2019on en traite \u00e0 longueur d\u2019antenne ? Malheureusement, oui, car malgr\u00e9 le pinkwashing permanent, la situation ne s\u2019am\u00e9liore pas. Elle se d\u00e9grade m\u00eame depuis l\u2019\u00e9pid\u00e9mie de COVID<sup>1<\/sup>. Serait-ce, alors, parce que les in\u00e9galit\u00e9s seraient in\u00e9luctables ? Non. La r\u00e9ponse est malheureusement beaucoup plus triviale. Mettre fin \u00e0 28% d\u2019\u00e9cart de salaire, cela n\u00e9cessite des augmentations \u00e9quivalentes\u2026 que le patronat ne veut pas financer\u2026 Pour mettre fin aux in\u00e9galit\u00e9s, il suffirait, en fait, de prendre des mesures contraignantes et d\u2019agir sur les bons leviers.<br>Le premier d\u2019entre eux, c\u2019est les temps partiels. Structurels pour de nombreuses ouvri\u00e8res\/employ\u00e9es, caissi\u00e8res, aides \u00e0 domicile, agentes d\u2019entretien\u2026 ils s\u2019accompagnent de salaires mensuels inf\u00e9rieurs au seuil de pauvret\u00e9, avec des amplitudes horaires dignes de cadres sup, et du travail le soir et le week-end\u2026<br>Supprimer les exon\u00e9rations de cotisations sociales sur les temps partiels, int\u00e9grer les temps de trajet entre deux missions comme du temps de travail, r\u00e9mun\u00e9rer les interruptions de plus d\u20191h30, sont autant de dispositions concr\u00e8tes qui permettraient de mettre fin \u00e0 ce scandale.<br>Il faut, ensuite, revaloriser les m\u00e9tiers dans lesquels les femmes sont concentr\u00e9es, les m\u00e9tiers du soin et du lien. Une \u00e9tude r\u00e9alis\u00e9e par l\u2019IRES<sup>2<\/sup>&nbsp;indique que si on reconnaissait les qualifications des m\u00e9tiers f\u00e9minis\u00e9s au m\u00eame niveau que les m\u00e9tiers masculinis\u00e9s, il faudrait augmenter de 37% les professeur.es des \u00e9coles, de 42% les assistantes maternelles\u2026<br>Troisi\u00e8me facteur sur lequel agir : les d\u00e9roul\u00e9s de carri\u00e8re. Le plafond de verre ou, plut\u00f4t, le plafond de m\u00e8re. D\u00e9nonc\u00e9es par l\u2019Ugict-CGT dans une campagne qui avait recueilli des centaines de t\u00e9moignages avec le #viedem\u00e8re, les discriminations li\u00e9es \u00e0 la maternit\u00e9 sont malheureusement toujours tristement banales. Alors qu\u2019en France la responsabilit\u00e9 professionnelle est toujours associ\u00e9e \u00e0 la disponibilit\u00e9 permanente, le fait d\u2019\u00eatre m\u00e8re se traduit par le blocage de la carri\u00e8re. Pour pr\u00e9venir et corriger ces discriminations, la CGT propose de rendre obligatoire un indicateur (\u00ab Clerc \u00bb du nom du militant qui l\u2019a invent\u00e9) pour suivre les d\u00e9roulements de carri\u00e8re.<br>Enfin, la multiplication de primes et autres parts variables est un facteur qui contribue \u00e0 creuser les \u00e9carts. \u00c0 l\u2019inverse de l\u2019index \u00e9galit\u00e9 salariale, il convient d\u2019imposer la transparence sur les salaires et, surtout, de sanctionner toutes les entreprises dans lesquelles des \u00e9carts demeurent !<br>Des mesures simples et salutaires qui n\u00e9cessitent juste un peu de volont\u00e9 politique. Une urgence alors que l\u2019inflation p\u00e9nalise encore plus les femmes !<\/p>\n\n\n\n<p><a href=\"https:\/\/www.egalite-professionnelle.cgt.fr\/legalite-salariale-cest-pour-quand\/\">Source<\/a><\/p>\n\n<div class=\"twitter-share\"><a href=\"https:\/\/twitter.com\/intent\/tweet?via=cempcgt\" class=\"twitter-share-button\">Tweet<\/a><\/div>\n","protected":false},"excerpt":{"rendered":"4 novembre, c\u2019est le jour de l\u2019ann\u00e9e o\u00f9 les femmes arr\u00eatent d\u2019\u00eatre pay\u00e9es en France. Et encore, cette date est retenue \u00e0 partir d\u2019un chiffre minor\u00e9, celui d\u2019Eurostat, qui estime l\u2019\u00e9cart salarial entre les femmes et les hommes \u00e0 15,8%, alors que l\u2019Insee le chiffre \u00e0 27,8%. Pourquoi une telle diff\u00e9rence ? Parce qu\u2019Eurostat compare les salaires horaires et ne prend pas en compte la diff\u00e9rence de temps de travail alors que 80% des salari\u00e9.es \u00e0 temps partiel sont des femmes.Mais, est-il encore n\u00e9cessaire de parler d\u2019\u00e9galit\u00e9 salariale alors que l\u2019on en traite \u00e0 longueur d\u2019antenne ? Malheureusement, oui, car malgr\u00e9 le pinkwashing permanent, la situation ne s\u2019am\u00e9liore pas. Elle se d\u00e9grade m\u00eame depuis l\u2019\u00e9pid\u00e9mie de COVID1. Serait-ce, alors, parce ","protected":false},"author":6,"featured_media":1682,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none"},"categories":[1],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.7 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>L\u2019\u00c9GALIT\u00c9 SALARIALE, C\u2019EST POUR QUAND ? &ndash; UGICT-CGT CEMP<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/cgtcemp.fr\/index.php\/2022\/11\/18\/legalite-salariale-cest-pour-quand\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"L\u2019\u00c9GALIT\u00c9 SALARIALE, C\u2019EST POUR QUAND ? &ndash; UGICT-CGT CEMP\" \/>\n<meta property=\"og:description\" content=\"4 novembre, c\u2019est le jour de l\u2019ann\u00e9e o\u00f9 les femmes arr\u00eatent d\u2019\u00eatre pay\u00e9es en France. Et encore, cette date est retenue \u00e0 partir d\u2019un chiffre minor\u00e9, celui d\u2019Eurostat, qui estime l\u2019\u00e9cart salarial entre les femmes et les hommes \u00e0 15,8%, alors que l\u2019Insee le chiffre \u00e0 27,8%. Pourquoi une telle diff\u00e9rence ? Parce qu\u2019Eurostat compare les salaires horaires et ne prend pas en compte la diff\u00e9rence de temps de travail alors que 80% des salari\u00e9.es \u00e0 temps partiel sont des femmes.Mais, est-il encore n\u00e9cessaire de parler d\u2019\u00e9galit\u00e9 salariale alors que l\u2019on en traite \u00e0 longueur d\u2019antenne ? Malheureusement, oui, car malgr\u00e9 le pinkwashing permanent, la situation ne s\u2019am\u00e9liore pas. Elle se d\u00e9grade m\u00eame depuis l\u2019\u00e9pid\u00e9mie de COVID1. 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