{"id":10251,"date":"2018-11-26T15:00:54","date_gmt":"2018-11-26T15:00:54","guid":{"rendered":"http:\/\/localhost:8080\/?p=10251"},"modified":"2018-11-26T15:00:54","modified_gmt":"2018-11-26T15:00:54","slug":"egalite-professionnelle-femmes-hommes-politique-et-initiatives-en-europe","status":"publish","type":"post","link":"https:\/\/dev.cfecgc-orange.app\/index.php\/2018\/11\/26\/egalite-professionnelle-femmes-hommes-politique-et-initiatives-en-europe\/","title":{"rendered":"Egalit\u00e9 professionnelle femmes-hommes: politique et initiatives en Europe"},"content":{"rendered":"<p>[<em style=\"font-family: Lato; font-size: 14px; background: none; text-shadow: none;\">French version here\/English version below<\/em>]<\/p>\n<p>Dans le cadre du Comit\u00e9 de Groupe Europ\u00e9en d&rsquo;Orange des 6, 7 et 8 novembre 2018 \u00e0 Nice, la Direction du Groupe a inscrit un point \u00e0 l&rsquo;ordre du jour relatif \u00e0 l\u2019\u00e9galit\u00e9 professionnelle femmes\u2013hommes, pr\u00e9sent\u00e9 par Line P\u00e9lissier, Directrice de la Diversit\u00e9 Groupe.<\/p>\n<p> La politique du Groupe en mati\u00e8re d\u2019\u00e9galit\u00e9 professionnelle s\u2019inscrit dans la continuit\u00e9 avec un 5\u00e8me accord sur ce th\u00e8me sign\u00e9 le 29 janvier 2018. Elle repose sur 4 piliers&nbsp;consistant \u00e0 faire progresser :<\/p>\n<ul>\n<li>l&rsquo;acc\u00e8s des femmes aux postes \u00e0 responsabilit\u00e9<\/li>\n<li>la mixit\u00e9 dans tous les m\u00e9tiers, notamment techniques<\/li>\n<li>l&rsquo;\u00e9galit\u00e9 salariale entre les hommes et les femmes<\/li>\n<li>l&rsquo;\u00e9quilibre vie priv\u00e9e \/ vie professionnelle<\/li>\n<\/ul>\n<p>Cette politique est pilot\u00e9e par l&rsquo;un des 6 comit\u00e9s strat\u00e9giques de gouvernance du Groupe. Son objet est d\u2019initier des actions et de suivre les progr\u00e8s. Il accompagne les entit\u00e9s europ\u00e9ennes du Groupe qui sont engag\u00e9es dans un processus de certification GEEIS (Gender Equality &#038; Diversity for European &#038; International Standard). <\/p>\n<p> Il existe un palmar\u00e8s des entreprises au regard du taux de f\u00e9minisation de leurs instances dirigeantes&nbsp;: Orange y est class\u00e9e 8<sup>\u00e8me<\/sup> des 120 entreprises du SBF 120 et 1\u00e8re dans le secteur des t\u00e9l\u00e9coms. <\/p>\n<p> Les r\u00e9sultats pr\u00e9sent\u00e9s autour de ce processus de certification constituent en eux-m\u00eames une mesure des progr\u00e8s de la mise en \u0153uvre de la politique du Groupe visant \u00e0 promouvoir l\u2019\u00e9galit\u00e9 dans toutes les entit\u00e9s en Europe. La certification d\u2019une entit\u00e9 suppose en effet la r\u00e9alisation d\u2019audits, et les niveaux de certification atteints attestent en cons\u00e9quence de la mise en \u0153uvre dans les divers pays europ\u00e9ens d\u2019initiatives locales, d\u2019actions en mati\u00e8re d\u2019\u00e9quilibre vie priv\u00e9e \/ vie professionnelle, de sensibilisation en faveur de l\u2019\u00e9galit\u00e9 professionnelle, et de mesures favorisant la mixit\u00e9.<\/p>\n<p>Toutes ces th\u00e9matiques sont \u00e9valu\u00e9es par crit\u00e8res et un suivi est op\u00e9r\u00e9 assurant une harmonisation des pratiques qui est elle-m\u00eame cens\u00e9e g\u00e9n\u00e9rer des progr\u00e8s sur les diff\u00e9rents KPI. <\/p>\n<p> Les chiffres de l\u2019\u00e9galit\u00e9 professionnelle pr\u00e9sent\u00e9s montrent cependant peu de progr\u00e8s: sur les deux derni\u00e8res ann\u00e9es aucune am\u00e9lioration significative (\u00e0 l\u2019\u00e9chelle du Groupe) n\u2019est constat\u00e9e, que ce soit sur le taux de f\u00e9minisation des effectifs globaux, celui des m\u00e9tiers techniques, des managers, des managers de managers, et des COMEX. Quant au taux de f\u00e9minisation des recrutements externes, il ne permet pas d\u2019anticiper de vrais changements \u00e0 venir pour le Groupe, sauf peut-\u00eatre pour l\u2018Espagne, la Roumaine et la Pologne qui ont recrut\u00e9 davantage de femmes. L\u2019Espagne, la Moldavie et la Roumaine font \u00e9galement mieux que la moyenne du Groupe s\u2019agissant du taux de f\u00e9minisation de leurs effectifs globaux. Pour celui des COMEX, la France et la Roumanie se distinguent. <\/p>\n<p> <b>Les \u00e9lus ont \u00e9t\u00e9 assez peu sensibles \u00e0 l\u2019\u00e9nonc\u00e9 des labels et certificats dont peuvent se pr\u00e9valoir un nombre croissants d\u2019entit\u00e9s d\u2019Orange en Europe.&nbsp; Certains y voient le souci de plaire aux investisseurs.&nbsp; <\/b><b>Ils ont en revanche pris note des faibles progr\u00e8s r\u00e9alis\u00e9s au travers des chiffres pr\u00e9sent\u00e9s. <\/b><\/p>\n<p> <b>Les \u00e9lus ont regrett\u00e9 que ces chiffres ne soient pr\u00e9sent\u00e9s que pour les seules ann\u00e9es 2016 et 2017, alors que la Direction reconnait elle-m\u00eame que les progr\u00e8s sont n\u00e9cessairement lents. Ainsi, il aurait \u00e9t\u00e9 int\u00e9ressant que la Direction proc\u00e8de \u00e0 une comparaison des derniers r\u00e9sultats avec les chiffres pr\u00e9sent\u00e9s lors du Comit\u00e9 de Groupe Europ\u00e9en de novembre 2016. Nous avons fait l\u2019exercice, et force est de constater qu\u2019il n\u2019aurait pas, en s\u00e9ance, suscit\u00e9 l\u2019enthousiasme des membres du Comit\u00e9, tant la tendance reste atone. <\/b><\/p>\n<p> <b>Enfin les \u00e9lus ont regrett\u00e9 que la d\u00e9licate question de la r\u00e9duction des in\u00e9galit\u00e9s salariales ne fasse pas l\u2019objet de plus d\u2019ambition et de moyens.<\/b><\/p>\n<p>[<em style=\"font-family: Lato; font-size: 14px;\">English version<\/em>]<\/p>\n<p>As part of the Orange European Works Council meeting held in Nice on 6th, 7th and 8th November 2018, the Group&rsquo;s Management included an item on the agenda relating to gender equality in the workplace, presented by Line P\u00e9lissier, Director of Group Diversity.<\/p>\n<p> The Group&rsquo;s policy on professional equality is in line with a 5th agreement on this subject signed on January 29th 2018. It is based on 4 pillars consisting in making progress:<\/p>\n<ul>\n<li>women&rsquo;s access to positions of responsibility<\/li>\n<li>mixing in all professions, especially technical<\/li>\n<li>equal pay for men and women<\/li>\n<li>the balance between private and professional life<\/li>\n<\/ul>\n<p>This policy is managed by one of the Group&rsquo;s 6 strategic governance committees. Its purpose is to initiate actions and monitor progress. It supports the Group&rsquo;s european entities that are involved in a certification process known as GEEIS (Gender Equality &#038; Diversity for European &#038; International Standard). <\/p>\n<p> There is a list of companies in terms of rate of feminisation of their management bodies: Orange is ranked 8th out of 120 SBF 120 companies, and 1st in the telecom sector.<\/p>\n<p> The results presented around this certification process are in themselves a measure of the progress made in implementing the Group&rsquo;s policy to promote equality in all entities in Europe. The certification of an entity requires audits to be carried out and the levels of certification achieved attest to the implementation in the various European countries of local initiatives, actions on work-life balance, awareness raising in favour of professional equality and measures to promote gender diversity. <\/p>\n<p> All these themes are evaluated by criteria and a follow-up is carried out ensuring a harmonization of practices which is itself supposed to generate progress on the various KPIs.<\/p>\n<p> However, the professional equality figures presented show little progress: over the last two years, no significant progress (at Group level) has been made in terms of the feminisation rate of the overall workforce, the technical professions, managers and COMEX. As for the feminisation rate of external recruitment, it does not allow us to anticipate significant future improvements for the Group, except perhaps for Spain, Romania and Poland, which have recruited more women. Spain and Romania also do better than the group average in terms of the feminisation rate of their workforce. For the COMEX, France and Romania stand out. <\/p>\n<p> <b>The European Works Council members have been relatively insensitive to the statement of labels and certificates available to a growing number of Orange entities in Europe.&nbsp; Some see it as a concern to please investors.&nbsp;<\/b><b>On the other hand, they noted the limited progress made through the figures presented. <\/b><\/p>\n<p> <b>They regretted that these figures were presented only for the years 2016 and 2017, whereas the Management itself acknowledges that progress is necessarily slow. It would have been interesting for Management to compare the latest results with the figures presented at the November 2016 European Works Council. We did the exercise and it must be said that it would not have aroused the enthusiasm of the Committee members during the meeting, as the trend remains sluggish. <\/b><\/p>\n<p> <b>Finally, the Committee members regretted that the delicate issue of reducing pay inequalities was not given more means.<\/b><\/p>\n","protected":false},"excerpt":{"rendered":"<p>[French version here\/English version below] Dans le cadre du Comit\u00e9 de Groupe Europ\u00e9en d&rsquo;Orange des 6, 7 et 8 novembre 2018 \u00e0 Nice, la Direction du Groupe a inscrit un [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[68],"tags":[],"class_list":["post-10251","post","type-post","status-publish","format-standard","hentry","category-egalite-professionnelle"],"blog_post_layout_featured_media_urls":{"thumbnail":"","full":""},"categories_names":{"68":{"name":"Egalit\u00e9 Professionnelle - Diversit\u00e9 - Discrimination","link":"https:\/\/dev.cfecgc-orange.app\/index.php\/category\/cit\/diversite\/egalite-professionnelle\/"}},"tags_names":[],"comments_number":"0","wpmagazine_modules_featured_media_urls":{"thumbnail":"","cvmm-medium":"","cvmm-medium-plus":"","cvmm-portrait":"","cvmm-medium-square":"","cvmm-large":"","cvmm-small":"","full":""},"_links":{"self":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts\/10251","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/comments?post=10251"}],"version-history":[{"count":0,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts\/10251\/revisions"}],"wp:attachment":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/media?parent=10251"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/categories?post=10251"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/tags?post=10251"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}