{"id":5511,"date":"2014-04-02T18:06:14","date_gmt":"2014-04-02T18:06:14","guid":{"rendered":"http:\/\/localhost:8080\/?p=5511"},"modified":"2014-04-02T18:06:14","modified_gmt":"2014-04-02T18:06:14","slug":"femmes-et-technique-deux-mots-incompatibles-a-orange","status":"publish","type":"post","link":"https:\/\/dev.cfecgc-orange.app\/index.php\/2014\/04\/02\/femmes-et-technique-deux-mots-incompatibles-a-orange\/","title":{"rendered":"Femmes et technique : deux mots incompatibles \u00e0 Orange?"},"content":{"rendered":"

Les m\u00e9tiers techniques sont particuli\u00e8rement r\u00e9tifs \u00e0 la pr\u00e9sence des femmes. Une \u00e9tude sur Orange r\u00e9cemment publi\u00e9e par l\u2019Institut des m\u00e9tiers[1]<\/a> nous apprend qu\u2019elles n\u2019y repr\u00e9sentent que 18%. C\u2019est \u00e9videmment insuffisant, en premier lieu au regard du taux de f\u00e9minisation moyen dans le groupe (36%).<\/p>\n

En analysant plus particuli\u00e8rement 5 m\u00e9tiers techniques o\u00f9 le taux de f\u00e9minisation est tr\u00e8s bas, l\u2019\u00e9tude permet de bien comprendre les causes et les m\u00e9canismes qui conduisent \u00e0 cette situation. Mais l\u2019int\u00e9r\u00eat de l\u2019\u00e9tude va plus loin. Parce que les sources de l\u2019in\u00e9galit\u00e9 professionnelle et les formes qu\u2019elle prend sont similaires d\u2019un domaine professionnel \u00e0 l\u2019autre\u00a0; parce qu\u2019elle d\u00e9pend aussi des grands choix op\u00e9r\u00e9s par l\u2019entreprise dans la conduite de ses activit\u00e9s.<\/p>\n

En cons\u00e9quence, des solutions existent \u00e0 Orange pour lutter contre cette in\u00e9galit\u00e9\u00a0; il appartient \u00e0 l\u2019entreprise non seulement de corriger les in\u00e9galit\u00e9s existantes – <\/strong>elle fait des efforts en ce sens – mais aussi de repenser les conditions de travail, les mobilit\u00e9s trop contraintes, l\u2019organisation hi\u00e9rarchique, la centralisation en r\u00e9gion parisienne et la culture d\u2019entreprise.<\/p>\n

\u00a0<\/p>\n

\"pdf\"notre article complet<\/span><\/a><\/p>\n

\"pdf\"T\u00e9l\u00e9charger le tract<\/span><\/a><\/p>\n

\u00a0<\/p>\n

\n

\u00a0<\/p>\n

[1]<\/a> \u00ab\u00a0Les femmes dans les m\u00e9tiers techniques chez Orange\u00a0: entre st\u00e9r\u00e9otypes et l\u00e9gitimit\u00e9 professionnelle<\/i>\u00a0\u00bb par le Cereq, juin 2013.<\/p>\n

\u00a0<\/div>\n
\u00a0<\/div>\n

\u00a0<\/p>\n","protected":false},"excerpt":{"rendered":"

Les m\u00e9tiers techniques sont particuli\u00e8rement r\u00e9tifs \u00e0 la pr\u00e9sence des femmes. Une \u00e9tude sur Orange r\u00e9cemment publi\u00e9e par l\u2019Institut des m\u00e9tiers[1] nous apprend qu\u2019elles n\u2019y repr\u00e9sentent que 18%. C\u2019est \u00e9videmment […]<\/p>\n","protected":false},"author":1,"featured_media":12,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[68],"tags":[],"class_list":["post-5511","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-egalite-professionnelle"],"blog_post_layout_featured_media_urls":{"thumbnail":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"full":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false]},"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":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"cvmm-medium":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"cvmm-medium-plus":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"cvmm-portrait":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"cvmm-medium-square":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"cvmm-large":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"cvmm-small":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"full":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false]},"_links":{"self":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts\/5511","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=5511"}],"version-history":[{"count":0,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts\/5511\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/media\/12"}],"wp:attachment":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/media?parent=5511"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/categories?post=5511"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/tags?post=5511"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}