{"id":5057,"date":"2022-02-24T14:30:49","date_gmt":"2022-02-24T13:30:49","guid":{"rendered":"https:\/\/www.tool4staffing.com\/?p=5057"},"modified":"2026-03-25T15:58:12","modified_gmt":"2026-03-25T14:58:12","slug":"egalite-homme-femme-travail","status":"publish","type":"post","link":"https:\/\/staging.tool4staffing.com\/?p=5057","title":{"rendered":"Comment aller vers plus d\u2019\u00e9galit\u00e9 homme femme au travail ?"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"5057\" class=\"elementor elementor-5057\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-935c73b elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"935c73b\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-b75f837\" data-id=\"b75f837\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-bc7d484 elementor-widget elementor-widget-heading\" data-id=\"bc7d484\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Comment aller vers plus d\u2019\u00e9galit\u00e9 homme femme au travail ?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-20e61f4 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"20e61f4\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-a03d922\" data-id=\"a03d922\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-beaf2e7 elementor-widget elementor-widget-text-editor\" data-id=\"beaf2e7\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p>\u00c9galit\u00e9 professionnelle, \u00e9carts de salaire, acc\u00e8s aux postes de direction, conciliation vie pro\/perso, pr\u00e9vention des violences sexistes et sexuelles&#8230; Autant de sujets o\u00f9 demeurent les in\u00e9galit\u00e9s <b>malgr\u00e9 les prises de conscience et multiples engagements<\/b> jusqu\u2019au sommet de l\u2019\u00c9tat pour atteindre l&rsquo;\u00e9galit\u00e9 femme homme dans les entreprises de l\u2019hexagone et au travail en g\u00e9n\u00e9ral.<\/p><p>Comme un rituel de fin d\u2019ann\u00e9e, l\u2019association f\u00e9ministe Les Glorieuses annon\u00e7ait le 3 novembre dernier que les femmes commen\u00e7aient, \u00e0 compter de ce jour, \u00e0 travailler gratuitement jusqu\u2019\u00e0 la fin de l\u2019ann\u00e9e. Et cet \u00e9cart de r\u00e9mun\u00e9ration entre les hommes et les femmes est encore plus grand cette ann\u00e9e: 16,5% en 2021 contre 15,5% l\u2019ann\u00e9e derni\u00e8re. Dans ce contexte, <b>la lutte pour l\u2019\u00e9galit\u00e9 homme femme au travail<\/b> est plus que jamais n\u00e9cessaire. Dans cet article, retrouvez les chiffres de la parit\u00e9 dans les entreprises et quelques pistes pour aller vers plus d\u2019\u00e9galit\u00e9 homme femme au travail, notamment \u00e0 l\u2019embauche.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-23f23d3 elementor-widget elementor-widget-heading\" data-id=\"23f23d3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">O\u00f9 s\u2019installent les in\u00e9galit\u00e9s ?<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-178bc31 elementor-widget elementor-widget-text-editor\" data-id=\"178bc31\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p>Au-del\u00e0 des in\u00e9galit\u00e9s de salaires \u00e9voqu\u00e9es en introduction, on distingue 2 autres axes d\u2019am\u00e9liorations pour promouvoir la parit\u00e9 professionnelle.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4667cf1 elementor-widget elementor-widget-heading\" data-id=\"4667cf1\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h4 class=\"elementor-heading-title elementor-size-default\">Les emplois pr\u00e9caires<\/h4>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3e6df10 elementor-widget elementor-widget-text-editor\" data-id=\"3e6df10\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Tout d\u2019abord, ce sont surtout les femmes qui occupent les postes \u00e0 temps partiel et contrats pr\u00e9caires. D\u2019apr\u00e8s l\u2019Insee, en effet,\u00a0<\/span><a href=\"https:\/\/www.insee.fr\/fr\/statistiques\/fichier\/2891765\/ecrt17j-f4-2-temps-travail.pdf\" target=\"_blank\" rel=\"noopener\">80% des emplois en temps partiels sont occup\u00e9s par des femmes<\/a><span style=\"font-weight: 400;\">. Selon Rebecca Amsellem, \u00e9conomiste pour <\/span><i><span style=\"font-weight: 400;\">Les Glorieuses<\/span><\/i><span style=\"font-weight: 400;\">, les femmes sont plus amen\u00e9es \u00e0 am\u00e9nager leur temps de travail afin de pouvoir s\u2019occuper des enfants ou des personnes \u00e2g\u00e9es. \u201cOn remarque que la diff\u00e9rence de salaire se creuse encore plus pour les femmes \u00e0 partir de l\u2019\u00e2ge o\u00f9 elles vont avoir leur premier enfant, entre 30 et 35 ans\u201d.<\/span><\/p><p><span style=\"font-weight: 400;\">Si on ne conna\u00eet pas encore pr\u00e9cis\u00e9ment l\u2019impact du Covid sur ces in\u00e9galit\u00e9s, le fait que la plan de relance du gouvernement (100 milliards d\u2019euros) soit orient\u00e9 vers l\u2019a\u00e9ronautique, le BTP ou l\u2019environnement n\u2019est pas un signe encourageant au titre de la parit\u00e9. Investir dans les domaines du soin ou de l\u2019aide \u00e0 domicile, l\u00e0 o\u00f9 les femmes sont majoritaires, permettrait peut-\u00eatre d\u2019agir sur les \u00e9carts.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-bcdc9d4 elementor-widget elementor-widget-image\" data-id=\"bcdc9d4\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t\t\t\t\t\t\t\t\t<figure class=\"wp-caption\">\n\t\t\t\t\t\t\t\t\t\t\t<a href=\"https:\/\/www.vie-publique.fr\/eclairage\/19602-droits-des-femmes-ou-en-est-legalite-professionnelle\" target=\"_blank\">\n\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"512\" height=\"510\" src=\"https:\/\/staging.tool4staffing.com\/wp-content\/uploads\/2022\/01\/2020-crise-saniataire.png\" class=\"attachment-large size-large wp-image-5061\" alt=\"2020 : La crise sanitaire du Covid-19 comme r\u00e9v\u00e9lateur\" srcset=\"https:\/\/staging.tool4staffing.com\/wp-content\/uploads\/2022\/01\/2020-crise-saniataire.png 512w, https:\/\/staging.tool4staffing.com\/wp-content\/uploads\/2022\/01\/2020-crise-saniataire-300x300.png 300w, https:\/\/staging.tool4staffing.com\/wp-content\/uploads\/2022\/01\/2020-crise-saniataire-150x150.png 150w\" sizes=\"(max-width: 512px) 100vw, 512px\" \/>\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t\t\t\t<figcaption class=\"widget-image-caption wp-caption-text\">Source : vie-publique.fr<\/figcaption>\n\t\t\t\t\t\t\t\t\t\t<\/figure>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d0257c9 elementor-widget elementor-widget-heading\" data-id=\"d0257c9\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h4 class=\"elementor-heading-title elementor-size-default\">L\u2019acc\u00e8s aux postes de direction<\/h4>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d86c2ec elementor-widget elementor-widget-text-editor\" data-id=\"d86c2ec\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">On vient de f\u00eater les 10 ans de la loi Cop\u00e9-Zimmermann qui a impos\u00e9 un quota de 40% de femmes dans les Conseils d\u2019administration (CA) des entreprises de plus de 250 salari\u00e9s, avec un d\u00e9lai de mise en conformit\u00e9 de 6 ans (qui arrivait \u00e0 \u00e9ch\u00e9ance le 1er janvier 2017). Si les femmes comptent d\u00e9sormais pour 44% dans les conseils d\u2019administration des grandes entreprises, l\u2019effet attendu de ruissellement sur les autres instances dirigeantes des entreprises n&rsquo;est pas encore atteint officiellement. En France, 42 % des femmes sont cadres. Pourtant, <\/span><b>elles repr\u00e9sentent seulement 17 % des postes de direction et 10 % du top management.<\/b><span style=\"font-weight: 400;\"> (Chiffres Minist\u00e8re du Travail, mai 2018).<\/span><\/p><p><span style=\"font-weight: 400;\">La juste repr\u00e9sentation des femmes au sein des instances de direction se heurte \u00e0 <\/span><b>des st\u00e9r\u00e9otypes et des repr\u00e9sentations de genre<\/b><span style=\"font-weight: 400;\"> tr\u00e8s ancr\u00e9es dans notre pays. Selon un sondage r\u00e9alis\u00e9 par Kantar \u00e0 l\u2019occasion des Assises de la Parit\u00e9, 63 % des 1.000 personnes interrog\u00e9es en mars et avril 2021 pensent qu\u2019avant de mettre en place des quotas de femmes dans les instances dirigeantes des entreprises, il faut d\u00e9j\u00e0<\/span><b> changer les mentalit\u00e9s.<\/b><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-123cf60 elementor-widget elementor-widget-image\" data-id=\"123cf60\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t\t\t\t\t\t\t\t\t<figure class=\"wp-caption\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" width=\"512\" height=\"341\" src=\"https:\/\/staging.tool4staffing.com\/wp-content\/uploads\/2022\/01\/Des-progres-a-faire.png\" class=\"attachment-large size-large wp-image-5062\" alt=\"Des progr\u00e8s \u00e0 faire, surtout au travail\" srcset=\"https:\/\/staging.tool4staffing.com\/wp-content\/uploads\/2022\/01\/Des-progres-a-faire.png 512w, https:\/\/staging.tool4staffing.com\/wp-content\/uploads\/2022\/01\/Des-progres-a-faire-300x200.png 300w\" sizes=\"(max-width: 512px) 100vw, 512px\" \/>\t\t\t\t\t\t\t\t\t\t\t<figcaption class=\"widget-image-caption wp-caption-text\">Source : Kantar, 2021<\/figcaption>\n\t\t\t\t\t\t\t\t\t\t<\/figure>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-710b543 elementor-widget elementor-widget-heading\" data-id=\"710b543\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Comment lutter contre les discriminations ?<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4088ae5 elementor-widget elementor-widget-text-editor\" data-id=\"4088ae5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Toutes les \u00e9tudes montrent que les entreprises qui ont fait une place importante aux femmes aux fonctions de direction sont non seulement plus rentables et productives mais aussi plus dynamiques (croissance, agilit\u00e9) et innovantes. En t\u00e9moigne par exemple l\u2019\u00e9tude \u00ab How and Where Diversity Drives Financial Performance \u00bb men\u00e9e sur 1.700 entreprises dans 8 pays dont la France (Harvard Business Review, 30 janvier 2018).\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">Les entreprises qui sauront s\u2019organiser pour trouver des candidates de valeur, les comp\u00e9tences des administratrices de demain, n\u2019auront aucune difficult\u00e9 \u00e0 atteindre la parit\u00e9 dans leur \u00e9quipe de cadres dirigeants.tes.<\/span><\/p><p><span style=\"font-weight: 400;\">Ainsi, il convient de lutter contre les st\u00e9r\u00e9otypes et d&rsquo;identifier les \u00e9carts d\u00e8s le processus de recrutement pour lutter contre les discriminations \u00e0 l\u2019embauche.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-945579d elementor-widget elementor-widget-heading\" data-id=\"945579d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h4 class=\"elementor-heading-title elementor-size-default\">Favoriser l\u2019\u00e9galit\u00e9 des sexes au quotidien<\/h4>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7aaa7a8 elementor-widget elementor-widget-text-editor\" data-id=\"7aaa7a8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">En tant que dirigeant ou DRH, vous pouvez contribuer \u00e0 <\/span><b>faire \u00e9voluer les mentalit\u00e9s en interne<\/b><span style=\"font-weight: 400;\">, en mettant en place diff\u00e9rentes actions. Par exemple :<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">inciter l\u2019accueil de stagiaires femmes dans les m\u00e9tiers o\u00f9 elles sont sous-repr\u00e9sent\u00e9es ;<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">encourager le mentorat ou le coaching pour booster les progressions de carri\u00e8res ;<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">veiller \u00e0 l\u2019\u00e9galit\u00e9 de temps de parole dans les r\u00e9unions (\u00e0 l\u2019instar de Sarenza qui, malgr\u00e9 65% d\u2019effectif f\u00e9minin, voyait la parole monopolis\u00e9e par les hommes en r\u00e9union) ;<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">imposer l\u2019\u00e9galit\u00e9 des sexes des intervenants \u00e0 l\u2019ext\u00e9rieur de l\u2019entreprise (conf\u00e9rences, s\u00e9minaires, etc\u2026) ;<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">veiller \u00e0 la mixit\u00e9 dans les promotions internes, en particulier pour les fonctions \u00e0 responsabilit\u00e9.<\/span><\/li><\/ul><div><span style=\"color: #002b78;\">\u00a0<\/span><\/div><p><span style=\"font-weight: 400;\">Toujours dans le cadre de <\/span><b>la parit\u00e9 homme-femme<\/b><span style=\"font-weight: 400;\"> et ce depuis plusieurs ann\u00e9es, le gouvernement pousse les entreprises \u00e0 ne pas empi\u00e9ter sur la vie priv\u00e9e des collaborateurs en les encourageant \u00e0 :<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Proscrire les r\u00e9unions \u00e0 des heures tardives ;<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Imposer des d\u00e9lais de pr\u00e9venance pour les d\u00e9placements professionnels ;<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">Respecter le <\/span><a href=\"https:\/\/www.legifrance.gouv.fr\/affichCodeArticle.do?cidTexte=LEGITEXT000006072050&amp;idArticle=LEGIARTI000006901767&amp;dateTexte=&amp;categorieLien=cid\"><span style=\"font-weight: 400;\">droit \u00e0 la d\u00e9connexion<\/span><\/a><span style=\"font-weight: 400;\"> des salari\u00e9s.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-296290a elementor-widget elementor-widget-heading\" data-id=\"296290a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h4 class=\"elementor-heading-title elementor-size-default\">Fixer des grilles de salaires transparentes <\/h4>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-291f94f elementor-widget elementor-widget-text-editor\" data-id=\"291f94f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">C\u2019est souvent d\u00e8s l\u2019embauche que les diff\u00e9rences de r\u00e9mun\u00e9ration entre femmes et hommes apparaissent. La meilleure mani\u00e8re de combattre ces in\u00e9galit\u00e9s en amont est donc de fixer une grille de salaire transparente. Une nouvelle recrue, homme ou femme, devra recevoir une proposition salariale en phase avec les grilles de salaires de l\u2019entreprise. C\u2019est ce qui est d\u00e9j\u00e0 pratiqu\u00e9 dans de nombreuses grandes entreprises comme Oracle, L\u2019Or\u00e9al ou encore Mars. Il arrive parfois qu\u2019une candidate restreigne ses pr\u00e9tentions sous le poids des st\u00e9r\u00e9otypes ou pour un sentiment de manque de l\u00e9gitimit\u00e9, plus pr\u00e9sent chez les femmes. Dans ce cas, vous pouvez ajuster \u00e0 la hausse ses pr\u00e9tentions en vous basant sur la moyenne de votre grille de salaire pour son poste. <\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8b76e89 elementor-widget elementor-widget-heading\" data-id=\"8b76e89\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h4 class=\"elementor-heading-title elementor-size-default\">Combattre les pr\u00e9jug\u00e9s d\u00e8s le processus de recrutement gr\u00e2ce aux logiciels <\/h4>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-93b3567 elementor-widget elementor-widget-text-editor\" data-id=\"93b3567\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">En premier lieu, vous pouvez veiller \u00e0 ce que vos titres de postes soient mixtes ou d\u00e9genr\u00e9s lorsque vous publiez une offre d\u2019emploi. Choisissez l\u2019\u00e9criture inclusive \u201cdirecteur.trices\u201d ou mieux, indiquez \u201cposte de direction\u201d. Ensuite, t\u00e2chez d\u2019\u00e9quilibrer le ratio de femmes et d\u2019hommes re\u00e7us en entretien.<\/span><\/p><p><span style=\"font-weight: 400;\">Alors que<\/span><a href=\"https:\/\/www.journaldugeek.com\/2021\/10\/31\/quand-lintelligence-artificielle-decide-seule-de-licencier\/?utm_plz_email_id=6183b29f007fb74e18c3aaee&amp;cid=617a95cfd59cbc254bd6ae56&amp;utm_source=plezi-newsletter&amp;utm_medium=email&amp;utm_campaign=pleziNL\"><span style=\"font-weight: 400;\"> l\u2019Intelligence Artificielle (IA) se trouve de plus en plus impliqu\u00e9e dans la gestion des entreprises<\/span><\/a><span style=\"font-weight: 400;\">, certaines technologies tout \u00e0 fait ma\u00eetris\u00e9es peuvent vous aider \u00e0 lutter contre les st\u00e9r\u00e9otypes dans vos processus de recrutement. En effet, les ATS (<\/span><span style=\"font-weight: 400;\">pour <\/span><i><span style=\"font-weight: 400;\">Applicant Tracking System<\/span><\/i><span style=\"font-weight: 400;\">) sont des logiciels<\/span><span style=\"font-weight: 400;\"> de gestion des candidatures<\/span><span style=\"font-weight: 400;\"> qui permettent aux \u00e9quipes RH de mieux piloter leurs recrutements. Parmi les fonctionnalit\u00e9s appr\u00e9ci\u00e9es : recherche par comp\u00e9tences, \u00e9valuation des candidats, am\u00e9lioration de la marque employeur, etc\u2026<\/span><\/p><p><span style=\"font-weight: 400;\">Un ATS permet donc de s\u00e9lectionner des candidats par comp\u00e9tences et par l\u2019exp\u00e9rience en int\u00e9grant <\/span><b>le CV anonyme, donc d\u00e9-genr\u00e9,<\/b><span style=\"font-weight: 400;\"> \u00e9vitant ainsi tout pr\u00e9jug\u00e9 <\/span><a href=\"https:\/\/tool4staffing.com\/blog\/halte-a-la-discrimination-a-lage-dans-le-marche-de-lemploi\/\"><span style=\"font-weight: 400;\">incluant ceux li\u00e9s \u00e0 l\u2019\u00e2ge<\/span><\/a><span style=\"font-weight: 400;\"> ou <\/span><a href=\"https:\/\/www.liberation.fr\/societe\/discrimination-dans-le-btp-sos-racisme-epingle-pres-dune-agence-dinterim-sur-deux-20211008_GJUGB2YIBVDILBDAFYTLUZMGQI\/\"><span style=\"font-weight: 400;\">aux origines.<\/span><\/a><span style=\"font-weight: 400;\"> Il vous est \u00e9galement possible de jouer sur le <\/span><a href=\"https:\/\/tool4staffing.com\/blog\/recruteurs-osez-le-matching-semantique\/\"><span style=\"font-weight: 400;\">matching s\u00e9mantique<\/span><\/a><span style=\"font-weight: 400;\"> pour obtenir la meilleure diversit\u00e9 de candidats. Dans ce cas, l\u2019algorithme compare les CV et votre offre d\u2019emploi et vous donne une indication des CV qui <\/span><i><span style=\"font-weight: 400;\">matchen<\/span><\/i><span style=\"font-weight: 400;\">t le mieux en termes de s\u00e9mantique, selon les indications que vous lui aurez donn\u00e9es.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-fcefc1a elementor-widget elementor-widget-text-editor\" data-id=\"fcefc1a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><b>Vous voulez contribuer \u00e0 aller vers plus de parit\u00e9 \u00e0 l\u2019embauche ? Utilisez un logiciel de recrutement intelligent pour qualifier votre base candidat !<\/b><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Alors que les femmes travaillent gratuitement depuis le 3 novembre, d\u00e9couvrez les chiffres de la parit\u00e9 et des pistes pour l\u2019am\u00e9liorer.<\/p>\n","protected":false},"author":5,"featured_media":5060,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[20],"tags":[],"class_list":["post-5057","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-carte-blanche"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Comment aller vers plus d\u2019\u00e9galit\u00e9 homme femme au travail ? 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