“…The CGT male negotiator, on the other hand, was very critical of the content of the agreement. He was supported by the CGT national equality strategy based on social justice and feminist arguments (Binet, ). At the last session of the Works Council's examination of the draft agreement, this elected CGT representative regretted that none of his 30 proposals had been accepted and denounced the superficial nature of the management's commitment to gender equality: We denounce equality policy, and more broadly social policy, as external propaganda!…”
Section: Adjusted Gap and Cohort Studies As Concurrent Indicators Thmentioning
confidence: 99%
“…The 2015 Rebsamen Law on the modernization and simplification of social dialogue has responded to some of these critics by suppressing this Report in favour of a new economic and social data bank ( Base de Données Economiques et Sociales ). According to many trade unionists, feminist activists and some lawyers, this evolution presented as an enlarged right of information for the Works Council risks diluting the cause of equality at work (Binet, ; Santoro, ).…”
Section: Quantification and Equal Employment Policies In France: An Omentioning
This article proposes to study the discreet ‘battles of numbers’ at workplace level, particularly exacerbated on pay equity, in relation to its potential additional costs for employers. Figures are at once a framework, an object and a resource for power struggles between social partners. This approach is inspired by ‘statactivism’, a research perspective that studies the ways and contexts in which statistics can become tools for social mobilization. In a European context where bargaining is increasingly decentralized to company level, we argue that researchers should pay attention to statistical resources and quantification skills of negotiators, both on the management and unions side. They should also include in their analytical framework the influence of experts and specialists who advise social partners on how to strategically produce and use gender‐sensitive statistics. In this article, two case studies allow us to open the ‘black box’ of equality bargaining, revealing challenges and controversies of gender pay reporting.
“…The CGT male negotiator, on the other hand, was very critical of the content of the agreement. He was supported by the CGT national equality strategy based on social justice and feminist arguments (Binet, ). At the last session of the Works Council's examination of the draft agreement, this elected CGT representative regretted that none of his 30 proposals had been accepted and denounced the superficial nature of the management's commitment to gender equality: We denounce equality policy, and more broadly social policy, as external propaganda!…”
Section: Adjusted Gap and Cohort Studies As Concurrent Indicators Thmentioning
confidence: 99%
“…The 2015 Rebsamen Law on the modernization and simplification of social dialogue has responded to some of these critics by suppressing this Report in favour of a new economic and social data bank ( Base de Données Economiques et Sociales ). According to many trade unionists, feminist activists and some lawyers, this evolution presented as an enlarged right of information for the Works Council risks diluting the cause of equality at work (Binet, ; Santoro, ).…”
Section: Quantification and Equal Employment Policies In France: An Omentioning
This article proposes to study the discreet ‘battles of numbers’ at workplace level, particularly exacerbated on pay equity, in relation to its potential additional costs for employers. Figures are at once a framework, an object and a resource for power struggles between social partners. This approach is inspired by ‘statactivism’, a research perspective that studies the ways and contexts in which statistics can become tools for social mobilization. In a European context where bargaining is increasingly decentralized to company level, we argue that researchers should pay attention to statistical resources and quantification skills of negotiators, both on the management and unions side. They should also include in their analytical framework the influence of experts and specialists who advise social partners on how to strategically produce and use gender‐sensitive statistics. In this article, two case studies allow us to open the ‘black box’ of equality bargaining, revealing challenges and controversies of gender pay reporting.
“…The 2017 labour law reforms accelerated the longer‐term trends towards ‘organized decentralization’ (Baccaro and Howell ). French trade unions and many labour lawyers argue that the shift from law to bargaining will weaken employer duties and risks downgrading gender equality in a context where it is already marginal in comparison with other priorities (Binet ; Miné ). Our analysis gives weight to those fears and confirms that state‐level sanctions and obligations are a crucial driving factor.…”
‘Bargained equality’ reflects wider characteristics of French employment relations whereby state‐driven collective bargaining is a major mode of regulation but is based on weak workplace bargaining cultures outside the largest firms. This article focuses on duties on French employers to bargain on gender equality. It presents findings of a project evaluating workplace agreements and plans on gender equality, based on a sample of 186 agreements submitted in 2014–2015, in 10 sectors, and in‐depth interviews in 20 companies. Despite a rise in formal compliance due to stronger enforcement since 2012, our analysis shows that most companies submitting plans or agreements do not systematically address quantitative measurement of pay or other gender gaps. As well as sectoral differences, the analysis also identifies ‘generational effects’: processes of change which occur as collective agreements expire and are replaced are dependent on local dynamics of bargaining. Based on this analysis, we argue that attention should be paid to the resources available to local bargaining actors, in order to promote an equality agenda.
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