{"id":2047,"date":"2020-10-28T12:32:37","date_gmt":"2020-10-28T11:32:37","guid":{"rendered":"https:\/\/www.csa.be\/egalitediversite\/?page_id=2047"},"modified":"2020-10-30T11:46:31","modified_gmt":"2020-10-30T10:46:31","slug":"ressources-humaines-quelles-inegalites-conciliation-vie-privee-vie-professionnelle","status":"publish","type":"page","link":"https:\/\/www.csa.be\/egalitediversite\/ressources-humaines-quelles-inegalites-conciliation-vie-privee-vie-professionnelle\/","title":{"rendered":"Egalit\u00e9 de genre dans les m\u00e9tiers de l’audiovisuel : Quelles in\u00e9galit\u00e9s ? Conciliation vie priv\u00e9e – vie professionnelle"},"content":{"rendered":"

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Quelles in\u00e9galit\u00e9s ?<\/h4>\n

Conciliation vie priv\u00e9e \u2013 vie professionnelle<\/span><\/span>\u00a0<\/span><\/h1>\n

[\/et_pb_text][et_pb_divider show_divider=\u00a0\u00bboff\u00a0\u00bb _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb][\/et_pb_divider][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ admin_label=\u00a0\u00bbEpisodes\u00a0\u00bb _builder_version=\u00a0\u00bb4.5.6″ background_color=\u00a0\u00bb#1″ custom_padding=\u00a0\u00bb0px||0px||false|\u00a0\u00bb top_divider_color=\u00a0\u00bb#1a1844″ top_divider_height=\u00a0\u00bb12vw\u00a0\u00bb top_divider_flip=\u00a0\u00bbvertical\u00a0\u00bb top_divider_arrangement=\u00a0\u00bbabove_content\u00a0\u00bb top_divider_height_tablet=\u00a0\u00bb60px\u00a0\u00bb top_divider_height_phone=\u00a0\u00bb60px\u00a0\u00bb top_divider_height_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb][et_pb_row _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb custom_padding=\u00a0\u00bb85px||0px|||\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_font=\u00a0\u00bbLato|900|||||||\u00a0\u00bb header_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_font_size=\u00a0\u00bb60px\u00a0\u00bb header_line_height=\u00a0\u00bb1.2em\u00a0\u00bb header_2_font=\u00a0\u00bb|700|||||||\u00a0\u00bb header_2_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_2_font_size=\u00a0\u00bb22px\u00a0\u00bb header_2_line_height=\u00a0\u00bb1.6em\u00a0\u00bb custom_margin=\u00a0\u00bb||20px|||\u00a0\u00bb]<\/p>\n

Conciliation vie priv\u00e9e – vie professionnelle<\/span><\/h2>\n

Donn\u00e9es chiffr\u00e9es et constats<\/span><\/h1>\n
    <\/ul>\n

    [\/et_pb_text][et_pb_divider color=\u00a0\u00bb#1a1844″ divider_weight=\u00a0\u00bb3px\u00a0\u00bb _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb width=\u00a0\u00bb20%\u00a0\u00bb module_alignment=\u00a0\u00bbleft\u00a0\u00bb][\/et_pb_divider][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb width=\u00a0\u00bb60%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb34px|auto||auto||\u00a0\u00bb border_width_all=\u00a0\u00bb3px\u00a0\u00bb border_color_all=\u00a0\u00bb#1a1844″][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_font=\u00a0\u00bbLato|900|||||||\u00a0\u00bb header_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_font_size=\u00a0\u00bb60px\u00a0\u00bb header_line_height=\u00a0\u00bb1.2em\u00a0\u00bb header_2_font=\u00a0\u00bb|700|||||||\u00a0\u00bb header_2_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_2_font_size=\u00a0\u00bb22px\u00a0\u00bb header_2_line_height=\u00a0\u00bb1.6em\u00a0\u00bb width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb||30px|||\u00a0\u00bb custom_padding=\u00a0\u00bb||7px|||\u00a0\u00bb]<\/p>\n

    Le sentiment de responsabilit\u00e9 de l\u2019employeur par rapport l\u2019\u00e9quilibre vie priv\u00e9e-vie professionnelle de son personnel est partag\u00e9 par les hommes et les femmes qui ont r\u00e9pondu au questionnaire.\u00a0<\/span><\/span><\/span><\/span>Cependant, si le r\u00f4le de l\u2019employeur est point\u00e9,\u00a0<\/span><\/span>seul.e.s<\/span><\/span>\u00a027,07 % des femmes et 35,83 % des hommes ont l\u2019impression que la gestion du personnel de leur entreprise tient en compte la situation familiale des travailleur.euse.s<\/span><\/span><\/strong><\/span><\/span>.<\/span><\/p>\n

    [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_font=\u00a0\u00bbLato|900|||||||\u00a0\u00bb header_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_font_size=\u00a0\u00bb60px\u00a0\u00bb header_line_height=\u00a0\u00bb1.2em\u00a0\u00bb header_2_font=\u00a0\u00bb|700|||||||\u00a0\u00bb header_2_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_2_font_size=\u00a0\u00bb22px\u00a0\u00bb header_2_line_height=\u00a0\u00bb1.6em\u00a0\u00bb width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb||8px|||\u00a0\u00bb]<\/p>\n

    Les difficult\u00e9s \u00e0 concilier vie priv\u00e9e et vie professionnelle dans l\u2019audiovisuel sont avanc\u00e9es par les deux genres. Les \u00e9carts dans les r\u00e9ponses des hommes et des femmes au questionnaire sont plus faibles que pour les th\u00e9matiques relatives \u00e0 la s\u00e9gr\u00e9gation verticale ou horizontale. Toutefois l\u2019analyse qualitative a montr\u00e9 que ce probl\u00e8me prend une acuit\u00e9 toute particuli\u00e8re pour les femmes.\u00a0<\/span><\/span>\u00a0<\/span><\/span><\/p>\n

    [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ admin_label=\u00a0\u00bbEpisodes\u00a0\u00bb _builder_version=\u00a0\u00bb4.5.6″ background_color=\u00a0\u00bb#ffffff\u00a0\u00bb custom_padding=\u00a0\u00bb0px||0px||false|\u00a0\u00bb top_divider_color=\u00a0\u00bb#fe4943″ top_divider_height=\u00a0\u00bb12vw\u00a0\u00bb top_divider_flip=\u00a0\u00bbvertical\u00a0\u00bb top_divider_arrangement=\u00a0\u00bbabove_content\u00a0\u00bb top_divider_height_tablet=\u00a0\u00bb60px\u00a0\u00bb top_divider_height_phone=\u00a0\u00bb60px\u00a0\u00bb top_divider_height_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb][et_pb_row _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb custom_padding=\u00a0\u00bb98px||0px|||\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_font=\u00a0\u00bbLato|900|||||||\u00a0\u00bb header_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_font_size=\u00a0\u00bb60px\u00a0\u00bb header_line_height=\u00a0\u00bb1.2em\u00a0\u00bb header_2_font=\u00a0\u00bb|700|||||||\u00a0\u00bb header_2_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_2_font_size=\u00a0\u00bb22px\u00a0\u00bb header_2_line_height=\u00a0\u00bb1.6em\u00a0\u00bb custom_margin=\u00a0\u00bb||20px|||\u00a0\u00bb]<\/p>\n

    Conciliation vie priv\u00e9e – vie professionnelle<\/span><\/h2>\n

    Les freins<\/span><\/h1>\n

    [\/et_pb_text][et_pb_divider color=\u00a0\u00bb#fe4943″ divider_weight=\u00a0\u00bb3px\u00a0\u00bb _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb width=\u00a0\u00bb20%\u00a0\u00bb module_alignment=\u00a0\u00bbright\u00a0\u00bb][\/et_pb_divider][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb width=\u00a0\u00bb60%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb24px|auto||auto||\u00a0\u00bb custom_padding=\u00a0\u00bb|||1px||\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_font=\u00a0\u00bbLato|900|||||||\u00a0\u00bb header_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_font_size=\u00a0\u00bb60px\u00a0\u00bb header_line_height=\u00a0\u00bb1.2em\u00a0\u00bb header_2_font=\u00a0\u00bb|700|||||||\u00a0\u00bb header_2_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_2_font_size=\u00a0\u00bb22px\u00a0\u00bb header_2_line_height=\u00a0\u00bb1.6em\u00a0\u00bb custom_margin=\u00a0\u00bb||30px|||\u00a0\u00bb]<\/p>\n

    Nous avons identifi\u00e9 trois freins relatifs \u00e0 la conciliation vie priv\u00e9e\/vie professionnelle qui impactent la trajectoire professionnelle des femmes : la r\u00e9partition in\u00e9gale des t\u00e2ches au sein du couple, les horaires atypiques sp\u00e9cifiques aux m\u00e9tiers de l\u2019audiovisuel et l\u2019acc\u00e8s \u00e0 la maternit\u00e9.<\/span><\/p>\n

    <\/span><\/p>\n

    [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ custom_margin=\u00a0\u00bb||-3px|||\u00a0\u00bb]<\/p>\n

     <\/p>\n

      \n
    • Frein 1 : La r\u00e9partition in\u00e9gale des t\u00e2ches au sein du couple<\/span><\/span><\/span><\/span><\/strong><\/em><\/span>\n

      <\/strong><\/em> <\/span><\/span><\/span><\/span><\/strong><\/em><\/span><\/p>\n

      <\/strong><\/em>Lorsque l\u2019on interroge les r\u00e9pondant.e.s au questionnaire sur la perception de la r\u00e9partition des t\u00e2ches domestiques et parentales au sein du couple,\u00a0<\/span><\/span>on constate<\/span><\/span>\u00a0que 11,41 % des femmes et 3,84 % des hommes affirment\u00a0<\/span><\/span>prendre en charge\u00a0<\/span><\/span>la plupart des t\u00e2ches parentales et\u00a0<\/span><\/span>domestiques\u00a0<\/span><\/span>au sein du couple. 33,56 % des femmes et 5,76 % des hommes d\u00e9clarent que\u00a0<\/span><\/span>la responsabilit\u00e9 est partag\u00e9e mais\u00a0<\/span><\/span>qu\u2019il<\/span><\/span>.<\/span><\/span>elle en fait<\/span><\/span>\u00a0plus que\u00a0<\/span><\/span>son ou sa partenaire.\u00a0<\/span><\/span>On rel\u00e8vera \u00e9galement que\u00a0<\/span><\/span>44,97 % des femmes et 56,73 % des hommes affirment partager la responsabilit\u00e9 \u00e9quitablement.\u00a0<\/span><\/span>Il semble donc y avoir une\u00a0<\/span><\/span>diff\u00e9rence de perception entre les hommes et les femmes<\/span><\/span>, qui peut\u00a0<\/span><\/span>s\u2019explique<\/span><\/span>r notamment<\/span><\/span>\u00a0par une sous-estimation des hommes du volume des t\u00e2ches domestiques et familiales prises en charge par les femmes<\/span><\/span>.<\/span><\/span>\u00a0<\/span><\/span>Nous avons identifi\u00e9 que ce d\u00e9s\u00e9quilibre se traduit par\u00a0<\/span><\/span>une augmentation de la charge mentale chez certaines femmes qui essayent tant bien que mal de concilier vie priv\u00e9e et vie professionnelle et, pour celles qui n\u2019ont pas encore d\u2019enfants, par un report, voire un renoncement \u00e0 la maternit\u00e9. Afin d\u2019all\u00e9ger leur charge mentale, certaines femmes qui disposent des ressources financi\u00e8res et familiales d\u00e9l\u00e9gueraient la prise en charge des t\u00e2ches personnelles et parentales \u00e0 des tiers (membres de la famille, baby-sitter). D\u2019autres<\/span><\/span>,\u00a0<\/span><\/span>s\u00e9par\u00e9es de leur conjoint.e avanceraient la garde altern\u00e9e comme un facteur\u00a0<\/span><\/span>favorisant une plus grande ad\u00e9quation entre la vie<\/span><\/span>\u00a0professionnelle et\u00a0<\/span><\/span>la\u00a0<\/span><\/span>vie priv\u00e9e. Celles-ci investissant pleinement la sph\u00e8re professionnelle la semaine o\u00f9 elles n\u2019ont pas la garde des enfants.<\/span><\/span>La fr\u00e9quence des horaires atypiques qui caract\u00e9rise l\u2019activit\u00e9 des professionnel.le.s des m\u00e9dias constitue un autre frein \u00e0 une conciliation vie priv\u00e9e-vie professionnelle.<\/span><\/span><\/span><\/p>\n<\/li>\n<\/ul>\n

      [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ custom_margin=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

       <\/p>\n

        \n
      • Frein 2 : La fr\u00e9quence des horaires atypiques sp\u00e9cifiques aux m\u00e9tiers de l’audiovisuel<\/i><\/b><\/span><\/span><\/span><\/span><\/span><\/strong><\/em><\/span><\/span><\/span><\/span><\/span><\/span>\n

        <\/strong><\/em><\/span><\/p>\n

        Au sein de l\u2019\u00e9chantillon de r\u00e9pondant.e.s au questionnaire, 61,41 % des r\u00e9pondant.e.s effectuent\u00a0souvent voire toujours des horaires atypiques.\u00a0Si l\u2019on d\u00e9taille davantage la vari\u00e9t\u00e9 des formes atypiques d\u2019emploi, nous pouvons noter que les horaires atypiques concernent davantage les hommes que les femmes, quelles que soient les plages horaires d\u2019emploi.\u00a0L\u2019in\u00e9gale r\u00e9partition des charges domestiques et familiales conduit certaines femmes \u00e0 renoncer aux horaires atypiques au profit de leur conjoint. C\u2019est d\u2019autant plus le cas lorsque les deux conjoints travaillent au sein d\u2019un \u00e9diteur de SMA ou du secteur audiovisuel et sont donc susceptibles tous deux d\u2019\u00eatre soumis \u00e0 des horaires de travail atypiques.\u00a0Moins nombreuses que les hommes \u00e0 s\u2019investir dans les plages horaires atypiques, les femmes ne b\u00e9n\u00e9ficient pas autant que les hommes de la contrepartie financi\u00e8re qui y est associ\u00e9e.\u00a0Cela peut aussi constituer un frein \u00e0 leur progression hi\u00e9rarchique puisqu\u2019ainsi elles ne feraient pas preuve d\u2019une \u00ab\u202fhyper-disponibilit\u00e9\u202f\u00bb qui constituerait pourtant une marque d\u2019engagement professionnel. Lorsque les femmes n\u2019ont pas de charge parentale, certaines tendraient \u00e0 reporter la maternit\u00e9 pour poursuivre leur carri\u00e8re. Pour celles qui ont une charge parentale, certaines vont refuser les horaires atypiques qu\u2019elles jugent incompatibles avec la maternit\u00e9, et restreindre ainsi les opportunit\u00e9s professionnelles. D\u2019autres professionnelles ayant des enfants \u00e0 charge vont entamer une reconversion professionnelle dans un secteur d\u2019activit\u00e9 aux horaires plus \u00ab\u202ftraditionnels\u202f\u00bb<\/span><\/p>\n<\/li>\n<\/ul>\n

        [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ custom_padding=\u00a0\u00bb30px|||||\u00a0\u00bb]<\/p>\n

          \n
        • Frein 3 : L\u2019acc\u00e8s \u00e0 la maternit\u00e9 <\/span><\/span><\/span><\/span><\/span><\/span><\/strong><\/em>\n

          <\/strong><\/em><\/p>\n

          <\/strong><\/em>Tout d\u2019abord, on rel\u00e8vera que les femmes sont plus nombreuses que les hommes \u00e0 b\u00e9n\u00e9ficier d\u2019un cong\u00e9 \u00e0 l\u2019arriv\u00e9e d\u2019un enfant dans le couple<\/span><\/span>.\u00a0<\/span><\/span>Pr\u00e8s de neuf r\u00e9pondantes sur dix (90,15 % de l\u2019\u00e9chantillon f\u00e9minin) qui ont des enfants d\u00e9clarent avoir pris un cong\u00e9 de maternit\u00e9. Un peu plus de six hommes sur dix d\u00e9clarent avoir b\u00e9n\u00e9fici\u00e9 un cong\u00e9 paternit\u00e9 (65,85 % de l\u2019\u00e9chantillon masculin)<\/span><\/span>.\u00a0<\/span><\/span>Ensuite, on constate que si les hommes et les femmes peuvent interrompre leur carri\u00e8re professionnelle, les motifs avanc\u00e9s ne suivent pas le m\u00eame ordonnancement\u202f: les deux premiers motifs des hommes qui ont r\u00e9pondu au questionnaire pour interrompre leur carri\u00e8re sont \u00ab\u202fdes raisons de sant\u00e9\u202f\u00bb (32,43 %) et \u00ab\u202fun choix personnel\u202f\u00bb (29,73 %). Les deux premiers motifs des femmes pour interrompre leur carri\u00e8re sont \u00ab\u202fdes raisons de sant\u00e9\u202f\u00bb (24,07 %) et \u00ab\u202fdes raisons familiales\u202f\u00bb (23,15 %). Ainsi, on notera que le motif \u00ab\u202fraisons familiales\u202f\u00bb r\u00e9unit 23,15 % des femmes et 5,41 % des hommes.<\/span><\/span>\u00a0<\/span><\/span>Enfin, la perception subjective des exp\u00e9riences de conciliation de la parentalit\u00e9 avec la sph\u00e8re professionnelle pr\u00e9sente des diff\u00e9rences de genre. Trois fois plus de femmes salari\u00e9es (25,41 %) que d\u2019hommes (7,58 %) sont d\u2019accord avec l\u2019affirmation selon laquelle le fait d\u2019avoir des enfants les ont p\u00e9nalis\u00e9s sur le plan professionnel (d\u00e9classement, absence\/refus de promotion, stagnation de carri\u00e8re, etc.)<\/span><\/span>.\u00a0<\/span><\/span><\/span>Les femmes salari\u00e9es (13,94 %) sont \u00e9galement plus nombreuses que les hommes salari\u00e9s (1,52 %) \u00e0 affirmer avoir rencontr\u00e9 des difficult\u00e9s lors du retour de cong\u00e9 de maternit\u00e9 ou de cong\u00e9 parental. Enfin, les femmes salari\u00e9es (20,5 %) sont deux fois plus nombreuses que les hommes salari\u00e9s (10,61 %) \u00e0 affirmer avoir rencontr\u00e9 des difficult\u00e9s pour prendre un cong\u00e9 lorsque leur enfant a \u00e9t\u00e9 malade.<\/span><\/span><\/span><\/span><\/p>\n<\/li>\n<\/ul>\n

          [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_font=\u00a0\u00bbLato|900|||||||\u00a0\u00bb header_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_font_size=\u00a0\u00bb60px\u00a0\u00bb header_line_height=\u00a0\u00bb1.2em\u00a0\u00bb header_2_font=\u00a0\u00bb|700|||||||\u00a0\u00bb header_2_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_2_font_size=\u00a0\u00bb22px\u00a0\u00bb header_2_line_height=\u00a0\u00bb1.6em\u00a0\u00bb custom_margin=\u00a0\u00bb||45px|||\u00a0\u00bb]<\/p>\n

          La conciliation du travail et de la parentalit\u00e9 pose une difficult\u00e9 particuli\u00e8re pour le<\/span><\/span>s\u00a0<\/span><\/span>travailleur.euse.s ind\u00e9pendant.es. Pr\u00e8s de la moiti\u00e9 (49,24 %) des r\u00e9pondant.e.s ind\u00e9pendant.e.s est d\u2019accord avec l\u2019affirmation selon laquelle \u00ab\u202f<\/span><\/span>il est difficile d\u2019avoir des enfants lorsqu\u2019on exerce ma profession comme\u00a0<\/span><\/span>ind\u00e9pendant.e<\/span><\/span>\u202f\u00bb. En outre, on constate que les hommes sont proportionnellement plus nombreux que les femmes \u00e0 \u00eatre d\u2019accord avec cette affirmation\u202f: 45,16 % des femmes et 52,94 % des hommes.<\/span><\/span>\u00a0<\/span><\/span>La narration des exp\u00e9riences v\u00e9cues par les enqu\u00eat\u00e9es montre qu\u2019en raison de la crainte de ne pas retrouver leur fonction \u00e0 leur retour de cong\u00e9 de maternit\u00e9, certaines femmes vont poursuivre leur activit\u00e9 professionnelle sans s\u2019octroyer pleinement le b\u00e9n\u00e9fice du cong\u00e9 de maternit\u00e9. Certaines femmes rencontrent des difficult\u00e9s \u00e0 leur retour de cong\u00e9 de maternit\u00e9 pour disposer de conditions de travail compatibles avec l\u2019allaitement de leur enfant. Par ailleurs, la progression professionnelle des femmes peut \u00e9galement \u00eatre compromise avec l\u2019arriv\u00e9e d\u2019un enfant. Nous avons constat\u00e9 que dans certains cas, le taux d\u2019occupation entre l\u2019homme et la femme est in\u00e9galement r\u00e9parti, les femmes \u00e9tant davantage enclines \u00e0 r\u00e9duire leur temps de travail pour s\u2019occuper de l\u2019enfant. A cela vient s\u2019ajouter la difficult\u00e9 pour certaines professionnelles \u00e0 ne pas \u00eatre p\u00e9nalis\u00e9es \u00e0 leur retour de cong\u00e9 de maternit\u00e9 ou cong\u00e9 parental. La r\u00e9duction du temps de travail conjugu\u00e9e au retour de cong\u00e9 de maternit\u00e9 ou cong\u00e9 parental conduisent parfois \u00e0 un processus de d\u00e9classement professionnel.<\/span><\/span><\/span><\/p>\n

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