{"id":1764,"date":"2020-10-26T16:29:30","date_gmt":"2020-10-26T15:29:30","guid":{"rendered":"https:\/\/www.csa.be\/egalitediversite\/?p=1764"},"modified":"2020-10-29T14:30:03","modified_gmt":"2020-10-29T13:30:03","slug":"francoise-goffinet","status":"publish","type":"post","link":"https:\/\/www.csa.be\/egalitediversite\/2020\/10\/26\/francoise-goffinet\/","title":{"rendered":"(entretien) Fran\u00e7oise Goffinet, Institut pour l’\u00e9galit\u00e9 des femmes et des hommes"},"content":{"rendered":"

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Entretiens<\/h4>\n

Fran\u00e7oise Goffinet\u00a0<\/span><\/h1>\n

Institut pour l’\u00e9galit\u00e9 des femmes et des hommes<\/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#1a1844″ 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\u00bb50px|||||\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb][et_pb_image src=\u00a0\u00bbhttps:\/\/www.csa.be\/egalitediversite\/wp-content\/uploads\/sites\/2\/2020\/10\/RH_PHOTOS_Francoise-Goffinet_article.jpg\u00a0\u00bb title_text=\u00a0\u00bbRH_PHOTOS_Fran\u00e7oise Goffinet_article\u00a0\u00bb _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb width=\u00a0\u00bb30%\u00a0\u00bb max_width=\u00a0\u00bb30%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb][\/et_pb_image][\/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#1a1844″ 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\u00bb50px|||||\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 text_line_height=\u00a0\u00bb1.8em\u00a0\u00bb custom_margin=\u00a0\u00bb||50px|||\u00a0\u00bb]<\/p>\n

Quel regard portez-vous sur les r\u00e9sultats de notre recherche \u00e0 la lumi\u00e8re des diff\u00e9rentes \u00e9tudes men\u00e9es par l\u2019IEFH ces derni\u00e8res ann\u00e9es\u202f? \u202f<\/span><\/b>\u00a0<\/span><\/p>\n

Pour faire avancer les choses et aller vers l\u2019\u00e9galit\u00e9 r\u00e9elle, c\u2019est tr\u00e8s utile d\u2019avoir des donn\u00e9es plus fines que des moyennes nationales comme dans la publication\u202f\u00ab\u202fgenre et emploi du temps\u202f\u00bb, que l\u2019Institut pour l\u2019\u00e9galit\u00e9 des femmes et des hommes a publi\u00e9 en\u00a02016. La diff\u00e9rence moyenne entre femme et homme est d\u2019une\u00a01h25\u00a0par jour de temps en plus consacr\u00e9 aux t\u00e2ches familiales et domestiques.\u00a0A l\u2019heure de la transposition de la Directive europ\u00e9enne \u00ab\u202fwork\u00a0life balance\u202f\u00bb d\u2019ici l\u2019\u00e9t\u00e9 2022 par toutes les entit\u00e9s f\u00e9d\u00e9r\u00e9es belges et le f\u00e9d\u00e9ral,\u00a0les hommes prennent seulement 25 % des cong\u00e9s parentaux. Les discussions au sein du Conseil National du Travail montrent\u00a0que l\u2019\u00e9galit\u00e9 des femmes et des hommes dans l\u2019emploi se heurte encore \u00e0 des pr\u00e9jug\u00e9s tr\u00e8s st\u00e9r\u00e9otyp\u00e9s.<\/em>\u00a0<\/span><\/p>\n

 <\/p>\n

Au cours de notre recherche, nous avons identifi\u00e9 une tension entre les exigences de pr\u00e9sence au sein de l\u2019entreprise et les contraintes personnelles et familiales<\/span><\/b>.<\/span><\/b>\u00a0<\/span><\/b>Quel regard portez-vous sur ce point de tension\u202f?\u202f\u202f\u202f<\/span><\/b>\u00a0<\/span><\/p>\n

En 2020, nous sommes encore sous le poids des normes masculines tant dans la sph\u00e8re priv\u00e9e que dans la sph\u00e8re publique.\u00a0Tant que les t\u00e2ches familiales et m\u00e9nag\u00e8res ne sont pas partag\u00e9es \u00e9quitablement entre les hommes et les femmes (mais est-ce une revendication des hommes\u202f?), que\u00a0les femmes seront confront\u00e9es aux plafonds de verre (car dans une organisation, il peut en avoir plusieurs comme Claire\u00a0Godding\u00a0l\u2019a montr\u00e9 dans le secteur bancaire), aux parois de cristal (s\u00e9gr\u00e9gation verticale) et au plancher gluant\u2026 tout cela\u00a0ce\u00a0sont des \u00e9l\u00e9ments constitutifs de cette tension.\u00a0C\u2019est donc complexe et il ne suffit pas de tirer sur un seul fil pour que la pelote de d\u00e9fasse.\u00a0Il est donc important et urgent de d\u00e9construire\u00a0les st\u00e9r\u00e9otypes d\u00e8s le plus jeune \u00e2ge.\u00a0Il\u00a0est important et urgent\u00a0afin que les filles et les femmes puissent s\u2019autoriser \u00e0 faire carri\u00e8re.\u00a0L\u2019\u00e9tude \u00ab\u202fsexe et manuel\u202f\u00bb r\u00e9alis\u00e9e par la F\u00e9d\u00e9ration Wallonie Bruxelles montre \u00e0 quel point\u00a0les st\u00e9r\u00e9otypes sont\u00a0pr\u00e9sents\u00a0durant toute la scolarit\u00e9 (www.egalite.cfwb.be).<\/em>\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n

Nous avons \u00e9galement \u00e9voqu<\/span><\/b>\u00e9<\/span><\/b>\u00a0le poids des responsabilit\u00e9s domestiques et familiales qui p\u00e8sent davantage sur les femmes que sur les hommes. Toutefois,\u00a0<\/span><\/b>nous<\/span><\/b>\u00a0a<\/span><\/b>vons<\/span><\/b>\u00a0identifi\u00e9 une diff\u00e9rence de perception entre les hommes et les femmes<\/span><\/b>.\u00a0<\/span><\/b>Comment expliquez-vous cette diff\u00e9rence<\/span><\/b>\u00a0de\u00a0<\/span><\/b>perception\u202f?<\/span><\/b>\u202f\u202f<\/span>\u00a0<\/span><\/p>\n

C\u2019est encore une fois l\u2019\u00e9ducation genr\u00e9e qui conduit \u00e0 ces diff\u00e9rences de perception tout comme en mati\u00e8re de sexisme ordinaire\u00a0ou du\u00a0harc\u00e8lement dans l\u2019espace public (qui inclut les lieux de travail et les r\u00e9seaux sociaux).\u00a0Les\u00a0intervenant.e.s\u00a0de l\u2019\u00e9ducation doivent \u00eatre\u00a0form\u00e9.e.s\u00a0\u00e0\u00a0l\u2019\u00e9galit\u00e9\u00a0de genre entre les\u00a0femmes et des hommes,\u00a0\u00e0 son impact\u00a0et ce tout au long de la vie.\u00a0Plus de mixit\u00e9 dans les m\u00e9tiers, et notamment plus d\u2019hommes dans le secteur de la petite enfance,\u00a0devrait lentement faire changer les mentalit\u00e9s.<\/em>\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n

Quelles sont selon vous les\u00a0<\/span><\/b>cons\u00e9quences de l\u2019in\u00e9gale r\u00e9partition des responsabilit\u00e9s domestiques et familiales\u00a0<\/span><\/b>sur la trajectoire professionnelle des femmes\u202f? \u202f<\/span><\/b>\u00a0<\/span><\/p>\n

Les\u00a0femmes sortent\u00a0actuellement plus et mieux dipl\u00f4m\u00e9es que les hommes. Toutefois,\u00a0lorsqu\u2019elles ont acc\u00e8s\u00a0\u00e0\u00a0un\u00a0emploi,\u00a0leur acc\u00e8s \u00e0 la formation\u00a0continue\u00a0est frein\u00e9 par des contrats \u00e0 dur\u00e9e d\u00e9termin\u00e9e, du travail \u00e0 temps partiel\u00a0et\u00a0de l\u2019auto-discrimination.\u00a0Aujourd\u2019hui, on consacre 50 % de plus de formation continue pour les hommes que pour les femmes.\u00a0\u00a0Or, pas\u00a0ou moins de formation\u00a0continue,\u00a0entraine un moindre acc\u00e8s \u00e0 une promotion\u00a0et \u00e0\u00a0une augmentation salariale. C\u2019est le d\u00e9but d\u2019un cercle vicieux.\u00a0Aujourd\u2019hui, l\u2019\u00e9cart\u00a0salarial reste important en\u00a0Belgique puisqu\u2019il est de plus de 20 % en salaire annuel,\u00a0et\u00a044 % des femmes travaillent \u00e0 temps partiel en Belgique.\u00a0<\/em><\/p>\n

Cet \u00e9cart salarial a des r\u00e9percussions sur la \u00ab\u202fs\u00e9curit\u00e9 sociale\u202f\u00bb\u202f: les indemnit\u00e9s\u00a0maladie, invalidit\u00e9, les maladies professionnelles, les accidents de travail, le ch\u00f4mage et la pension \u2026\u00a0Sans parler des avantages extra-l\u00e9gaux\u00a0(\u00e9tude sur\u00a0www.conseildelegalite.be<\/a>)\u202f: si un v\u00e9hicule de fonction (tous\u00a0niveaux\u00a0de fonction confondus) est en moyenne \u00ab\u202foffert\u202f\u00bb dans 15 % dans des cas,\u00a0la contribution \u00e0 la cr\u00e8che\u00a0n\u2019est\u00a0que\u00a0de l\u2019ordre de 5\u00a0%.<\/em>\u00a0<\/span><\/p>\n

\u202f\u202f<\/span><\/b><\/p>\n

Selon vous, quels sont les\u202fleviers qui vous semblent les plus efficaces pour permettre de r\u00e9duire l\u2019impact des responsabilit\u00e9s domestiques et familiales sur la trajectoire professionnelle des femmes<\/span><\/b>\u00a0<\/span><\/b>?\u202f<\/span><\/b>\u00a0<\/span><\/p>\n

Un levier essentiel \u00e0 mes yeux est que l\u2019accueil\u00a0\u2013\u00a0de qualit\u00e9 et collectif\u00a0\u2013\u00a0des enfants soit un droit des enfants, et ce d\u00e8s sa naissance, afin de diminuer la culpabilit\u00e9 et l\u2019auto-discrimination des m\u00e8res.\u00a0 Il faut \u00e9galement\u00a0\u00ab\u202ftravailler\u202f\u00bb\u00a0\u00e0 ce que les p\u00e8res puissent investir \u00e0 part \u00e9gale les responsabilit\u00e9s familiales et domestiques\u202f: cong\u00e9 de paternit\u00e9 plus long et obligatoire, cong\u00e9 parental mieux r\u00e9mun\u00e9r\u00e9. Depuis une vingtaine d\u2019ann\u00e9es, en Espagne comme en Roumanie, le cong\u00e9 de paternit\u00e9\u00a0va de pair avec des cours de pu\u00e9riculture pour les hommes afin de les aider \u00e0 prendre leurs responsabilit\u00e9s et leur autonomie dans cette partie \u00ab\u202fvie priv\u00e9e\u202f\u00bb qu\u2019ils\u00a0m\u00e9connaissent.\u00a0<\/em><\/p>\n

Il faut \u00e9galement faire \u00e9voluer\u00a0la culture des organisations en changeant les conditions de travail\u202f: flexibilit\u00e9 positive,\u00a0avec une\u00a0attention\u00a0particuli\u00e8re\u00a0aux heures de r\u00e9unions.\u00a0<\/em>\u00a0<\/span><\/p>\n

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Souhaitez-vous ajouter un autre \u00e9l\u00e9ment\u202f? \u202f<\/span><\/b>\u00a0<\/span><\/p>\n

Sur base de ces donn\u00e9es, il est important, au-del\u00e0 d\u2019initiatives de \u00ab\u202fsoft\u202flaw\u202f\u00bb comme un plan de diversit\u00e9\u00a0ou une charte,\u00a0de n\u00e9gocier avec\u00a0tous.te.s\u00a0les actrices et acteurs un plan\u00a0d\u2019actions\u00a0de 3\u00a0ans,\u00a0sans oublier de l\u2019\u00e9valuer\u202f!\u00a0Il\u00a0faut aussi bien impliquer\u00a0les\u00a0financeurs\u00a0que les organisations syndicales, professionnelles et\u00a0patronales,\u00a0sans oublier les r\u00e9seaux de femmes car dans les organisations pr\u00e9cit\u00e9es les femmes n\u2019occupent pas \u2013 encore\u00a0\u2013\u00a0les places d\u00e9cisionnelles.\u00a0Pour cela il faut mobiliser tous les outils existants\u202f: conventions internationales OIT, COE, les directives europ\u00e9ennes, les lois et d\u00e9crets ET les chartes existantes comme celle sign\u00e9es par les trois organisations syndicales belges le 23 septembre 2004.<\/em><\/p>\n

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