Despite the laws and devices, women at the end of the career still suffer from the effect “snowball” inequalities.
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The story of Corinne is sadly banal, the banality of a life that collapses as a result of an economic dismissal. After seventeen years in the same company, this leadership assistant (who wanted to keep anonymous) finds us up to 47 years. Once the shock has passed, she thinks quickly: “Everyone told me:” With your experience and skills, you will easily find work. “It was the complete disillusionment.”
The months pass, then the years. Despite a busy CV and trainings to get back up on level, Corinne does not find a job: “In the interview, I was told that I would correspond to the post, but we never remembered. I thought he was there be a problem somewhere. “
The candidate is the first to justify the behavior of recruiters: according to his words, they would prefer “cooler” profiles, “who come out of the school” and “they can train themselves”. Corinne plays the game, tries to emphasize the “advantages” to be an almost fortified woman: “In the interview, I argued that I had no more sick children to keep.”
It ends up returning to work in 2019, through Giability, a group of shared time employers. Profiles like Corinne, Audrey Lefebvre, a general administrator, see many: “Two-thirds, seniors who come to see us or who are oriented towards us are women.”
The rate of men and women aged 55 to 64 years officially unemployed was equivalent in 2020 (5.8%), according to the Ministry of Labor Statistics Department, but at this age, women who arrived on The labor market in the 1980s will volatilize. Their employment rate (51.8%) remains well below that of their male counterparts (56%). “Women end up finding and / or accept a small job, more often than men, or turn into inactivity”, advanced a report from the Superior Council of Professional Equality between Women and Men (CSEP) Senior women in employment, published in 2019
The risk of the clinging
Women at the end of the career are taken in full figure the effect “snowball” inequalities, which start from the beginning of their career. According to the Association for Frameworks (APEC), the remuneration gap between men and women executives amounts to 4%, with equivalent profile, at the beginning of the career, to reach 12% among the executives of 55 years old and over. In addition, women, more damaged courses and overrepresented courses on part-time or less well paid positions. At the key, direct law pensions of less than 42% on average to those of men, notes the CSEP report.
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