Discrimination at work

Only 30% of wage inequality between men and women are justified.

The differences between men and women in the professional sphere continue. Women are still paid less than men for the same function and equal skills. Career break to raise children, less profitable lines of business ... also discrimination in the workplace, there are structural reasons that may explain this difference. Three researchers from the Institute of Population Studies and INSEE have quantified the impact of these factors explained only 30% of the difference in pay between men and women.

The structural data justify 30% of wage differences between men and women

To evaluate the influence of career breaks, the researchers compared the wages of women who put their career on hold to raise their child (for a period longer than maternity leave) and women who worked continuously throughout their careers. Results: Women who have interrupted their careers receive 23% more than those who stopped working for a while. The result seems logical given that women who quit their careers have less experience than others.

Discrimination at work:
The possible shutdown of career women has an impact on their salary

The most notable difference is between men and women were not arrested during their careers. There is no a priori distinguished career. There is however a distinct difference in salary. Women are generally better educated, yet they earn 17% less than men. These inequalities between men and women have developed in the study "Children, business interruption and women wage gap between the sexes." Women are punished for their office in salary progression as they could possibly get their life into the background at some point in their careers. "It is as if women who have never had the intention to interrupt their careers have not been able to send a credible signal to employers about their long-term commitment and they were considered likely to leave labor market for family reasons. "70% of inequalities between men and women are therefore related to discrimination in the workplace rather than structural factors.