{"id":1740,"date":"2013-02-07T12:50:02","date_gmt":"2013-02-07T11:50:02","guid":{"rendered":"https:\/\/valoxy.org\/blog\/?p=1740"},"modified":"2024-06-13T15:39:17","modified_gmt":"2024-06-13T13:39:17","slug":"le-rapport-de-situation-comparee-un-outil-pour-legalite-homme-femme","status":"publish","type":"post","link":"https:\/\/valoxy.org\/blog\/le-rapport-de-situation-comparee-un-outil-pour-legalite-homme-femme\/","title":{"rendered":"Le Rapport de situation compar\u00e9e : un outil pour l\u2019\u00e9galit\u00e9 hommes-femmes"},"content":{"rendered":"<p>Afin d\u2019am\u00e9liorer l\u2019\u00e9galit\u00e9 hommes-femmes au sein des entreprises les employeurs ont l&rsquo;obligation d&rsquo;\u00e9tudier, \u00e0 l\u2019aide du rapport de situation compar\u00e9e (RSC), la situation des hommes et des femmes au sein de leur entreprise. Ils doivent \u00e9galement d\u00e9finir les actions \u00e0 mener visant \u00e0 supprimer les in\u00e9galit\u00e9s.<\/p>\n<p>Valoxy, cabinet d&rsquo;expertise comptable dans les Hauts de France, vous explique l\u2019objectif et le contenu de ce rapport, obligatoire pour les entreprises de plus de 50 salari\u00e9s.<\/p>\n<h2><b>Objectifs<\/b><\/h2>\n<p class=\"p1\">C\u2019est la loi Roudy du 13 Juillet 1983 sur l\u2019\u00e9galit\u00e9 professionnelle, qui a instaur\u00e9 ce rapport annuel sur la situation compar\u00e9e (RSC) des femmes et des hommes dans l\u2019entreprise. Il est obligatoire dans les entreprises de plus de 50 salari\u00e9s. Le rapport sur l&rsquo;\u00e9galit\u00e9 hommes-femmes comporte des \u00e9l\u00e9ments sp\u00e9cifiques pour les entreprises de plus de 300 salari\u00e9s.<\/p>\n<p class=\"p1\">Il permet d\u2019identifier les in\u00e9galit\u00e9s et de d\u00e9finir <b>les actions \u00e0 mener pour aller vers l\u2019\u00e9galit\u00e9 hommes-femmes en entreprise :<\/b><\/p>\n<ul class=\"ul1\">\n<li class=\"li1\">recrutement (non discrimination \u00e0 l\u2019embauche, utilisation du masculin et du f\u00e9minin dans les offres d\u2019emploi)<\/li>\n<li class=\"li1\">r\u00e9mun\u00e9ration,<\/li>\n<li class=\"li1\">promotion,<\/li>\n<\/ul>\n<p class=\"p1\">La loi insiste enfin sur l\u2019<b>\u00e9galit\u00e9 des chances<\/b>\u00a0et encourage des actions sp\u00e9cifiques pour garantir une \u00e9galit\u00e9 r\u00e9elle. (aspect prospectif du rapport).<\/p>\n<h2><b><a href=\"https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2013\/07\/creation-dentreprise.jpg\"><img fetchpriority=\"high\" decoding=\"async\" class=\"size-medium wp-image-5611 alignright\" src=\"https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2013\/07\/creation-dentreprise-300x200.jpg\" alt=\"\u00e9galit\u00e9 homme femme\" width=\"300\" height=\"200\" \/><\/a>Contenu<\/b><\/h2>\n<p class=\"p1\">Le rapport de situation compar\u00e9e (RSC) est donc un \u00e9l\u00e9ment de diagnostic. C&rsquo;est aussi une base pour agir en faveur de la parit\u00e9 homme femme. Il sert de base pour les n\u00e9gociations collectives sur la parit\u00e9 homme-femme. Des \u00e9l\u00e9ments ou des indicateurs sp\u00e9cifiques \u00e0 l\u2019entreprise peuvent compl\u00e9ter le rapport. Il doit au final r\u00e9pondre \u00e0 trois objectifs distincts sur le sujet de la parit\u00e9 homme-femme : mesurer, comprendre, et agir.<\/p>\n<h3 class=\"p1\"><b>Diagnostic chiffr\u00e9<\/b><\/h3>\n<p class=\"p1\">Le RSC comporte une analyse chiffr\u00e9e qui s\u2019appuie sur <b>des indicateurs pertinents<\/b>, d\u00e9finis par d\u00e9cret. Ces indicateurs reprennent, pour chacune des cat\u00e9gories professionnelles, la situation respective des femmes et des hommes dans l\u2019entreprise en mati\u00e8re de :<\/p>\n<ul class=\"ul1\">\n<li class=\"li1\">embauche,<\/li>\n<li class=\"li1\">formation,<\/li>\n<li class=\"li1\">promotion professionnelle,<\/li>\n<li class=\"li1\">qualification,<\/li>\n<li class=\"li1\">classification,<\/li>\n<li class=\"li1\">conditions de travail,<\/li>\n<li class=\"li1\">r\u00e9mun\u00e9ration effective.<\/li>\n<\/ul>\n<p class=\"p1\">Un volet doit \u00eatre consacr\u00e9 \u00e0 l\u2019articulation entre l\u2019activit<span class=\"s2\">\u00e9<\/span> professionnelle et l\u2019exercice de la responsabilit<span class=\"s2\">\u00e9<\/span> familiale.<\/p>\n<p class=\"p1\">Pour les entreprises de plus de 300 salari\u00e9s, le rapport est <span class=\"s2\">\u00e9<\/span>tabli <span class=\"s2\">\u00e0<\/span> partir d\u2019indicateurs r<span class=\"s2\">\u00e9<\/span>glementaires obligatoires qui d<span class=\"s2\">\u00e9<\/span>clinent les diff<span class=\"s2\">\u00e9<\/span>rentes th<span class=\"s2\">\u00e9<\/span>matiques <span class=\"s2\">\u00e0<\/span> aborder.<\/p>\n<h3 class=\"p1\"><b>Analyse de l&rsquo;\u00e9galit\u00e9 hommes-femmes<\/b><\/h3>\n<p class=\"p1\">Ces indicateurs offrent ainsi une grille de lecture, commune \u00e0 toutes les entreprises, comportant des statistiques exprim\u00e9es en pourcentages. La situation respective des femmes et des hommes pour chacune des cat<span class=\"s2\">\u00e9<\/span>gories professionnelles de l\u2019entreprise peut donc \u00eatre analys\u00e9e sur les 8 th<span class=\"s2\">\u00e8<\/span>mes.<\/p>\n<h4 class=\"p1\"><b>\u00c9l\u00e9ments pass\u00e9s<\/b><\/h4>\n<p class=\"p1\">Le rapport sur l&rsquo;\u00e9galit\u00e9 hommes-femmes doit comprendre :<\/p>\n<ul class=\"ul1\">\n<li class=\"li1\">le bilan des objectifs fix<span class=\"s2\">\u00e9<\/span>s et des actions de l\u2019ann<span class=\"s2\">\u00e9<\/span>e <span class=\"s2\">\u00e9<\/span>coul<span class=\"s2\">\u00e9<\/span>e, et, le cas <span class=\"s2\">\u00e9<\/span>ch<span class=\"s2\">\u00e9<\/span>ant de l\u2019ann<span class=\"s2\">\u00e9<\/span>e pr<span class=\"s2\">\u00e9<\/span>c<span class=\"s2\">\u00e9<\/span>dente,<\/li>\n<li class=\"li1\">l\u2019<span class=\"s2\">\u00e9<\/span>valuation du niveau de r<span class=\"s2\">\u00e9<\/span>alisation des objectifs sur la base des indicateurs retenus,<\/li>\n<li class=\"li1\">les explications sur les actions pr<span class=\"s2\">\u00e9<\/span>vues non r<span class=\"s2\">\u00e9<\/span>alis<span class=\"s2\">\u00e9<\/span>es.<\/li>\n<\/ul>\n<h4 class=\"p1\"><b>\u00c9l\u00e9ments futurs (plan d\u2019action)<\/b><\/h4>\n<p class=\"p1\">Le RSC doit aussi contenir un plan d\u2019action en faveur de l\u2019<span class=\"s2\">\u00e9<\/span>galit<span class=\"s2\">\u00e9<\/span> F\/H qui int\u00e8gre des objectifs de progression pour l\u2019ann<span class=\"s2\">\u00e9<\/span>e <span class=\"s2\">\u00e0<\/span> venir dans au moins 2 des 8 th<span class=\"s2\">\u00e9<\/span>matiques. (3 pour les entreprises de plus de 300 salari\u00e9s). Il mettra en avant les actions pour les atteindre.<\/p>\n<p class=\"p1\">Lorsqu\u2019un accord collectif existe en entreprise, ces objectifs de progression, ces actions et ces indicateurs ont \u00e9t\u00e9 d<span class=\"s2\">\u00e9<\/span>finis par l\u2019accord. S\u2019il n\u2019y a pas d\u2019accord collectif, le plan d\u2019action est fix<span class=\"s2\">\u00e9<\/span> unilat<span class=\"s2\">\u00e9<\/span>ralement par l\u2019entreprise et soumis annuellement <span class=\"s2\">\u00e0<\/span> la consultation du comit\u00e9 d&rsquo;entreprise. (envoi 15 jours au moins avant la r<span class=\"s2\">\u00e9<\/span>union).<\/p>\n<p class=\"p1\">Les actions doivent \u00eatre d<span class=\"s2\">\u00e9<\/span>finies, <span class=\"s2\">\u00e9<\/span>valu<span class=\"s2\">\u00e9<\/span>es et programm<span class=\"s2\">\u00e9<\/span>es selon un <span class=\"s2\">\u00e9<\/span>ch<span class=\"s2\">\u00e9<\/span>ancier, tant de mani\u00e8re qualitative que quantitative.<\/p>\n<h3 class=\"p1\"><b>Information et communication sur l&rsquo;\u00e9galit\u00e9 hommes-femmes<\/b><\/h3>\n<p class=\"p1\">Le rapport modifi<span class=\"s2\">\u00e9<\/span> le cas <span class=\"s2\">\u00e9<\/span>ch<span class=\"s2\">\u00e9<\/span>ant pour tenir compte de l\u2019avis du CE doit <span class=\"s2\">\u00ea<\/span>tre tenu <span class=\"s2\">\u00e0<\/span> disposition de l\u2019inspection du travail. Pour les entreprises de plus de 300 personnes, le rapport doit <span class=\"s2\">\u00ea<\/span>tre transmis <span class=\"s2\">\u00e0<\/span> l\u2019inspection du travail dans les 15 jours suivant la consultation du CE.<\/p>\n<p class=\"p1\">Une synth<span class=\"s2\">\u00e8<\/span>se du plan en faveur de l\u2019<span class=\"s2\">\u00e9<\/span>galit<span class=\"s2\">\u00e9<\/span> professionnelle F\/H est affich<span class=\"s2\">\u00e9<\/span>e dans l\u2019entreprise, publi<span class=\"s2\">\u00e9<\/span>e sur le site internet de l\u2019entreprise si elle en poss<span class=\"s2\">\u00e8<\/span>de un, et sera communicable <span class=\"s2\">\u00e0<\/span> toute personne qui en fait la demande.<\/p>\n<p class=\"p1\">Elle devra comprendre les objectifs de progression et les actions, accompagn<span class=\"s2\">\u00e9<\/span>s d\u2019indicateurs chiffr<span class=\"s2\">\u00e9<\/span>s adopt<span class=\"s2\">\u00e9<\/span>s par accord collectif ou dans le cadre du plan d\u2019action unilat<span class=\"s2\">\u00e9<\/span>ral.\u00a0 La synth\u00e8se pr\u00e9sentera aussi des indicateurs de situation compar<span class=\"s2\">\u00e9<\/span>e relatifs au salaire m<span class=\"s2\">\u00e9<\/span>dian ou moyen, <span class=\"s2\">\u00e0<\/span> la dur<span class=\"s2\">\u00e9<\/span>e moyenne entre 2 promotions et <span class=\"s2\">\u00e0<\/span> l\u2019exercice de fonctions d\u2019encadrement ou d<span class=\"s2\">\u00e9<\/span>cisionnelles.<\/p>\n<p class=\"p1\"><div class=\"encadre-style\"><span class=\"Apple-converted-space\">\u00a0 <\/span>La loi du 17 Aout 2015 a remplac\u00e9 le rapport de situation compar\u00e9e (RSC) par la base de donn\u00e9es \u00e9conomiques et sociales (BDES). Pr\u00e9sent\u00e9 comme une simplification, cette mesure a, au contraire dilu\u00e9 la question de l\u2019\u00e9galit\u00e9 professionnelle dans l\u2019entreprise. Le contenu de la BDES a perdu en clart\u00e9 par rapport au RSC et, surtout, les informations transmises ne comportent plus d\u2019analyse qualitative des donn\u00e9es renseign\u00e9es. <\/div><\/p>\n<h4>Cet article vous a int\u00e9ress\u00e9 ?<\/h4>\n<p>Dites-le nous dans les commentaires ci-apr\u00e8s ! Et retrouvez nos articles du blog sur les femmes en entreprise :<\/p>\n<ul>\n<li><a href=\"https:\/\/valoxy.org\/blog\/guide-de-parite-femmes-hommes\/\">Le guide de la parit\u00e9 femmes-hommes<\/a><\/li>\n<li><a class=\"mkd-pt-link\" href=\"https:\/\/valoxy.org\/blog\/histoire-du-droit-des-femmes-au-travail\/\" target=\"_self\" rel=\"noopener\">Histoire du droit des femmes au travail<\/a><\/li>\n<li><a href=\"https:\/\/valoxy.org\/blog\/les-femmes-dans-les-conseils-dadministration\/\">Les femmes dans les conseils d\u2019administration : pourquoi la parit\u00e9 n\u2019est toujours pas respect\u00e9e en 2017<\/a><\/li>\n<li><a class=\"mkd-pt-link\" href=\"https:\/\/valoxy.org\/blog\/une-loi-pour-des-femmes-victimes-dune-fausse-couche\/\" target=\"_self\" rel=\"noopener\">Une loi pour des femmes victimes d\u2019une fausse couche<\/a><\/li>\n<li><a href=\"https:\/\/valoxy.org\/blog\/entrepreneuriat-au-feminin\/\">L\u2019entrepreneuriat au f\u00e9minin : les st\u00e9r\u00e9otypes ont la vie dure!<\/a><\/li>\n<li><a href=\"https:\/\/valoxy.org\/blog\/quand-les-femmes-reussissent-en-affaires-leconomie-sameliore\/\">\u00ab Quand les femmes r\u00e9ussissent en affaires, l\u2019\u00e9conomie s\u2019am\u00e9liore \u00bb.<\/a><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Afin d\u2019am\u00e9liorer l\u2019\u00e9galit\u00e9 hommes-femmes au sein des entreprises les employeurs ont l&rsquo;obligation d&rsquo;\u00e9tudier, \u00e0 l\u2019aide du rapport de situation compar\u00e9e (RSC), la situation des hommes et des femmes au sein de leur entreprise. Ils doivent \u00e9galement d\u00e9finir les actions \u00e0&#8230;<\/p>\n","protected":false},"author":1,"featured_media":4784,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[],"class_list":["post-1740","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-social-rh"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Le Rapport de situation compar\u00e9e : un outil pour l\u2019\u00e9galit\u00e9 hommes-femmes |<\/title>\n<meta name=\"description\" content=\"Afin d\u2019am\u00e9liorer l\u2019\u00e9galit\u00e9 hommes-femmes au sein des entreprises les employeurs sont tenus de r\u00e9diger un rapport de situation compar\u00e9e.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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