{"id":16746,"date":"2024-09-22T10:57:59","date_gmt":"2024-09-22T08:57:59","guid":{"rendered":"https:\/\/peoplesphere.be\/fr\/?p=16746"},"modified":"2024-09-22T10:57:59","modified_gmt":"2024-09-22T08:57:59","slug":"enquete-salariale-2024-lecart-entre-les-genres-se-reduit-sous-la-pression-de-la-directive-europeenne-mais-il-reste-un-effort-a-mener","status":"publish","type":"post","link":"https:\/\/peoplesphere.be\/fr\/enquete-salariale-2024-lecart-entre-les-genres-se-reduit-sous-la-pression-de-la-directive-europeenne-mais-il-reste-un-effort-a-mener\/","title":{"rendered":"Enqu\u00eate salariale 2024: l’\u00e9cart entre les genres se r\u00e9duit sous la pression de la directive europ\u00e9enne mais il reste un effort \u00e0 mener."},"content":{"rendered":"

Dans 22% des organisations belges, les employ\u00e9es touchent un salaire inf\u00e9rieur (de minimum 5% en moyenne) \u00e0 celui de leurs homologues masculins. Les entreprises les plus confront\u00e9es au foss\u00e9 salarial sont celles de taille moyenne (50 \u2013 250 collaborateurs). Autre fait marquant : une organisation sur 20 (5,5%) fait \u00e9tat d\u2019un \u00e9cart salarial de plus de 5% en faveur des femmes.<\/p>\n

Telles sont les conclusions de la 31\u00e8me \u00e9tude salariale men\u00e9e chaque ann\u00e9e par la soci\u00e9t\u00e9 de conseil RH Hudson, division de Randstad Group, qui a \u00e9tudi\u00e9 251.916 enveloppes salariales d\u2019employ\u00e9s belges issues de 950 organisations. Un \u00e9cart de r\u00e9mun\u00e9ration de plus de 5% entre les femmes et les hommes est consid\u00e9r\u00e9 comme trop \u00e9lev\u00e9 au regard de la Directive de 2023 de l\u2019UE en mati\u00e8re de transparence des r\u00e9mun\u00e9rations, qui stipule que l\u2019\u00e9cart salarial entre les femmes et les hommes ne peut exc\u00e9der 5%. \u00c0 dater de 2026, chaque \u00c9tat membre de l\u2019UE sera tenu de transposer dans une loi la Directive de l\u2019UE en mati\u00e8re de transparence des r\u00e9mun\u00e9rations.<\/p>\n

L\u2019\u00e9cart salarial global parmi les employ\u00e9s belges s\u2019\u00e9l\u00e8ve \u00e0 2,41%.<\/em><\/strong><\/h3>\n

Parmi les employ\u00e9s belges, l\u2019\u00e9cart salarial global se chiffre quant \u00e0 lui \u00e0 2,41%. Il r\u00e9sulte de la comparaison des hommes et des femmes occupant le m\u00eame poste \u00e0 \u00e2ge \u00e9gal, toutes organisations confondues.<\/p>\n

Autrement dit, en termes de moyenne, l\u2019\u00e9cart salarial ajust\u00e9 pour les employ\u00e9s se situe dans les limites \u00e9dict\u00e9es par la Directive de l\u2019UE. Si l\u2019on dresse la comparaison par niveau de fonction, on observe toutefois un \u00e9cart de salaire significatif chez les cadres interm\u00e9diaires (5,43%) et les cadres sup\u00e9rieurs (6,17%). Ajoutons que la proportion hommes-femmes dans ces deux cat\u00e9gories est \u00e9galement d\u00e9s\u00e9quilibr\u00e9e. \u00c0 peine un cadre sup\u00e9rieur sur quatre est une femme.<\/p>\n

\u00ab\u00a0Dans la perspective de la mise en \u0153uvre de la Directive de l\u2019UE sur la transparence des r\u00e9mun\u00e9rations, il importe de mener une politique ad\u00e9quate en la mati\u00e8re et d\u2019op\u00e9rer en filigrane une pond\u00e9ration et une classification correctes des fonctions. M\u00eame les organisations dont l\u2019\u00e9cart salarial est en moyenne inf\u00e9rieur \u00e0 5% devraient prendre en compte tous les niveaux de fonction, car l\u2019absence d\u2019\u00e9cart salarial au niveau de l\u2019organisation ne se traduit pas automatiquement par une absence de disparit\u00e9s salariales au sein d\u2019une fonction donn\u00e9e\u00a0\u00bb,<\/em> explique Paul-Etienne Siegrist, Senior Manager chez Hudson.<\/p>\n

Normalisation des augmentations de salaire, augmentation des r\u00e9mun\u00e9rations variables<\/em><\/strong><\/h3>\n

Apr\u00e8s 3 ans, l\u2019index atteint \u00e0 nouveau un niveau \u00ab\u00a0normal\u00a0\u00bb, ramenant l\u2019augmentation des salaires, indexation comprise, au niveau ant\u00e9rieur \u00e0 la pand\u00e9mie de Covid. L\u2019augmentation moyenne des salaires hors indexation reste \u00e0 peu pr\u00e8s \u00e9gale \u00e0 celle de l\u2019an dernier (1,2%). La proportion de collaborateurs n\u2019ayant b\u00e9n\u00e9fici\u00e9 que d\u2019une faible voire d\u2019aucune hausse de salaire est rest\u00e9e inchang\u00e9e (46%), tandis que la part des travailleurs ayant eu droit \u00e0 plus de 4% d\u2019augmentation de salaire a fortement baiss\u00e9. Les hausses de salaire, lorsqu\u2019elles \u00e9taient octroy\u00e9es, se limitaient g\u00e9n\u00e9ralement \u00e0 une fourchette de 1% \u00e0 4%.<\/p>\n

Apr\u00e8s la forte hausse des salaires de base pour les bacheliers (20%) et les masters (18%) entre 2020 et 2023, nous assistons actuellement \u00e0 leur stagnation. Les salari\u00e9s en d\u00e9but de carri\u00e8re qui sont titulaires d\u2019un master per\u00e7oivent un salaire de base m\u00e9dian de 2.845 euros, contre 2.739 euros pour leurs homologues bacheliers.<\/p>\n

La proportion d\u2019employ\u00e9s qui per\u00e7oivent un type de r\u00e9mun\u00e9ration variable a \u00e0 nouveau progress\u00e9 au cours des 2 derni\u00e8res ann\u00e9es. 54% des employ\u00e9s ont re\u00e7u un bonus cette ann\u00e9e, g\u00e9n\u00e9ralement sous la forme d\u2019un bonus CCT 90. Les boni classiques ont \u00e9galement le vent en poupe. 22% des employ\u00e9s ont re\u00e7u un bonus classique cette ann\u00e9e, soit 8% de plus que l\u2019an dernier. Du c\u00f4t\u00e9 des cadres et des directions, la part de ceux qui per\u00e7oivent une r\u00e9mun\u00e9ration variable est rest\u00e9e stable au cours des derni\u00e8res ann\u00e9es.<\/p>\n

\u00ab\u00a0La tendance aux m\u00e9canismes de r\u00e9compense collective, qui permettent aux travailleurs de participer aux r\u00e9sultats de l\u2019organisation, a entra\u00een\u00e9 une d\u00e9mocratisation du bonus. Alors qu\u2019auparavant, ce dernier \u00e9tait essentiellement r\u00e9serv\u00e9 aux fonctions de cadres, des syst\u00e8mes tels que la prime b\u00e9n\u00e9ficiaire et le bonus CCT 90 permettent \u00e0 tous les collaborateurs de r\u00e9colter les fruits du succ\u00e8s de l\u2019organisation de mani\u00e8re fiscalement avantageuse\u00a0\u00bb,<\/em> souligne Paul-Etienne Siegrist.<\/p>\n

Quatre organisations sur dix envisagent de ne pas mettre en \u0153uvre de budget mobilit\u00e9<\/em><\/strong><\/h3>\n

Instaur\u00e9 en 2019 comme alternative \u00e0 la voiture de soci\u00e9t\u00e9, le budget mobilit\u00e9 l\u00e9gal a \u00e9t\u00e9 mis en \u0153uvre par 10% des organisations belges interrog\u00e9es \u00e0 ce jour. Malgr\u00e9 les diff\u00e9rentes modifications de loi introduites depuis le 1er janvier 2022 pour rendre le budget mobilit\u00e9 plus attractif, l\u2019enqu\u00eate salariale de Hudson r\u00e9v\u00e8le que 41% des organisations n\u2019ont pas l\u2019intention de mettre en \u0153uvre le budget mobilit\u00e9 en raison de sa trop grande complexit\u00e9.<\/p>\n

\u00ab\u00a0Les organisations continuent \u00e0 privil\u00e9gier les solutions ou syst\u00e8mes de mobilit\u00e9 existants, par exemple en les incluant dans un plan de r\u00e9mun\u00e9ration flexible, ind\u00e9pendant des syst\u00e8mes l\u00e9gaux. De plus, certains syst\u00e8mes et contrats de leasing sont tels qu\u2019ils rendent sa mise en \u0153uvre pratiquement impossible. L\u2019enqu\u00eate d\u00e9montre n\u00e9anmoins que c\u2019est surtout la complexit\u00e9 qui, malgr\u00e9 les modifications l\u00e9gislatives de 2022, am\u00e8ne de nombreuses organisations \u00e0 freiner encore des quatre fers\u00a0\u00bb<\/em>, conclut Paul-Etienne Siegrist.<\/p>\n","protected":false},"excerpt":{"rendered":"

Dans 22% des organisations belges, les employ\u00e9es touchent un salaire inf\u00e9rieur (de minimum 5% en moyenne) \u00e0 celui de leurs homologues masculins. Les entreprises les plus confront\u00e9es au foss\u00e9 salarial sont celles de taille moyenne (50 \u2013 250 collaborateurs). Autre […]<\/p>\n","protected":false},"author":2,"featured_media":16747,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[65,10],"tags":[1269,170,292,4137,559,374,108],"yoast_head":"\nEnqu\u00eate salariale 2024: l'\u00e9cart entre les genres se r\u00e9duit sous la pression de la directive europ\u00e9enne mais il reste un effort \u00e0 mener. - Peoplesphere<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/peoplesphere.be\/fr\/enquete-salariale-2024-lecart-entre-les-genres-se-reduit-sous-la-pression-de-la-directive-europeenne-mais-il-reste-un-effort-a-mener\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Enqu\u00eate salariale 2024: l'\u00e9cart entre les genres se r\u00e9duit sous la pression de la directive europ\u00e9enne mais il reste un effort \u00e0 mener. - Peoplesphere\" \/>\n<meta property=\"og:description\" content=\"Dans 22% des organisations belges, les employ\u00e9es touchent un salaire inf\u00e9rieur (de minimum 5% en moyenne) \u00e0 celui de leurs homologues masculins. 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