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To: cdfn <cdfn@listes.fsu.fr>, SD FSU <sd@listes.fsu.fr>,
        "sect >> fsu secteur femmes" <secteurfem@listes.fsu.fr>
From: Presse FSU <presse@fsu.fr>
Message-ID: <6cbff4e3-2e90-c5f0-884b-70f45dc4a67f@fsu.fr>
Date: Wed, 28 Feb 2018 18:36:32 +0100
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*Pour l’égalité professionnelle, nous voulons des actes*

*Communiqué commun CFDT, CFE-CGC, CFTC, CGT, FO, FSU, UNSA, SOLIDAIRES
*


Le mouvement déclenché par la révélation des violences sexuelles subies 
par des actrices dans le cadre de leur travail a permis de rendre 
visible l’ampleur des violences sexistes. Nos organisations syndicales 
alertent sur la nécessité d’agir globalement sur les questions d’égalité 
professionnelle et sur les violences au travail, dans le public comme 
dans le privé.

Le Président de la République a annoncé faire de l’égalité femmes/hommes 
une grande cause nationale. Nous en prenons acte,mais pour cela, il faut 
des mesures ambitieuses, des moyens humains et financiers à la hauteur 
de l’enjeu, des dispositifs contraignants et une évaluation de toutes 
les politiques publiques à l’aune de l’égalité.

Si nos organisations sont elles-mêmes engagées de longue date dans ce 
combat pour l’égalité, nous soulignons aujourd’hui la nécessité 
d’intensifier la mobilisation de nos militant.es, d’amplifier nos 
actions en faveur de l’égalité professionnelle et de faire progresser la 
mixité au sein de nos organisations.

*A l’occasion du 8 mars, journée internationale de lutte pour les droits 
des femmes, nous interpellons le gouvernement autour des propositions 
suivantes : *

 1.

    *Assurer l’égalité salariale et professionnelle. *

Dans le public comme dans le privé, ce sont les 26% d’écart de 
rémunération^^1 <#sdfootnote1sym> - qu’ils soient liés à la carrière, à 
la part variable de la rémunération, à la dévalorisation des métiers à 
prédominance féminine, ou au temps de travail – qu’il faut neutraliser. 
Il faut pour cela :

  *

    *Rendre effectives les sanctions pour les employeurs qui
    discriminent*et passer, comme en Islande, d’une obligation de moyens
    à une obligation de résultats. *Donner à l’Inspection du travail les
    moyens humains pour garantir l’application de la loi *et affecter le
    produit des pénalités à un fond en faveur de l’égalité professionnelle.

  *

    *Limiter le recours aux contrats à temps partiels**et aux contrats
    précaires*en les rendant financièrement dissuasifs pour les
    employeurs et en améliorant la protection sociale des salarié-es.

  *

    *Lutter contre les inégalités de carrière. *Renforcer et rendre
    obligatoire les indicateurs permettant d’identifier et de supprimer
    les mécanismes de plafond de verre.

  *

    *Assurer la mise en œuvre de la loi qui prévoit un salaire égal pour
    un travail de *_*valeur égale*_par une juste reconnaissance
    salariale des qualifications et des compétences dans les
    classifications. Revaloriser les métiers à prédominance féminine
    (santé, éducation, administratifs, propreté, services à la
    personne…) dans le privé comme dans le public.

  *

    *Promouvoir la mixité des métiers et des filières*scolaires et
    universitaires. De l’école à l’entreprise, lutter contre les
    stéréotypes de genre, notamment par des formations dédiées.


 2.

    *Promouvoir une parentalité partagée : *

  *

    Mettre en place un temps de travail et une organisation du travail
    permettant à toutes et tous une bonne articulation de leur vie
    personnelle et professionnelle. Limiter les horaires atypiques
    (dimanche, soir et nuit, horaires morcelés…)

  *

    *Augmenter l’indemnisation du congé parental*et le calculer en
    pourcentage du salaire pour permettre une parentalité partagée.
    *Allonger le congé paternité et le rendre obligatoire*. *Le congé
    maternité doit être étendu à toutes les travailleuses quel que soit
    leur statut et allongé à 18 semaines*comme le préconise
    l’Organisation Internationale du Travail (OIT).

  *

    Développer les lieux d’accueil accessibles pour la petite enfance et
    répondre aux problèmes liés à la perte d’autonomie en renforçant les
    services publics avec des emplois stables.


 3.

    *Lutter contre les violences sexistes et sexuelles :*

Nous nous félicitons que, suite à notre mobilisation, le Gouvernement 
français ait fait le choix de soutenir l’adoption d’une norme de l’OIT 
contre les violences sexistes et sexuelles et nous demandons à ce que la 
France mette en œuvre les mesures suivantes :

  *

    *Faire de la prévention des violences sexistes et sexuelles un sujet
    obligatoire de négociation et mettre en œuvre des sanctions*pour
    tous les employeurs qui ne disposent pas de plan de prévention et de
    procédure sécurisée pour les victimes et témoins.

  *

    *Protéger l’emploi et la carrière des victimes*, que les violences
    aient un lien avec le travail ou non, en mettant en place sur
    présentation d’un certificat médical le droit à des aménagements
    d’horaires, de poste, des congés, une mobilité fonctionnelle ou
    géographique… La prise en charge médico-sociale et psychologique des
    victimes doit être effectuée sans frais.

  *

    *Former l’ensemble des professionnel.les*(RH et des manageurs,
    inspecteurs et inspectrices du travail, magistrat.es, personnels de
    santé, d’éducation et de sécurité…), et les représentant.es du
    personnel. *Mettre en place une sensibilisation annuelle obligatoire
    de tou.te.s les salarié.e.s*sur leur temps et lieu de travail.

  *

    Dans le public comme dans le privé, *maintenir les missions et
    moyens des IRP en matière d'Hygiène, de santé et sécurité au
    travail, et mettre en place des référent.es*formé.es et
    indépendant.es de l’employeur pour accompagner les victimes et
    alerter les employeurs.

  *

    Etendre les prérogatives des Commissions Paritaires Régionales
    Interprofessionnelles (CPRI) à la prévention du harcèlement et des
    violences sexuelles et celles des conseillers du salarié-e à
    l'accompagnement des victimes.

  *

    *Allonger les délais de prescription des licenciements*commis suite
    à des discriminations ou à des violences sexuelles au travail.

  *

    *Débloquer les moyens humains et financiers*pour permettre aux
    structures d’aide aux victimes de violences de jouer leur rôle, et
    notamment à l’AVFT, seule association d’accompagnement des femmes
    victimes de violences au travail, contrainte de fermer son accueil
    téléphonique faute de moyens.

1 <#sdfootnote1anc> Source : DARES 2016. Si on mesure les femmes par 
rapport aux hommes, il faudrait même parler de 34% d’écart. Source Jean 
et Nicole Gadrey, 2017


Philippe CASTEL, chargé des relations avec la presse pour la FSU
06 72 53 91 13 / 01 41 63 27 40




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<html>
  <head>

    <meta http-equiv="content-type" content="text/html; charset=utf-8">
  </head>
  <body text="#000000" bgcolor="#FFFFFF">
    <p> </p>
    <div class="moz-forward-container">
      <p> </p>
      <p style="margin-bottom: 0.21cm; line-height: 100%" align="center"><font
          color="#000000"><font face="Trebuchet MS, sans-serif"><font
              style="font-size: 14pt" size="4"><b>Pour l’égalité
                professionnelle, nous voulons des actes</b></font></font></font></p>
      <p style="margin-bottom: 0.21cm; line-height: 100%" align="center"><font
          color="#000000"><font face="Trebuchet MS, sans-serif"><font
              style="font-size: 14pt" size="4"><b>Communiqué commun
                CFDT, CFE-CGC, CFTC, CGT, FO, FSU, UNSA, SOLIDAIRES<br>
              </b></font></font></font></p>
      <br>
      <p style="margin-bottom: 0.21cm; line-height: 100%"
        align="justify"><font color="#000000"><font face="Trebuchet MS,
            sans-serif"><font style="font-size: 10pt" size="2">Le
              mouvement déclenché par la révélation des violences
              sexuelles subies par des actrices dans le cadre de leur
              travail a permis de rendre visible l’ampleur des violences
              sexistes. Nos organisations syndicales alertent sur la
              nécessité d’agir globalement sur les questions d’égalité
              professionnelle et sur les violences au travail, dans le
              public comme dans le privé.</font></font></font></p>
      <p style="margin-bottom: 0.21cm; line-height: 100%"
        align="justify"><font color="#000000"><font face="Trebuchet MS,
            sans-serif"><font style="font-size: 10pt" size="2">Le
              Président de la République a annoncé faire de l’égalité
              femmes/hommes une grande cause nationale. </font></font><font
            color="#000000"><font face="Trebuchet MS, sans-serif"><font
                style="font-size: 10pt" size="2">Nous en prenons acte,</font></font></font><font
            face="Trebuchet MS, sans-serif"><font style="font-size:
              10pt" size="2"> mais pour cela, il faut des mesures
              ambitieuses, des moyens humains et financiers à la hauteur
              de l’enjeu, des dispositifs contraignants et une
              évaluation de toutes les politiques publiques à l’aune de
              l’égalité.</font></font></font></p>
      <p style="margin-bottom: 0.21cm; line-height: 100%"
        align="justify"><font color="#000000"><font color="#000000"><font
              face="Trebuchet MS, sans-serif"><font style="font-size:
                10pt" size="2">Si nos organisations sont elles-mêmes
                engagées de longue date dans ce combat pour l’égalité,
                nous soulignons aujourd’hui la nécessité d’intensifier
                la mobilisation de nos militant.es, d’amplifier nos
                actions en faveur de l’égalité professionnelle et de
                faire progresser la mixité au sein de nos organisations.</font></font></font></font></p>
      <p style="margin-bottom: 0.21cm; line-height: 100%"
        align="justify"><font color="#000000"><font color="#000000"><font
              face="Trebuchet MS, sans-serif"><font style="font-size:
                10pt" size="2"><b>A l’occasion du 8 mars, journée
                  internationale de lutte pour les droits des femmes,
                  nous interpellons le gouvernement autour des
                  propositions suivantes : </b></font></font></font></font>
      </p>
      <ol>
        <li>
          <p style="margin-bottom: 0.21cm; border-top: none;
            border-bottom: 1px solid #000000; border-left: none;
            border-right: none; padding-top: 0cm; padding-bottom:
            0.04cm; padding-left: 0cm; padding-right: 0cm; line-height:
            100%" align="justify"> <font color="#000000"><font
                face="Trebuchet MS, sans-serif"><font style="font-size:
                  10pt" size="2"><b>Assurer l’égalité salariale et
                    professionnelle. </b></font></font></font> </p>
        </li>
      </ol>
      <p style="margin-left: 0.5cm; margin-bottom: 0.21cm; line-height:
        100%" align="justify"> <font color="#000000"><font
            face="Trebuchet MS, sans-serif"><font style="font-size:
              10pt" size="2">Dans le public comme dans le privé, ce sont
            </font></font><font color="#000000"><font face="Trebuchet
              MS, sans-serif"><font style="font-size: 10pt" size="2">les
                26% d’écart de rémunération</font></font></font><sup><font
              color="#000000"><font face="Trebuchet MS, sans-serif"><font
                  style="font-size: 10pt" size="2"><a
                    class="sdfootnoteanc" name="sdfootnote1anc"
                    href="#sdfootnote1sym" moz-do-not-send="true"><sup>1</sup></a></font></font></font></sup><font
            color="#000000"><font face="Trebuchet MS, sans-serif"><font
                style="font-size: 10pt" size="2"> - qu’ils soient liés à
                la carrière, à la part variable de la rémunération, à la
                dévalorisation des métiers à prédominance féminine, ou
                au temps de travail – qu’il faut neutraliser. Il faut
                pour cela :</font></font></font></font></p>
      <ul>
        <li>
          <p style="margin-bottom: 0.21cm; line-height: 100%"
            align="justify"> <font color="#000000"><font
                face="Trebuchet MS, sans-serif"><font style="font-size:
                  10pt" size="2"><b>Rendre effectives les sanctions pour
                    les employeurs qui discriminent</b></font></font><font
                face="Trebuchet MS, sans-serif"><font style="font-size:
                  10pt" size="2"> et passer, comme en Islande, d’une
                  obligation de moyens à une obligation de résultats. </font></font><font
                face="Trebuchet MS, sans-serif"><font style="font-size:
                  10pt" size="2"><b>Donner à l’Inspection du travail les
                    moyens humains pour garantir l’application de la loi
                  </b></font></font><font face="Trebuchet MS,
                sans-serif"><font style="font-size: 10pt" size="2">et
                  affecter le produit des pénalités à un fond en faveur
                  de l’égalité professionnelle.</font></font></font></p>
        </li>
        <li>
          <p style="margin-bottom: 0.21cm; line-height: 100%"
            align="justify"> <font color="#000000"><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"><b>Limiter le
                      recours aux contrats à temps partiels</b></font></font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"> </font></font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"><b>et aux contrats
                      précaires</b></font></font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"> en les rendant
                    financièrement dissuasifs pour les employeurs et en
                    améliorant la protection sociale des salarié-es.</font></font></font></font></p>
        </li>
        <li>
          <p style="margin-bottom: 0.21cm; line-height: 100%"
            align="justify"> <font color="#000000"><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"><b>Lutter contre
                      les inégalités de carrière. </b></font></font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2">Renforcer et rendre
                    obligatoire les indicateurs permettant d’identifier
                    et de supprimer les mécanismes de plafond de verre.</font></font></font></font></p>
        </li>
        <li>
          <p style="margin-bottom: 0.21cm; line-height: 100%"
            align="justify"> <font color="#000000"><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"><b>Assurer la mise
                      en œuvre de la loi qui prévoit un salaire égal
                      pour un travail de </b></font></font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"><u><b>valeur égale</b></u></font></font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"> par une juste
                    reconnaissance salariale des qualifications et des
                    compétences dans les classifications. Revaloriser
                    les métiers à prédominance féminine (santé,
                    éducation, administratifs, propreté, services à la
                    personne…) dans le privé comme dans le public.</font></font></font></font></p>
        </li>
        <li>
          <p style="margin-bottom: 0.21cm; line-height: 100%"
            align="justify"> <font color="#000000"><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"><b>Promouvoir la
                      mixité des métiers et des filières</b></font></font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"> scolaires et
                    universitaires. De l’école à l’entreprise, lutter
                    contre les stéréotypes de genre, notamment par des
                    formations dédiées.</font></font></font></font></p>
        </li>
      </ul>
      <br>
      <ol start="2">
        <li>
          <p style="margin-bottom: 0.21cm; border-top: none;
            border-bottom: 1px solid #000000; border-left: none;
            border-right: none; padding-top: 0cm; padding-bottom:
            0.04cm; padding-left: 0cm; padding-right: 0cm; line-height:
            100%" align="justify"> <font color="#000000"><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"><b>Promouvoir une
                      parentalité partagée : </b></font></font></font></font>
          </p>
        </li>
      </ol>
      <ul>
        <li>
          <p style="margin-bottom: 0.21cm; line-height: 100%"
            align="justify"> <font color="#000000"><font
                face="Trebuchet MS, sans-serif"><font style="font-size:
                  10pt" size="2">Mettre en place un temps de travail et
                  une organisation du travail permettant à toutes et
                  tous une bonne articulation de leur vie personnelle et
                  professionnelle. Limiter les horaires atypiques
                  (dimanche, soir et nuit, horaires morcelés…)</font></font></font></p>
        </li>
        <li>
          <p style="margin-bottom: 0.21cm; line-height: 100%"
            align="justify"> <font color="#000000"><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"><b>Augmenter
                      l’indemnisation du congé parental</b></font></font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"> et le calculer en
                    pourcentage du salaire pour permettre une
                    parentalité partagée. </font></font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"><b>Allonger le
                      congé paternité et le rendre obligatoire</b></font></font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2">. </font></font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"><b>Le congé
                      maternité doit être étendu à toutes les
                      travailleuses quel que soit leur statut et allongé
                      à 18 semaines</b></font></font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"> comme le préconise
                    l’</font></font></font><font face="Trebuchet MS,
                sans-serif"><font style="font-size: 10pt" size="2">Organisation
                  Internationale du Travail (OIT)</font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2">.</font></font></font></font></p>
        </li>
        <li>
          <p style="margin-bottom: 0.21cm; line-height: 100%"
            align="justify"> <font color="#000000"><font
                face="Trebuchet MS, sans-serif"><font style="font-size:
                  10pt" size="2">Développer les lieux d’accueil
                  accessibles pour la petite enfance et répondre aux
                  problèmes liés à la perte d’autonomie en renforçant
                  les services publics avec des emplois stables.</font></font></font></p>
        </li>
      </ul>
      <p style="margin-left: 1.5cm; margin-bottom: 0.21cm; line-height:
        100%" align="justify"> <br>
      </p>
      <ol start="3">
        <li>
          <p style="margin-bottom: 0.21cm; border-top: none;
            border-bottom: 1px solid #000000; border-left: none;
            border-right: none; padding-top: 0cm; padding-bottom:
            0.04cm; padding-left: 0cm; padding-right: 0cm; line-height:
            100%" align="justify"> <font color="#000000"><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"><b>Lutter contre
                      les violences sexistes et sexuelles :</b></font></font></font></font></p>
        </li>
      </ol>
      <p style="margin-bottom: 0.21cm; line-height: 100%"
        align="justify"><font color="#000000"><font face="Trebuchet MS,
            sans-serif"><font style="font-size: 10pt" size="2">Nous nous
              félicitons que, suite à notre mobilisation, le
              Gouvernement français ait fait le choix de soutenir
              l’adoption d’une norme de l’OIT contre les violences
              sexistes et sexuelles et nous demandons à ce que la France
              mette en œuvre les mesures suivantes :</font></font></font></p>
      <ul>
        <li>
          <p style="margin-bottom: 0.21cm; line-height: 100%"
            align="justify"> <font color="#000000"><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"><b>Faire de la
                      prévention des violences sexistes et sexuelles un
                      sujet obligatoire de négociation et mettre en
                      œuvre des sanctions</b></font></font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"> pour tous les
                    employeurs qui ne disposent pas de plan de
                    prévention et de procédure sécurisée pour les
                    victimes et témoins.</font></font></font></font></p>
        </li>
        <li>
          <p style="margin-bottom: 0.21cm; line-height: 100%"
            align="justify"> <font color="#000000"><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"><b>Protéger
                      l’emploi et la carrière des victimes</b></font></font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2">, que les violences
                    aient un lien avec le travail ou non, en mettant en
                    place sur présentation d’un certificat médical le
                    droit à des aménagements d’horaires, de poste, des
                    congés, une mobilité fonctionnelle ou géographique…
                    La prise en charge médico-sociale et psychologique
                    des victimes doit être effectuée sans frais.</font></font></font></font></p>
        </li>
        <li>
          <p style="margin-bottom: 0.21cm; line-height: 100%"
            align="justify"> <font color="#000000"><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"><b>Former
                      l’ensemble des professionnel.les</b></font></font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"> (RH et des
                    manageurs, inspecteurs et inspectrices du travail,
                    magistrat.es, personnels de santé, d’éducation et de
                    sécurité…), et les représentant.es du personnel. </font></font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"><b>Mettre en place
                      une sensibilisation annuelle obligatoire de
                      tou.te.s les salarié.e.s</b></font></font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"> sur leur temps et
                    lieu de travail.</font></font></font></font></p>
        </li>
        <li>
          <p style="margin-bottom: 0.21cm; line-height: 100%"
            align="justify"> <font color="#000000"><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2">Dans le public
                    comme dans le privé, </font></font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"><b>maintenir les
                      missions et moyens des IRP en matière d'Hygiène,
                      de santé et sécurité au travail, et mettre en
                      place des référent.es</b></font></font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"> formé.es et
                    indépendant.es de l’employeur pour accompagner les
                    victimes et alerter les employeurs.</font></font></font></font></p>
        </li>
        <li>
          <p style="margin-bottom: 0.21cm; line-height: 100%"
            align="justify"> <font color="#000000"><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2">Etendre les
                    prérogatives des Commissions Paritaires Régionales
                    Interprofessionnelles (CPRI) à la prévention du
                    harcèlement et des violences sexuelles et celles des
                    conseillers du salarié-e à l'accompagnement des
                    victimes.</font></font></font></font></p>
        </li>
        <li>
          <p style="margin-bottom: 0.21cm; line-height: 100%"
            align="justify"> <font color="#000000"><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"><b>Allonger les
                      délais de prescription des licenciements</b></font></font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"> commis suite à des
                    discriminations ou à des violences sexuelles au
                    travail.</font></font></font></font></p>
        </li>
        <li>
          <p style="margin-bottom: 0.21cm; line-height: 100%"
            align="justify"> <font color="#000000"><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"><b>Débloquer les
                      moyens humains et financiers</b></font></font></font><font
                color="#000000"><font face="Trebuchet MS, sans-serif"><font
                    style="font-size: 10pt" size="2"> pour permettre aux
                    structures d’aide aux victimes de violences de jouer
                    leur rôle, et notamment à l’AVFT, seule association
                    d’accompagnement des femmes victimes de violences au
                    travail, contrainte de fermer son accueil
                    téléphonique faute de moyens.</font></font></font></font></p>
        </li>
      </ul>
      <div id="sdfootnote1">
        <p style="margin-bottom: 0.28cm; line-height: 106%"><font
            color="#000000"><font size="2"><a class="sdfootnotesym"
                name="sdfootnote1sym" href="#sdfootnote1anc"
                moz-do-not-send="true">1</a> Source : DARES 2016. Si on
              mesure les femmes par rapport aux hommes, il faudrait même
              parler de 34% d’écart. Source Jean et Nicole Gadrey, 2017</font></font></p>
      </div>
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        <p style="margin-bottom: 0cm">Philippe CASTEL, chargé des
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          06 72 53 91 13 / 01 41 63 27 40 <br>
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