It is a reality that many prefer to imagine behind them, relegated to the archives of old managerial habits. However, when entering the doors of French companies, the observation is clear: discrimination in hiring and in career development remains a systemic scourge.
Far from being a simple societal debate, fair access to employment has become a real issue in France. Despite diversity charters and anonymized recruitment processes, figures published in recent months show that inequalities persist. The reality is clear: the road to equal access to employment still remains long. Investigation into an invisible phenomenon which continues to undermine the confidence of millions of workers.
Employment: the first theater of inequalities
If discrimination can also manifest itself in access to housing or transport, it is in the world of work that it remains most present. Data from the Defender of Rights reveals a worrying observation: more than 9 out of 10 working people believe that discrimination exists in the professional sphere in France.
This generalized feeling is reflected in facts experienced on a daily basis. Next to 35% of assets declare having suffered unfavorable or discriminatory treatment in the last five years.
A figure that explodes in the institution’s balance sheets:
In terms of the fight against discrimination, more than half of the overall referrals sent to the Defender of Rights directly concern the world of employment (32% in the private sector, 21% in the public sector).
This reality does not stop with the simple receipt of a CV. If 14% of those questioned place the blockage at the time of recruitment, 21% experience it head-on during their career : promotions refused, training inaccessible or unexplained salary stagnation.
Origin, sex, age: the triple penalty of exposed profiles
Not all workers are equal when it comes to the risk of discrimination. The latest barometers confirm a worsening of exposure for certain target audiences.
Risque multiplicateur de subir une discrimination (comparé au profil de référence) :
(Origine perçue (Noir, Arabe, Maghrébin)) ───► x 2,8 (lors de l'embauche)
(Femme en déroulement de carrière) ───► x 2,0 (par rapport aux hommes)
(Jeune (18-24 ans) à l'embauche) ───► x 2,0 (par rapport aux 45-54 ans)
(Orientation sexuelle non hétérosexuelle) ───► x 1,9 (lors de l'embauche)
1. The crushing weight of the origin
Perceived origin or skin color remains the most discriminating factor when looking for a job. A person perceived as black, Arab or North African is 2.8 times more likely to experience refusal or unfavorable treatment for equal skills than a candidate perceived as white. A figure that is clearly increasing compared to studies carried out in the middle of the previous decade.
2. Ordinary and structural sexism
Despite the strengthening of laws, women continue to face persistent stereotypes, particularly around motherhood and family responsibilities.
During their career, they face an increased risk of unequal treatment.
The High Council for Equality (HCE) recalls that the average pay gap in the private sector is still 22% in favor of men (around 4% for equivalent positions and working hours).
3. Targeted youth
One of the surprises of recent surveys lies in the increased vulnerability of 18-24 year olds. Often considered too inexperienced, sometimes targeted by behavioral biases, young people today have twice the risk to be discriminated against in hiring than their elders aged 45-54.
Chronic illnesses and disability: invisible barriers
The problem of employees suffering from chronic illnesses (cancer, diabetes, multiple sclerosis) is also emerging strongly. The lack of flexibility of organizations often pushes these profiles towards informal ostracization:
- slowdown in career development,
- incentive to leave
- refusal to adapt working hours.
Faced with this observation, what solutions for the company?
For human resources departments, discriminatory risk management is no longer just a moral obligation, it is an issue of legal security and attractiveness. Experts agree on three fundamental levers to reverse the trend:
- The objectification of processes: Replace intuition with strict evaluation grids, based on operational skills (soft skills And hard skills). Each recruitment or promotion decision must be traceable and documented.
- The obligation of internal investigation: Following recent framework decisions from supervisory authorities, companies must deploy transparent and impartial internal reporting channels in the event of suspected harassment or discrimination, under penalty of heavy sanctions.
- Active managerial training: Deconstruct unconscious stereotypes. A manager is not necessarily malicious, but he is often guided by cognitive biases of similarity (recruiting a profile that resembles him).
In conclusion: towards a culture of real evaluation
The fight against discrimination in France cannot be limited to declarations of intent. Current figures show that exclusion mechanisms remain embedded in the culture of many organizations.
To build a fairer working world, companies must agree to measure their failures, via independent audits or testing operations.
Equal opportunities is not a simple HR indicator that can be adjusted at the end of the year: it is the foundation of a renewed professional social pact.
