*Auteur correspondant : annie.hondeghem@soc.kuleuven.be
doi:10.3166/pmp.28.201-217 © 2011 IDMP/Lavoisier SAS. Tous droits réservés
L’évaluation de la politique d’égalité des chances et de diversité mise en œuvre par le gouvernement flamand en Belgique
³ Annie Hondeghem* et Sophie Op de Beeck
aK.U.Leuven, Public Management Institute
Résumé
Depuis 20 ans, le gouvernement flamand mène une politique active pour promouvoir l’égalité des chances entre hommes et femmes. Le Service d’émancipation est le moteur de cette politique. L’objectif est de changer les structures ainsi que la culture organisa- tionnelle des services, notamment sur la question de l’accès aux postes de cadre moyens et supérieurs. En effet, si les femmes représentent presque la moitié des fonctionnaires, elles ne constituent qu’un quart des cadres moyens et supérieurs. Un objectif chiffré a donc été formulé pour atteindre un pourcentage de 33 % et plusieurs actions ont été menées afin de réaliser cet objectif (politique de promotion interne, mesures facilitant la combinaison travail-vie privée…). Mais jusqu’ici, elles n’ont pas véritablement réussi à briser le plafond de verre. © 2011 IDMP/Lavoisier SAS. Tous droits réservés
Mots clés : égalité des chances, genre, administration flamande, évaluation de la politique.
Abstract
Evaluation of the policies of equal opportunities and diversity in the Flemish govern- ment in Belgium. Since 20 years, the Flemish government is active in the field of equal oppor- tunities between men and women. The ‘emancipation service’ is responsible for this policy. The objective is to change structures as well as organisational culture. An important aspect is the promotion of women to middle and top positions. Although women represent almost half of the civil servants, they occupy only a quarter of middle and top positions. A target of 33 % has been formulated. Several actions have been set up to reach this objectif (a.o. the creation of networks, mesures to facilitate the combination of work and family), but until now they were not successful in breaking the glass ceiling. © 2011 IDMP/Lavoisier SAS. Tous droits réservés
Keywords: equal opportunities, gender, Flemish administration, policy evaluation.
04
Introduction
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1. Le positionnement de la politique d’égalité des chances et de diversité au sein de l’administration flamande
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2. L’évolution dans l’approche de la politique d’égalité des chances
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2.1. L’évolution dans la réflexion sur l’égalité des chances
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2.2. La réflexion sur l’égalité des chances au gouvernement flamand
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3.1. La reconstitution de la logique d’intervention sous-tendant la politique d’égalité des chances et de diversité
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Figure 1- La logique d’intervention sous-tendant la politique d’égalité des chances et de diversité au gouvernement flamand
Un point de référence (extern)
&
Une politique d'égalité des chances et de diversité intégrée et durable (intern)
Des adaptations structurelles Un changement durable
de la culture organisationnelle Le monitoring
Le harcèlement L'accessibilité Les mesures facilitant la combinaison travail-vie
privée La politique de promotion interne
La politique d'admission
La sensibilisation et le changement de culture sur le
lieu de travail
Les économies à réaliser suite à la crise financière La fragmentation
du gouvernement flamand Le support auprès
des acteurs concernés
Les problèmes structurels sur le marché de l'emploi
La cohérence avec la gestion du personnel et la politique de
l'organisation THÈMES
OBJECTIFS
VARIABLES MODÉRATRICES
MISSION
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3.2. Les mesures dans la politique de l’égalité des chances et de la diversité en faveur des femmes
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Thème 1 : Le monitoring
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Tableau 1 - La représentation des femmes au gouvernement flamand
2006 2007 2008 2009 Objectif
Femmes en général 46,8 % 47,3 % 47,8 % 48,2 % -
Femmes aux postes
de cadre supérieur 16 % 17 % 21 % 24,6 % 33 % en 2015 Femmes aux postes
de cadre moyen 27 % 26 % 27 % 25,9 % 33 % en 2010
Source : Service d’Émancipation, 2010
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Thème 2 : La politique de recrutement
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Thème 3 : La politique de promotion interne
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Thème 4 : Mesures facilitant la combinaison travail-vie privée
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Thème 5 : Sensibilisation et changement de culture sur le lieu de travail
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Thème 6 : L’accessibilité
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4. La promotion interne des femmes au sein du gouvernement flamand
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4.1. L’accès aux postes supérieurs
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/HWDEOHDXYLVXDOLVHOHVUpVXOWDWVGHVGLIIpUHQWHVSKDVHVGHODSURFpGXUHGHVpOHFWLRQ Tableau 2 - Les rapports de genre dans l’embauche et la sélection de hauts fonctionnaires flamands
Hommes Femmes Total
Candidatures 344 (50,7 %) 335 (49,3 %) 679
Après examen du CV 286 (63 %) 168 (37 %) 454
Après entretien exploratoire 169 (71 %) 69 (29 %) 238 Après exercice de management 86 (77,5 %) 25 (22,5 %) 111
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Nommé 24 (80 %) 6 (20 %) 30
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4.2. L‘accès à des postes de cadre intermédiaire
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