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Les 35 heures des hommes et des femmes

Abstract : Based on the example of three companies having signed the Aubry I agreements, of various sizes, fields of activity and localizations, Martine Lurol and Jérôme Pélisse analyze the question of the gendered differences in the implementation of the 35-hour week. In all three companies under scruting, the differenciated representation of work implicitely impact the choice made in the type of reduction of working hours, such choices backfiring by reinforcing the gendered treatment discrepancies. For example, professional equality, clearly identified in the social balance sheet of a company, is only an expression, since management practices of personnel are gendered and linked to the representations of female employment that employers and employees hold. These practices result in different leave days for men and for women. In an other company, the increase of flexibility, together with irregular working schedules and variations in the number of daily hours resulting from the annualization of the 35-hour week, do not promote the development of a “freed” working schedule, in particular with non-qualified women. In the third company, the fact that the agreement is not applied to a specific category of personnel shows that working hours reveal and highlight gender and social inequalities. Furthermore, interviews with couples working for the same company provide more information on the tensions and negociations that take place in private life, where the sharing out of tasks does not go without saying.
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Martine Lurol, Jérôme Pélisse. Les 35 heures des hommes et des femmes. Travail, genre et sociétés, L'Harmattan/La découverte, 2002, pp.167 - 192. ⟨hal-01310550⟩



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