We all aspire to work in a committed way while meeting the essential challenges of our private lives. Yet how many people, mostly women, give up trying to progress in their careers because the obstacles seem so insurmountable? And how many people, mostly men, sacrifice too much to their work, without even really realising it?

Founder of the Happy Men & Women Share More initiative, Antoine de Gabrielli has always seen gender equality as an issue of meaning at work for both men and women. It is in this context that he has defined the notion of the glass floor, which mirrors the glass ceiling. This concept sheds light on the cultural and organisational obstacles to professional equality in companies and, in society as a whole, on the increasingly important role of work in balancing couples.

In September 2020, the first Happy Men & Women Share More podcast was devoted to the glass floor. Today, we have chosen to update it by drawing directly on three extracts from Antoine de Gabrielli's book "S'émanciper à deux, le couple, le travail et l'égalité", published last February, which could be translated as “Emancipation for two, the couple, work and equality“.

Hébergé par Ausha. Visitez ausha.co/politique-de-confidentialite pour plus d'informations.

Nous aspirons tous à travailler de façon engagée tout en répondant à nos enjeux essentiels de vie privée. Pourtant, combien de personnes, majoritairement des femmes renoncent à progresser dans leur carrière, tant les obstacles leur semblent, à un moment, insurmontables ? Et combien de personnes, majoritairement des hommes, sacrifient trop à leur travail, sans même en avoir réellement conscience ?

Fondateur de la démarche Happy Men & Women Share More, Antoine de Gabrielli a toujours vu le sujet de l’égalité professionnelle entre femmes et hommes comme un enjeu de sens au travail pour les hommes et pour les femmes. C’est dans ce cadre qu’il a défini la notion de plancher de verre, en miroir du plafond de verre. Cette notion éclaire, dans les entreprises, les freins culturels et organisationnels à l’égalité professionnelle et, dans la société, le poids de plus en plus prépondérant du travail sur l’équilibre des couples.

En septembre 2020, le premier podcast Happy Men & Women Share More était consacré au plancher de verre. Aujourd’hui, nous choisissons de l’actualiser en prenant appui directement sur trois extraits du livre d’Antoine de Gabrielli « S’émanciper à deux, le couple, le travail et l’égalité », publié en février dernier.

Hébergé par Ausha. Visitez ausha.co/politique-de-confidentialite pour plus d'informations.

According to the Tissot and Payfit HR Barometer 2024, recruiting and retaining employees remain the top HR priorities. In 2023, 69% of HR respondents put recruiting talent at the top of their list of priorities and 67% expected to step up their efforts to retain existing employees, 11 points more than in 2022. In 2024, 64.5% of respondents expect retention to overtake recruitment as the top HR priority.

At Happy Men & Women Share More, we're convinced that gender diversity is a key to meeting the challenge of retaining talent within companies, and that managers are on the front line, with a renewed vision of their mission. This podcast aims to shed some light on this subject in 3 stages:

· First we'll look at the why: what is the link between gender diversity and talent retention, and why the manager's role is so central.

· Then we'll look at the how: what levers can managers use to help their teams' talent flourish on a daily basis?

· Finally, we will see that this inclusive challenge creates new managerial demands for which managers are not always prepared. Indeed, a radical change in attitude is expected of them, both from their leaders and from their teams.

Hébergé par Ausha. Visitez ausha.co/politique-de-confidentialite pour plus d'informations.