Talking about money has always been considered rude in France.
When we lack it, we prefer to hide it, while when we gain a lot, we keep an artistic vagueness on the amount so as not to show its success.
A false modesty which, however, has drawbacks.
Indeed, because of this traditional omerta, a worker will find it very difficult to assess what level of salary he is entitled to ask during a job interview, or what annual change he can claim in relation to his colleagues.
The reason ?
The case-by-case argument based on the level of diplomas, years of experience or the work accomplished by the employee is most often put forward to justify this taboo.
As if every salary was unique, including on the same team and in the same positions, and disclosing them would only stir up jealousy.
A desire for transparency
However, mentalities tend to change.
Thus, 78% of the 4,000 working people surveyed recently by the job search site Talent.com say they are in favor of pay transparency.
Similarly, 95% of them consider it essential or important to know the salary of a job before applying.
However, less than one in two admit to being comfortable discussing their compensation with their colleagues, and 55% would agree to have their pay amount communicated within the company.
Opinions are particularly in favor of internal access to the salary scales applied by their company, while others are ready to agree to make the salary scales public.
On the other hand, it is out of the question to allow all staff to consult the salary details of each employee for the vast majority of respondents.
There is therefore a real desire for transparency at the global level, while retaining the details of private data.
Compare the deviations
While some countries such as Sweden, Finland or Norway have opted for total transparency (salaries are available to the public for consultation with the tax authorities), France has rather followed the example of the United Kingdom and the United Kingdom. Germany for information on remuneration.
Under the Pacte law of May 22, 2019, listed companies (and only these) must publish each year a statement of the differences between the remuneration of their directors and the average salaries of employees in full-time equivalent, but also with the median salary of the latter.
Likewise, the gender equality index requires a comparison, this time by sex, in terms of salaries, annual increases and differences in promotions.
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