{"id":2272,"date":"2026-03-30T13:26:46","date_gmt":"2026-03-30T13:26:46","guid":{"rendered":"https:\/\/www.alveria.it\/?p=2272"},"modified":"2026-03-30T13:47:08","modified_gmt":"2026-03-30T13:47:08","slug":"solutions-et-outils-rh-pour-repondre-a-la-directive-europeenne-2272-sur-la-transparence-des-remunerations","status":"publish","type":"post","link":"https:\/\/www.alveria.it\/fr\/2026\/03\/30\/soluzioni-e-strumenti-hr-per-rispondere-alla-direttiva-ue-sulla-trasparenza-retributiva-2272\/","title":{"rendered":"HR SOLUTIONS ET OUTILS POUR R\u00c9PONDRE \u00c0 LA DIRECTIVE EUROP\u00c9ENNE SUR LA TRANSPARENCE DES SALAIRES"},"content":{"rendered":"<p class=\"wp-block-paragraph\">\u00a0Le 3 mars 2026 s'est tenu l'atelier \"HR Innovation Talk\", intitul\u00e9 <a href=\"https:\/\/www.alveria.it\/fr\/2026\/02\/18\/solutions-et-outils-rh-pour-repondre-a-la-directive-europeenne-sur-la-transparence-des-remunerations-2235\/\">\"<strong>Solutions et outils HR pour r\u00e9pondre \u00e0 la directive europ\u00e9enne sur la transparence des r\u00e9mun\u00e9rations<\/strong>\u201c,<\/a> organis\u00e9e par l'Observatoire de l'innovation HR du Politecnico di Milano. La r\u00e9union a explor\u00e9 le th\u00e8me de <strong>la transparence des r\u00e9mun\u00e9rations, <\/strong>offrir un <strong>aper\u00e7u des aspects r\u00e9glementaires <\/strong>et <strong>actions et outils pratiques <\/strong>pour aider les organisations \u00e0 s'adapter aux nouvelles dispositions. La discussion a \u00e9t\u00e9 enrichie par la <strong>interventions des entreprises partenaires et sponsors <\/strong>de l'Observatoire des <strong>partager les exp\u00e9riences et l'expertise acquises sur ces questions.<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">\u00a0<strong>Les recherches de l'Observatoire<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>La<\/strong><a href=\"https:\/\/www.alveria.it\/fr\/2026\/02\/10\/directive-europeenne-970-2023-transformer-la-conformite-en-une-culture-de-la-valeur-2216\/\"><strong> Directive europ\u00e9enne 970\/2023<\/strong> <\/a>vise \u00e0 garantir l'\u00e9quit\u00e9 salariale et \u00e0 lutter contre la discrimination salariale entre les hommes et les femmes, en imposant des obligations aux organisations, en assurant la transparence et en \u00e9tablissant des rapports \u00e0 ce sujet. La norme doit \u00eatre <strong>reconnu<\/strong> dans les syst\u00e8mes juridiques nationaux de tous les \u00c9tats membres de l'UE<strong> avant le 7 juin 2026,<\/strong> l'\u00e9ch\u00e9ance approche donc. Les organisations de notre pays sont-elles pr\u00eates \u00e0 faire face aux nouvelles obligations ?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">L'ann\u00e9e derni\u00e8re d\u00e9j\u00e0, l'Observatoire de l'innovation HR a men\u00e9 une enqu\u00eate pour \u00e9valuer l'\u00e9tat de pr\u00e9paration des organisations et la diffusion relative des mesures visant \u00e0 se conformer \u00e0 la directive europ\u00e9enne. Les donn\u00e9es ont r\u00e9v\u00e9l\u00e9 un retard g\u00e9n\u00e9ralis\u00e9 : seuls 13% de l'\u00e9chantillon avaient d\u00e9j\u00e0 mis en \u0153uvre des mesures sp\u00e9cifiques pour la transparence des r\u00e9mun\u00e9rations, tandis que 24% ne consid\u00e9raient toujours pas ce sujet comme une priorit\u00e9. En 2026, l'Observatoire a r\u00e9p\u00e9t\u00e9 l'enqu\u00eate, r\u00e9v\u00e9lant d\u00e8s les premi\u00e8res donn\u00e9es non d\u00e9finitives une mise \u00e0 jour int\u00e9ressante : si, d'une part, le pourcentage d'organisations qui ne consid\u00e8rent pas la transparence des r\u00e9mun\u00e9rations comme une priorit\u00e9 est pass\u00e9 sous la barre des 10%, d'autre part, les organisations qui ont mis en \u0153uvre des mesures concr\u00e8tes ne d\u00e9passent pas 20% du total.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Examen approfondi des initiatives pr\u00e9vues<\/strong>Les organisations se sont davantage concentr\u00e9es sur l'analyse pr\u00e9ventive de l'\u00e9cart entre les hommes et les femmes, l'identification des emplois \u00e0 valeur \u00e9gale et la r\u00e9vision des proc\u00e9dures de recrutement, afin de les rendre conformes \u00e0 la r\u00e9glementation. La communication interne, quant \u00e0 elle, reste une question cruciale : <strong>moins de 20% de l'\u00e9chantillon ont d\u00e9clar\u00e9 planifier des activit\u00e9s d'information \u00e0 l'intention des employ\u00e9s <\/strong>sur l'\u00e9cart de r\u00e9mun\u00e9ration entre les femmes et les hommes. En ce qui concerne les organisations qui n'ont pas encore pris les premi\u00e8res mesures d'ajustement, la principale raison reste la volont\u00e9 d'attendre le diktat du l\u00e9gislateur national.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Comment les organisations devront-elles \u00e9voluer pour se conformer \u00e0 la l\u00e9gislation ? Quels outils peuvent les aider ? Comment peuvent-elles aller au-del\u00e0 de la conformit\u00e9 et en faire une opportunit\u00e9 pour repenser leurs mod\u00e8les organisationnels ? L'atelier a tent\u00e9 de r\u00e9pondre \u00e0 ces questions, gr\u00e2ce aux contributions d'experts en la mati\u00e8re.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong><strong>FOCUS - TECHNOLOGIE ET DONN\u00c9ES HR : LE R\u00d4LE DU NUM\u00c9RIQUE DANS LA TRANSPARENCE DES R\u00c9MUN\u00c9RATIONS<\/strong><\/strong><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>\"Transparence des r\u00e9mun\u00e9rations et num\u00e9risation des processus HR : la directive 2023\/970 de l'UE comme levier de la transformation organisationnelle\" avec Alveria<\/strong><\/h3>\n\n\n\n<h4 class=\"wp-block-heading\">Intervention de <a href=\"https:\/\/www.linkedin.com\/in\/filippo-cannavo-837125293\/\">Filippo Cannavo<\/a>Chef BU HRO Service et formation de Alveria.<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Dans ses remarques pr\u00e9liminaires, le rapporteur a soulign\u00e9 l'une des exigences les plus complexes de la directive : <strong>la n\u00e9cessit\u00e9 d'identifier et d'\u00e9valuer tous les postes de l'entreprise afin de d\u00e9terminer la \"valeur \u00e9gale\" du travail<\/strong>\"La directive s'applique \u00e0 tous les r\u00f4les au sein de l'organisation.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Sur ce point, le rapporteur a introduit une distinction terminologique qu'il consid\u00e8re comme fondamentale pour l'application correcte de la l\u00e9gislation : <strong>la diff\u00e9rence entre \"figure professionnelle\" et \"position organisationnelle\". <\/strong>Le chiffre professionnel est une cat\u00e9gorie g\u00e9n\u00e9rale, li\u00e9e aux comp\u00e9tences et au r\u00f4le ; la position organisationnelle est plut\u00f4t l'unit\u00e9 sp\u00e9cifique au sein de l'organigramme. Un comptable du bureau de Milan et un comptable du bureau de Catane partagent le m\u00eame chiffre professionnel, mais ne re\u00e7oivent pas n\u00e9cessairement le m\u00eame salaire, car la situation g\u00e9ographique est un \u00e9l\u00e9ment qui explique objectivement une partie de la diff\u00e9rence de salaire. C'est pr\u00e9cis\u00e9ment dans ce qui ne peut \u00eatre expliqu\u00e9 par des facteurs objectifs que se cache le v\u00e9ritable \u00e9cart de r\u00e9mun\u00e9ration entre les hommes et les femmes.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Pour r\u00e9pondre \u00e0 cette complexit\u00e9 de mani\u00e8re \u00e9volutive, l'orateur a d\u00e9crit <strong>une approche bas\u00e9e sur les quatre crit\u00e8res exig\u00e9s par la directive (comp\u00e9tences, engagement, responsabilit\u00e9, conditions de travail) <\/strong>Chacun d'entre eux se voit attribuer une note. Ces scores, trait\u00e9s statistiquement, g\u00e9n\u00e8rent des groupes de postes de valeur \u00e9gale sur lesquels les \u00e9valuations salariales individuelles sont ensuite effectu\u00e9es, en tenant compte de tous les facteurs potentiellement pertinents : le type de contrat, la localisation g\u00e9ographique, le r\u00f4le, la qualification \u00e9ducative, l'\u00e9valuation des performances des trois derni\u00e8res ann\u00e9es, l'anciennet\u00e9 et les budgets g\u00e9r\u00e9s. Le rapporteur a soulign\u00e9 que la performance, bien qu'elle ne soit pas un crit\u00e8re objectif au sens strict, peut \u00eatre consid\u00e9r\u00e9e comme un crit\u00e8re \"objectivable\" dans la mesure o\u00f9 elle est le produit d'un processus structur\u00e9 et r\u00e9glement\u00e9. <strong>Il a conclu en soulignant que le principal d\u00e9fi pour les organisations n'est pas tant conceptuel qu'op\u00e9rationnel et culturel :<\/strong> construire un nouveau type de conception organisationnelle qui rende l'analyse des postes \u00e0 \"valeur \u00e9gale\" \u00e9volutive et introduise une terminologie partag\u00e9e et pr\u00e9cise dans la culture d'entreprise.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Source : <a href=\"https:\/\/www.osservatori.net\/hr-innovation-practice\/\">Observateur HR Innovation<\/a><\/p>","protected":false},"excerpt":{"rendered":"<p> Le rapport complet du troisi\u00e8me atelier de l'Observatoire de l'innovation HR du Politecnico di Milano.<\/p>","protected":false},"author":2,"featured_media":2273,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"iawp_total_views":104,"footnotes":""},"categories":[39],"tags":[],"class_list":["post-2272","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-consulenza"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.9 - 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