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What are the drivers of collective bargaining to achieve gender equality in companies? Although much research has been done on this question, answers tend to focus exclusively on the institutional perspective and to neglect the social and power relations at work. We address this deficiency in this article by taking a micro-political perspective. We trace the trajectory of a collectively bargained gender equality policy in a French company over 14 years and examine how management and unions contribute to the process. Our results show that the construction of a coalition between management and unions around gender equality, as well as the form taken by the bargained policy, are closely linked to the capabilities that these actors possess and mobilise. This study contributes to the understanding of gender equality bargaining and, more generally, to the micro-politics of collective bargaining. In doing so, it aims to connect organisation studies and industrial relations.

International audience

PurposeWith a focus on the evolution of human resource management (HRM) quantification over 2000–2020, this study addresses the following questions: (1) What are the data sources used to quantify HRM? (2) What are the methods used to quantify HRM? (3) What are the objectives of HRM quantification? (4) What are the representations of quantification in HRM?Design/methodology/approachThis study is based on an integrative synthesis of 94 published peer-reviewed empirical and non-empirical articles on the use of quantification in HRM. It uses the theoretical framework of the sociology of quantification.FindingsThe analysis shows that there have been several changes in HRM quantification over 2000–2020 in terms of data sources, methods and objectives. Meanwhile, representations of quantification have evolved relatively little; it is still considered as a tool, and this ignores the possible conflicts and subjectivity associated with the use of quantification.Originality/valueThis literature review addresses the use of quantification in HRM in general and is thus larger in scope than previous reviews. Notably, it brings forth new insights on possible differences between the main uses of quantification in HRM, as well as on artificial intelligence and algorithms in HRM.

PurposeThe literature on HR metrics does not address the political issues that surround the definition and interpretation of these metrics. However, the need for agreement about HR metrics between different stakeholders is underlined by the framework of the sociology of quantification. This research aims to complement the literature on HR metrics by studying the process of defining and interpreting appropriate HR metrics, focusing on the example of the gender pay gap.Design/methodology/approachA case study with interviews and participant observation is conducted on a French company.FindingsThe results show that HR metrics are essential to prove the existence of inequalities. However, there are disagreements between management, unions and gender equality referents concerning appropriate HR metrics and their use.Originality/valueContrary to the literature on the subject, which remains predominantly positivist and normative, this article sheds light on the political issues surrounding the definition and use of HR metrics and shows the importance of involving a range of actors (managers, unions and employees) in the entire process.

International audience; Several methods of calculation may be used to quantify the gender pay gap. The sociology of quantification shows how the construction of indicators may be employed to define certain notions. Literature on the performativity of quantification also highlights the effect that acts of calculation can have upon reality. This article combines these fields as it examines the illocutionary performative power of the “equal pay index”, which was developed by the French government in 2018, and which companies are legally obliged to publish on an annual basis. The article therefore draws on different types of documents: leaflets explaining the construction of the index, government‐issued communications, statements given by members of the government and companies’ own communications. With the aid of this index, the government can provide more precise definitions of the notion of equal pay and the field of action of companies. The novelty and benefits of the current case lie in the pairing of a relatively classic tool for commensuration and a subject—equal pay—that has suffered from a vague definition for decades. Furthermore, this article offers a conjoint study of the manner in which the index is built and the emerging discourse around it.

International audience; Technological change is exciting as much as it is daunting. The arrival of new digital tools affects consumption patterns, types of employment and working conditions, and can pose challenges to organizations and individuals alike. Indeed, although technological change is a factor for economic growth, it can also be an amplifier, or even a catalyst, of inequality. It is also a social change and interacts in complex ways: technology is both the source and the consequence of social transformation.To understand technological change and to harness its effects, this book studies transformations at different levels (societal, organizational and individual). In its analysis of the subject, it also draws on a number of disciplines of the human and social sciences, such as anthropology, sociology and psychology.

PurposeThis work deals with social representations of gender equality in the workplace. Little academic work deals with the way workers define gender equality. My research also deals with the implications of this definition in terms of policy implementation.Design/methodology/approachThis work is based on a mixed-method approach. A quantitative study based on an online survey conducted in 2015 at a French company is mobilized to identify and measure the main representations of gender equality among the workers. Then, a qualitative study is used to explore these representations in depth and to examine how they influence the implementation of policy on gender equality.FindingsThis work shows that for French workers, equal pay and equal access to responsibilities are the most important dimensions of gender equality, while gender diversity and work-life balance seem less important. The representation of gender equality varies according to gender, professional field and managerial status. These variations help to understand the difficulty of implementing such policy.Practical implicationsManagerially, these results would strongly indicate that companies in France, but also in other developed countries, should consider carrying out awareness campaigns aimed at employees in order to promote a common culture and definition of gender equality. Indeed, the coexistence of various representations of gender equality partly explains the insufficient implementation—and thus the poor performance and general effectiveness of gender equality policies, both in theoretical and practical terms. Companies should also consider introducing awareness campaigns that specifically target men, who grant less importance to gender equality than women.Originality/valueThis study deals with social representations of gender equality in France, a subject which has been largely neglected or overlooked in existing fields of gender research. The international literature on gender equality shows that variations in representations of gender equality constitute a major subject for research and policies about gender, whatever the country. However, this topic still remains inadequately addressed. This research aims to strengthen such research literature dedicated to the issue of gender equality.