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Cet article s’intéresse aux dispositifs de recrutement en vigueur dans l’université française et à leurs effets sur la discrimination subie ou non par les femmes, lors de l’accès aux postes de maîtres de conférences. À partir d’enquêtes et d’entretiens approfondis menés auprès de membres de commissions de spécialistes dans trois disciplines, les auteures mettent en évidence les spécificités de ces recrutements tant sur les discriminations directes qu’indirectes. Elles montrent ainsi que les pratiques de jugement dans les commissions restent perméables à des formes de discrimination indirecte sexuée alors que différents instruments (grille de dépouillement des dossiers, explicitation des critères, etc.) et dispositifs (publicisation de la procédure, diversification de la composition de la commission, décisions collégiales, etc.) permettent de limiter les possibilités d’exercice de discrimination directe. Do recruitment practices for positions as associate professor in French universities have an impact on any discrimination eventually experienced by women? Surveys and in-depth interviews conducted with members of hiring committees in three disciplines shed light on recruitment practices in relation to direct as well as indirect discrimination. The practices of these committees, who choose among applicants, are permeable to forms of indirect sex-based discrimination even though the use of various tools (grid for examining applications, the explanation of criteria, etc.) and various arrangements (the publicity of proceedings, diversified makeup of these committees, collective decision-making, etc.) limit the possibilities of direct discrimination.
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