Gender mainstreaming Evidence from the European Foundations studies

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Gender mainstreaming Evidence from the European
Foundations studies
ETUC Conference 06.03.07 Berlin Kasia
Jurczak Research Officer
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Labour market trends 4EWCS (2005)

• Increasing proportion of women in the workforce
  (but still short of Lisbon objectives 56.3 v
  71.3 for men)
• accompanied by increased prevalence of
  part-time work (80 of European part-timers are
  women)
• Persistence of gender gaps (pay, time, employment
  rate)
• Occupational and vertical segregation
• Increasing proportion of women in managerial
  roles but still a 31 ratio of malefemale
  managers
• Working women continue to shoulder a
  disproportionate burden of unpaid household work

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Combined working hours women work the longest
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Working time discretion by country
Source Fourth European Working Conditions survey
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Flexibility?....
Source Fourth European Working Conditions survey
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More women managers managing women
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More women managers big variation by country
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of men with female managers
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Gender pay gap
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EIRO Comparative Analytical Report Gender and
Career Development (1)

• European Industrial Relations Observatory (EIRO)
  study in EU-27 (except Sweden) plus Norway,
  conducted in Autumn 2006
• Explores whether and how far career patterns are
  changing in response to the restructuring of work
  and organizations and how this impacts on womens
  experience of careers
• Traditional career full time appointment and
  long term, uninterrupted service with one
  employer
• Trade Unions statutory and compulsory
  measures all workforce most activity
• Employer Organisations individual and
  voluntaristic solutions diversity management
  gender issues addressed at the managerial level

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EIRO Comparative Analytical Report Gender and
Career Development (2)

• Gradual erosion (rather than a transformation)
  of traditional career patterns, which is likely
  to improve opportunities for women.
• Women seem to be the main beneficiaries of the
  borderless careers increase of diverse careers
  careers outside organisations combination of
  private and professional activities
• While the number of women in middle management
  posts is increasing the top of the career ladder
  is male-dominated
• Norway statutory quota of female board
  members of public and semi-public enterprises
• Establishment type matters female
  entrepreneurship in NMS across Europe more
  women managers in SMEs and domestic companies

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EIRO Comparative Analytical Report Gender and
Career Development (3)

• Glass ceiling a range of overlapping
  structural, institutional and attitudinal
  factors
• unclear selection criteria for promotion (scope
  for discretion by senior management)
• women cut off from old boys clubs
• overall women more job rather than career
  focused
• lack of female role models at the top posts
• attitudinal factors traits- forceful,
  competitive, objective associated with man
• women less frequently than men tend to take up
  training possibilities (due to family duties)

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Some Ideas for the future

• Centrally collect examples of gender
  mainstreamed agreements and have them available
  for the member organisations
• Extensions of parental leave could be reserved
  for the fathers
• Valorisation and professionalisation of
  traditionally female occupations (personal social
  services, education)
• Target young women, when making their career
  choices, promote non-traditional career patterns
  A clever girl chooses science
• Organise for training compatible with family
  duties
• Utilise European initiatives, such as EQUAL for
  studies and pilot projects

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For more information www.eiro.eurofound.europa.eu
Camilla Gali da Bino gdb_at_europa.eurofound.eu
(EIRO) Sara Riso sri_at_europa.eurofound.eu
(4EWCS) Kasia Jurczak kju_at_europa.eurofound.eu
(Gender questions)