Session III: Living with and Managing Gender Stereotypes in Adulthood Employers point of view

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Session III Living with and Managing Gender
Stereotypes in Adulthood Employers point of view
Conference Elimination of Gender Stereotypes
Mission (Im)Possible?

• Helen HoffmannUEAPME
• Brdo, 29 - 30 January 2008

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UEAPME

• European Association of Crafts, Small and Medium-
  sized Enterprises
• 99 of all companies in the EU are SMEs, and 92
  are micro enterprises with less that 10
  employees.
• UEAPME is European Social Partner
• UEAPME negotiates and signs agreements
• http//www.ueapme.com

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Joint work
of the European Social Partners on Gender
Equality

• Not only legislation but needs to be practical
• European Social Partners agreed on a Framework of
  Action on Gender Equality (2005-2010)
• 2 follow-up reports
• 4 priorities at national level gender roles and
  fight against stereotypes, work-life balance,
  promoting women in decision-making, equal pay
• Priority emphasis on desegregation of labour
  market
• Trends
• Development of educational programmes for
  teachers and pupils in schools
• Organisation of career fairs or girls days in
  enterprises, incl. on apprenticeships
• Interactive information campaigns to encourage
  young-people in non-traditional career paths
• http//www.ueapme.com/docs/joint_position/2007/071
  1_2nd_report_SP_gender_equality.pdf

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Managing gender stereotypes a company
perspective

• Diversity in Member States
• Gender equality issue important to the company
  for a multitude of reasons
• Challenge of demographic change and lack of
  skilled workers
• Key productivity and business issue
• Benefits for the company

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Measures for addressing gender roles at the work
place

• Goal Ensure gender mix in male or female
  dominated sectors and professions
• Cooperation with education and guidance bodies
• Equal recruitment job titles and descriptions
• Mix of measures and tailored made solutions
• Differences between large and small companies
• Limited financial resources to utilise
• Adaptation of work place
• - Ergonomics
• - Specific aspects

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Practical example 1 Who is the best in the
country?

• Initiative organised by German Association for
  Motor Trade and Repairs
• First national competition in 2007 for the best
  young female apprentice in motor mechanics sector
  
• Selection procedure Countrys 10 best female
  mechatronics had to fulfill typical tasks of a
  mechatronic
• Aim
• - Attract more female apprentices in male
  dominated profession
• - Motivate and encourage high performance
• - Show opportunities
• - Create high visibility through information
  campaign
• - Acts as incentive

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Practical example 2 Framework agreement

• Framework agreement signed by French Minister for
  Social Cohesion and Equality and CAPEB
  (Association representing Craftsmen and SMEs in
  the Construction Sector) in January 2007
• Promote gender mix equality in construction
  sector
• Fight stereotypes that devalorise construction
  sector jobs and show positive aspects of these
  professions
• Communication and awareness raising
• Evaluation implementation of agreement through
  expert committee
• Duration initially 3 years

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Practical example 3 Womens Talent (Il Talento
delle donne)

• Initiative organised by Italian National Crafts
  and SME Association (CNA)
• Female entrepreneurs and daughters in key roles
  in SMEs and craft enterprises gt generational
  handover of businesses
• Goal Enhance management skills and strengthen
  womens self-employment by optimising
  availability of specific products
• Tools Seminars and training courses on business
  practices, HR, positive actions for equal
  opportunities within the company
• Facilitate exchange of experience between senior
  and junior entrepreneurs
• Give a structured business transfer plan
  personal training plan, incl. generational
  handover under a gender viewpoint
• http//www.ueapme.com/docs/compendium/compendium_p
  rint.pdf

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Conclusion Elimination of Gender Stereotypes

• 1)Requires a shared responsibility of society,
  employers, employees and education and training
  establishments to change mindset
• 2) Needs to start at a very early age
• 3) Is strongly influenced by family sphere
• 4) Necessitates supportive guidance at school
• 5) Requires gender neutral recruitment policy
• 6) Needs a sustained effort in disseminating
  information at European, national, regional,
  local and enterprise level

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• Thank you for your attention!
• Helen Hoffmann
• Social Policy Adviser
• E-mail h.hoffmann_at_ueapme.com
• Tel [phone]
• Fax[phone]
• www.ueapme.com