Promoting better work and social enterprise for women

1. Promoting better work and social enterprise for women Improving Women’s Economic Position and Local Economic Problems at a time of Recession ANGELA O’HAGAN

2. Global Perspective on the Gender Impact of the Financial Crisis “The differential impact on women versus men will vary across countries. The effects depend on the gender job segregation in a country. In developed economies, in which men have dominated in construction and durable goods manufacturing industries that have been hardest hit by sharp drop in demand, mounting job losses have affected men more than women. But women, too, will be affected in coming months. Female joblessness can be expected to rise disproportionately as public sector budget cuts are made, since women are disproportionately employed in education, health, and social services,”(Seguino, 2009).

3. Why gender matters in local economic development • “with the recession there is some indication that existing gains, including those in legislation, may be lost,” (Prof. Diane Perrons, LSE) • “Gender equality is at risk if the downturn is used as a reason to slowdown progress on equality policies or even to rethink policies that help women on the labour market,” (Smith, 2009). • “Productivity and fairness are not alternates, but both are necessary for the realisation of the other,” (Sylvia Walby, UNESCO Chair in Gender Research)

4. Productivity and fairness • Tackling occupational segregation and gender pay gap are questions of policy for gender justice and productivity and economic growth (Walby, 2007). • The links between women’s low pay and poverty, and the economic inefficiency of under-valuing women’s work (TUC,2008).

5. Occupational Segregation • Horizontal – workforce is made up of mostly one gender • Vertical – opportunities for advancement by a particular gender are limited (similar to ‘glass ceiling’) • Restricts freedom of choice • Maintains sex stereotyping • Restricts choice for business • Increases skills deficiencies • Maintains undervaluation • Contributes to the pay gap • Inflexible working (lack of options) • Undervaluing of roles and occupations (‘women's work’ of low/no value)

6. Gender Pay Gap • Occupational segregation • Discrimination • Effect of caring on earnings • Market failure • Standard productivity measures • Legislative framework

7. Elements of the Pay Gap • Education (6%) • Segregation (13%) • Discrimination and being female (29%) • Full time employment experience (26%) • Interruptions due to caring (15%) • Part time employment experience (12%) Olsen and Walby (2003) Olsen and Walby (2004)

8. A tale of two policies • 27,520 MAs, 2008 • 22% women • Vocational and skills areas: construction, engineering, childcare, health and social care, management • Engineering: £20.4m – men; £297k - women • Childcare: £5.47m – women; £54.5k - men • Men, £69:Women,£1 • Initially funded under EQUAL, 2002 • Scottish Government funded to promote equal pay, tackle pay gap and occupational segregation • Ministerial priority under Gender Equality Duty • Cross-Directorate Working Group on occupational segregation • Gender Equality Scheme, Annual Report 2010 Modern Apprenticeships Close the Gap

9. Policy Responses • Assume gender neutrality • Result in gender-blind policies and differential outcomes • Require gender-aware analysis • Trans-national (G20, UN), European Union, National and regional/local level • Role of civil society

10. Mainstreaming Gender in Local Economic Development Plans • Governance and Decision-Making • Support for Industrial Sectors and Companies • Supporting Labour Markets • Supporting Investment • Supporting Household Purchasing Power • Credit (Source: Walby, (2009): Auditing the gender implications of recovery policies for the financial and economic crisis)

11. Tools of Analysis • Gender Mainstreaming • Involvement of all actors in policy process • Disaggregated data • Policy appraisal • Equality impact assessments • Gender Budget Analysis • Time Use Analysis • Gender Audits • Gender Pay Audits

12. Gender Audit Questions • “What is the gender composition of employment in the industrial sectors and companies that are given financial support? • “Is training supportive of women’s access to non-standard occupations, or does it reinforce existing patterns of occupational segregation? • “Do considerations of infrastructure investment include human capital as well as fixed?” Is education included as well as transport? Is attention on ICT development extended to a more inclusive concept of knowledge economy? • What are the gendered effects of variances in taxes and have the gendered consequences been identified and mitigated? • What are the gendered implications of variances in access to credit arrangements?

13. Gender and Wellbeing Budgets • Capabilities • Local authority responsibilities and functions • Modena, 2003; Emiglia-Romagna, 2004; Bologna, 2007; Piedmont, 2007; Lazio, 2008;Rome • Drawn from work by Tindarra Addabbo, AntonellaPicchioet al, and Annalisa Rosselli on Siena

14. Capabilities in functions of Province of Rome • Access to knowledge • Capability to live a health life • Capability to work and carry on business • Access to public resources (services/transfers) • To live and work in adequate and secure places and in an eco-compatible environment • To travel • Caring for others • Caring for oneself • Participating in public life and living in an equitable society

15. Why gender matters in local economic development • Gender equality is a policy goal • Gender equality is a legal requirement • Reducing labour market rigidities like occupational segregation and discrimination leads to improved economic growth and productivity • Gender equality analysis means more effectively targeted policy interventions and outcomes.

16. Thank you Angela O’Hagan Glasgow Caledonian University