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Gender equality planning as a tool for implementing gender equality and democracy in practice

Gender equality planning as a tool for implementing gender equality and democracy in practice. WO-MEN: GENDER EQUALITY CREATES DEMOCRACY Lithuania 21.9.2006 International conference "Gender Equality creates democracy" Kaisa Kauppinen Research professor.

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Gender equality planning as a tool for implementing gender equality and democracy in practice

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  1. Gender equality planning as a tool for implementing gender equality and democracy in practice WO-MEN: GENDER EQUALITY CREATES DEMOCRACY Lithuania 21.9.2006 International conference "Gender Equality creates democracy" Kaisa Kauppinen Research professor

  2. An increased feminized work force in EU • Women make up about 42% of the EU 15 work force • Great cross-country differences: North/South; Old/New • Part-time employment • Having children influences the participation of women • 54% of women with children under the age of 6 are employed (89% of men) FIOH/Kaisa Kauppinen/2006

  3. Activity rates of women in new EU countries • The proportion of women in employment is higher (46%) than in the EU (42%) • Labor market is less gender segregated • Working hours are longer than in the EU • Part-time is less spread • Great cross-country differences FIOH/Kaisa Kauppinen/2006

  4. Organization of paid work by couples varies, EU-25 (% of couples aged 20-49) • Man and woman both full time 45 • Only man working/woman housewife 29 • Man full-time/woman part-time 19 • Man and woman both part-time or Woman full-time/man part-time 2 • Only woman working/man not working 5 Eurostat, 2003 FIOH/Kaisa Kauppinen/2006

  5. Two roles for women FIOH/Kaisa Kauppinen/2006

  6. Government Action Plan for Gender Equality in Finland, 2004-2007 • Reform of the Equality Act • Greater focus on workplace equality planning • Reducing the differences in pay between women and men • Supporting the reconciliation of work and family life • Support for women entrepreneurs • Increasing the number of women in economic and political decision-making • Reduction of violence against women • Promoting equality in cultural, sports and youth policies • Gender equality in health policy • Mainstreaming and promotion of gender equality in the public administration Ministry of Social Affairs and Health, 2005 FIOH/Kaisa Kauppinen/2006

  7. Social Innovation FIOH/Kaisa Kauppinen/2006

  8. The revised Act on Equality between Women and Men of June 1 2005 The Act on Equality between Women and Men The objectives • to prevent direct and indirect discrimination based on gender, • to promote equality between women and men, and • to improve the status of women, particularly in working life FIOH/Kaisa Kauppinen/2006

  9. Measures to promote equality • The revised Equality Act provides more tools for promoting gender equality and wellbeing at work • The Act obliges employers with a regular staff of 30 or more to draw a gender equality plan. • It can be a separate plan or incorporated into personnel or training plan or the safety and health plan at work. FIOH/Kaisa Kauppinen/2006

  10. The gender equality plan should contain • Gender equality assessment, or gender audit Using both statistical and qualitative methods • A survey of women's and men's pay in the workplace To examine whether women and men are treated equally • Measures to improve the situation • Review of the results Update once every 3 years, or annually FIOH/Kaisa Kauppinen/2006

  11. EQUALITY PLANOF THE POLICE FORCE IN FINLAND Key items: • recruitment policy • woman-friendly atmosphere • zero-tolerance of sexual harassment www.poliisi.fi FIOH/Kaisa Kauppinen/2006

  12. City of Helsinki Equality Plan Key items: • the reduction in the number of personnel • the rise in the average age • the growing volume of work • work has become more stressful • coping with stress and burnout at work www.hel.fi FIOH/Kaisa Kauppinen/2006

  13. FiskarsBrands Finland Key items: • easing the communication between departments • common language (Finnish, Swedish) • use of family leaves • wage structure and internal recruiting • management policy, the role of foremen www.businessandsociety.net FIOH/Kaisa Kauppinen/2006

  14. The Academy of Finland Equality plan • key objective: 40 % of all research post appointees should be members of the minority gender • applicants for research grants must include a report on the gender distribution of the research project and/or research group with their application • gender mainstreaming • reconciliation of work and family www.aka.fi FIOH/Kaisa Kauppinen/2006

  15. So far, the equality plans have focused on the following key issues: • Wage and wage structures • Health promotion: safety and health at work • Family policy leaves • Career development and job rotation • Education and training FIOH/Kaisa Kauppinen/2006

  16. Benefits of gender equality planning at workplaces Both employers and employees benefit from workplace atmosphere that is based on: • equality • openness • fairness The result is: • wellbeing and motivation • feeling of justice at work • better productivity FIOH/Kaisa Kauppinen/2006

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