Gender mainstreaming Evidence from the European Foundation’s studies

1. Gender mainstreaming Evidence from the European Foundation’s studies ETUC Conference 06.03.07 Berlin Kasia Jurczak Research Officer

2. 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 3:1 ratio of male:female managers… • Working women continue to shoulder a disproportionate burden of unpaid household work

3. Combined working hours : women work the longest

4. Working time discretion by country Source: Fourth European Working Conditions survey

5. Flexibility?.... Source: Fourth European Working Conditions survey

6. More women managers … managing women

7. More women managers … big variation by country

8. % of men with female managers

9. Gender pay gap

10. 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 women’s 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;

11. 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 mainbeneficiaries 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

12. 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)

13. 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;

14. For more information: www.eiro.eurofound.europa.eu Camilla Gali da Bino gdb@europa.eurofound.eu (EIRO) Sara Riso sri@europa.eurofound.eu (4EWCS) Kasia Jurczak kju@europa.eurofound.eu (Gender questions)