Enhancing Women's Integration in Rural Sardinia 2009

1. WP2: Professional Integration of Women from Rural Areas Oristano, Sardenia 2009-05-07 Stiftelsen Minerva

2. County Liaison officer: Monika Brydsten • Low female participation in the industrial sector, within managing positions (even in the public sector) • Monika thinks there are job opportunities for women, ”although it´s a question about who´s defining the demands” • ”There is a structural power order and that means that there is an opposition to everyone who is different. There is a fear for competence that´s a bit different” • Monika recommends • Increased gender and equality knowledge, • Allocation of quotas • Specific training for women to improve qualifications

3. Equal opportunities: Kerstin Bergman • Points out the industrial sector, construction sector and goods transportation as areas that show a low representation of women • No “real” obstacles for women although cultural hurdles prevent women • “There are still clear ideas of traditional roles for women and men, already in pre-school and school” • Kerstin advocates • Both women and men to work as teachers in pre-school • Companies have to take a bigger responsibility • Show good examples of women working in male-dominated areas • Networks for women in male occupations • Change of attitudes – men have to take a bigger responsibility for family

4. Employment officer: Jan Berglund • “Women are underrepresented within construction and within the entire manufacturing industry” • Mentions the demand for craftsmen and the fact that women show a low participation in these sectors (heating, electricity, ventilation etc.) • The problems for women can be described as attitudes due to traditional gender roles • “I actually think there are favourable conditions in Sweden and women can work to a great extent. We have parental leave, we have day-nursery.” • Important to find and show good examples of women in “male occupations” • Education to increase the knowledge about gender and equality at workplaces

5. Manager in steel industry: Josephine Hansson • Managing position at Sandvik Materials Technology • Tradition, history and a countryside-mentality are the reasons for womens low participation: “Changes are slow in the steel industry” • Manager in a male dominated area - a lonely job • The last years more women have been recruited • Female leaders at all levels of a company play a crucial part • Mentorship – women leaders with experience support new, female leaders • Encourage women to apply for jobs in managing positions • Dismisses specific training for women “I just don´t belive in that method”

6. Car mechanic: Marianne Andersson • She decided early to become a car engineer, since she practically grew up as one • “When school was over all the guys went straight to the car repair shops and got jobs immediately. But not me. I really had to fight to get my first job” • The most difficult obstacle to overcome is the employer´s attitudes towards female car engineers • “You get so questioned as a girl, nearly no one manage to get a job and has the strenght to keep it” • Wants to make advertising for female car engineers • Change attitudes at workplaces – “Even if women get support during training, it will not help them in their working life” • Advocates a working life that is adjusted to family life (work hours)

7. Construction worker: Johanna Pettersson • Low female participation due to the lack of role models and sources of inspiration • “It takes some time to be accepted. Those who rule the workplaces have been there for a long, long time.” • Differences between women and men don´t appear, since the minority of female workers learn to adapt • Allocation of quotas to increase the number of female construction workers • Role models in upper secondary education and information in compulsory school • Don´t believe in specific training for women - “A sheltered workshop that don´t prepare the female students for the real working life and the social attitudes”

8. Summary • There are no “real” obstacles, although traditional attitudes and power relations • Important with measures that aim at young people in school • Specific training for women can draw more women to vocation training but it can also make the crossing to the “real” working life difficult • The importance of role models and good examples • The conciliation between work and family is very important • Allocation of quotas is also recommended • Female leaders at all levels are significant • Balance between men and women at work contribute to important perspectives, increased production, growth, higher quality and more pleasant workplaces