27 th february 2013 closing the gender gap act now ana llena-nozal economist, social policy...
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27th February 2013
Closing the Gender GapACT NOW
Ana LLENA-NOZALEconomist, Social Policy Division, OECD
OUTLINE
• The economic costs of gender inequality
• Policies to promote gender equality
In labour force participation gender gaps persist
Source: OECD (2008), Growing Unequal?
Gender gap in labour force participation (male rates minus female rates), population aged 15-64
Finla
nd
Icela
nd
Estoni
a
Israe
l*
Slove
nia
Franc
e
Unite
d Sta
tes
Austri
a
Hunga
ry
Switzer
land
Unite
d Kin
gdom
Polan
d
Slova
k Rep
ublic
Irela
nd
Czech
Rep
ublic
Japa
n
Korea
Mex
ico0
10
20
30
40
50
60
12.0 14.0
2010 2000 1990 1980
Percentage points
Even larger gaps persist in other employment outcomes: prevalence of part-time…
Percentage of men and women in part-time employment, 2010
Slo
vak
Rep
ublic
Hun
gary
Rus
sian
Fed
era.
..
Cze
ch R
epub
licE
ston
iaS
love
nia
Pol
and
Por
tuga
lG
reec
eK
orea
Finl
and
Uni
ted
Sta
tes
Sw
eden
Spa
inIs
rael
*Fr
ance
EU
-21
Turk
eyO
EC
DC
hile
Den
mar
kIc
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exic
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gIta
lyB
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umA
ustri
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ew Z
eala
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pan
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man
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land
Aus
tralia
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ted
Kin
gdom
Sw
itzer
land
Net
herla
nds
0
10
20
30
40
50
60
70
7.3 8.2
Men Women
Percentage points
… career progression in the private sector…
Women’s shares in the labour force and senior management, 2010
Turke
y
Indo
nesia Ita
ly
Greec
e
Czech
Rep
ublic
Luxe
mbo
urg
Spain
Slova
k Rep
ublic
Belgi
um
Austra
lia
Germ
any
Switzer
land
Unite
d Kin
gdom
Austri
a
New Z
eala
nd
Sweden
Denm
ark
Portu
gal
Franc
e
Russia
n Fed
erat
ion
0
10
20
30
40
50
60
31.6 32.0
Senior manager share Labour force share%
Gaps in employment outcomes are reflected in the gender pay gap…
Gender pay gap for full-time workers
The gender pay gap increases with age and during childbearing…
Gender pay gap by presence of children, 25-44 years old
Differences in take-home pay are even larger because women work fewer hours…
Gender pay gap for full-time and all workers (part-time and full-time)
Hungary
Belgiu
m
Slove
nia
Irela
nd
France
Netherla
nds
Sweden
Czech
Repu...
United S
tate
s
Austria
Slova
k Repu...
Luxem
bourg
Germ
any
Korea
0
5
10
15
20
25
30
35
40
45
50
Full-time workers All workers%
And pay gap contributes to lower pensions
Gender pension gap, mandatory schemes, selected OECD countries, 2009
2. Policy considerations
Policy levers
• Gender equality policies.
• Family policies
• Tax/benefit policies
• Monitoring
• Cooperate with developing and emerging countries to address the gender dimensions of poverty through women’s economic empowerment
Provide paid employment-protected parental leave and promote more equal use among parents
Paid parental leave (supplementary to paid maternity leave), 2008• Provide paid parental leave. Evidence
suggests that :– extending parental leave entitlements
had a small positive effect on the female-to-male employment ratio but only up to two years of leave; a longer leave has a negative effect on both the female employment rate;
– extending paid parental leave had a small positive effect on weekly working hours among women but it was associated with an increase in the gender pay gap among full-time workers;
• Encourage fathers to take available parental leave, also by reserving part of the parental leave entitlement for the exclusive and non-transferable use by fathers.
AUS
AUT
BEL
CAN
CZE
DEU
DNK
FIN
GBRIRL
JPN
KOR
NOR
NZL
SVK
USA
R² = 0.604
0
5
10
15
20
25
30
0 50 100 150 200Number of paid weeks of parental leave
Gender pay gap age 30-34 %
Invest in childcare
The OECD gender report shows that:
• Higher enrolment in formal childcare increases female employment on a full-time and part-time basis, and reduces pay gaps. AUS
AUT
BEL
CAN
CZE
DEU
DNK
FIN
GBR
IRL
JPN
KOR
NOR
NZL
SVK
USA
R² = 0.564
0
5
10
15
20
25
30
0 20 40 60 80Enrolment rates of children in formal care, 2008 %
Gender pay gap age 30-34 %
Gender pay gaps and enrolment rates in formal childcare 2008
Sources: OECD Family database (www,oecd.org/els/family/database) and OECD Earnings database.
Tools: corporate governance codes, target-
setting for leadership positions, disclosure and monitoring of progress in both public and private sectors;
Some countries have introduced quotas for women in executive and supervisory boards of listed and public companies;
campaigning and raising awareness to encourage greater participation and representation of women in politics.
Increase the representation of women in decision-making positions
Share of women on boards inlisted companies, 2009
Source: OECD (2012), Closing the Gender Gap Act Now. (www.oecd.org/gender)
THANK YOU and FURTHER READING!
“Closing the Gender Gap: Act Now”(17 December 2012 at www.oecd.org/gender)