gender mainstreaming renate wielpütz - frauencomputerzentrumberlin 1 working meeting in cyprus...

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Renate Wielpütz - FrauenComputerZentrumBerlin 1

Working meeting in Cyprus March 2004

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Objectives of the workshop:

• Development of a common understanding of the double approach of Gender equality among partners of Diaplus

• Sensitizing partners for the gender perspective on the Diaplus modules

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Amsterdam treaty

Council decision: 1997

Ratification at Member State level: 1999

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Art. 2: Equal opportunities for women and men as one of the objectives of the treaty (together with high employment levels: improved living standards and quality of life; social and economic cohesion)

Art. 3: Gender Mainstreaming – equal opportunities to be integrated in all policy fields (encouraging both the dismantling of discrimination and the promotion of EO)

Art. 13: Anti-Discrimination – EU can take action to fight discrimination on base of gender, ethnic background, religion, disability and sexual preference- To be proposed by the Commission and – after consultation of EP – agreed by the Council.

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Art. 137 & Art. 141:Equal opportunities at the labour market

Equal pay for comparable work

Council can agree to take action to establish equal opportunities concerning the access to employment, promotion and equal pay

Member States are free to implement positive actions to bridge gender gaps and desegregate the labour market

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The Luxembourg Process:

(1997)

RFELECTING THE TWO-TRACK CONCEPT OF GENDER MAINSTREAMING

THE EUROPEAN EMPLOYMENT STRATEGY (EES)

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FOUR PILLARS MARKING FOUR KEY POLICY AREAS

Employability

Entrepreneurship

Adaptability

Equal opportunities (EO)

EES = GUIDELINES AND NATIONAL ACTION PLANS FOR EMPLOYMENT

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EO to be an integral part of all action in pillars 1-3

Pillar 4 provides for positive action to tackle gender gaps in employment, unemployment and pay; to desegregate the labour market and support reconciliation of working and family life (provision of quality care for children and other dependants; family friendly flexible work organisation; support for returners to the labour market after family break)

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Annual Guidelines proposed by the Commission and agreed by European Summit

Guidelines clustered according to the four pillars

Guidelines include concrete targets (for instance a new start for unemployed youth within six months and for adult unemployed within 12 months)

Member States drawing up NAPs

Assessment by the Commission

Benchmarking

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Joint Employment Report

Recommendations for each individual Member State

1999: for the first time: Council addresses Member States with recommendations

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2002: MID-TERM REVIEW AND EVALUATION

EO performance generally improved. But:Still much to be done for bridging gender gaps in employment, unemployment and pay

Labour market segregation still high (particularly in Nordic countries)

Except for few MS (DK, S, F) care provision unsufficient

EO confined to pillar 4; Gender Mainstreaming weak or non-existent

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2003: REFORM AND STREAMLINING OF EES

Making the EES more performing and output-oriented (Enlargement!)

Integrating policy priorities and targets that have emerged during the first period of the EES (in particular the Lisbon, Barcelona and Stockholm Summits)

Linking the EES to the Broad Economic Policy Guidelines

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ADOPTION OF THREE OVERARCHING OBJECTIVES Full employment

Quality and productivity at work

Cohesion and an inclusive labour market

SIMPLIFICATION:

Instead of 4 pillars and over 20 Guidelines: a structure of 10 key priorities for structural reform: “10 Commandments”

Improving delivery and governance of the process

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STRENGTHENING THE APPROACH OF NUMERICAL TARGETS

Barcelona & Stockholm Targets:• An overall employment rate of 67% in 2005 and 70% in 2010• An employment rate for women of 57% in 2005 and 60% in 2010• An employment rate of 50% for older workers in 2010

Numerical Targets are part of the 10 Policy Priorities.

But: no sanctions

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Priorities Targets

1 Help unemployed and inactive to find a job, prevent long-

term unemployment

• Personalised job search plan for all unemployed before fourth month of unemployment by 2005

• Work experience or training for all unemployed before 12th month of unemployment (before 6th month for young and vulnerable) by 2005

• 30 % of long-term unemployed in work experience or training by 2010

THE 10 COMMANDMENTS

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Priorities Targets 2 Encourage

entrepreneurship and improve climate for business start-ups

• National targets to be set for: business training; reduction of red tape for start-ups

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Priorities Targets 3 Promote adaptability

of workers and firms to change

• reduction of 30% in rate of accidents at work, and a reduction of 25% for high risk sectors in each Member State by 2010

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Priorities Targets 4 Provide more and

better investment into human capital & strategies for lifelong learning (LLL)

• 80% of 25-64 year olds to have at least upper secondary education by 2010

• increase rate of participation of adults in education and training to 15% on average in the EU, and at least 10% in every Member State by 2010

• increase of investments by companies in training of adults from the existing level of equivalent to 2.3% of labour costs to 5 % on average in the EU by 2010.

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Priorities Targets 5 Increase labour

supply and promote active ageing

• Increase in the effective average exit age from the labour market from 60 to 65 years on average in the EU by 2010

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Priorities Targets 6 Promote gender

equality in employment and pay

• Elimination of gender gaps in employment and halving of gender pay gaps in every Member State by 2010

• Childcare places available for 33% of 0-3 year olds and 90% of those from 3 years to mandatory school age in each Member State by 2010

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Priorities Targets 7 Combat

discrimination against disadvantaged groups

• Halving of the school drop-out rate in every Member State and reduction of EU average drop-out rate to 10% by 2010

• Reduction by half in each Member State in the unemployment gaps for people defined as being at a disadvantage in accordance with national definitions by 2010

• Reduction by half in each Member State in the employment gap between non-EU and EU nationals by 2010

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Priorities Targets 8 Improve financial

incentives to make work pay

• Significant reduction of tax burden on low paid workers according to national targets by 2010

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Priorities Targets 9 Reduce undeclared

work substantially• Substantial reduction in undeclared work by 2010 in each Member State, based on improved statistical basis

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Priorities Targets 10 Promote

occupational and geographical mobility

• All job vacancies advertised by national employment services should be accessible and be able to be consulted by anyone in the EU by 2010

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RECOMMENDATIONS 2003 (examples)

France: lowest employment rates of older people in the EU

But:• high percentages of young people leaving school without qualifications

• high levels of structural unemployment in regional/local pockets

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Therefore:

• personalised approaches to active measures; ensuring this is being integrated in new unemployment insurance system

• enhance LLL strategies in relation to both initial training and continuing education and training

• strengthening labour market participation of older workers, in particular through incentives to stay active and reform of early retirement systems

• improve social dialogue, in particular concerning active ageing and LLL

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Germany: • employment rate close to EU target of 67% for 2005• female employment rate exceeds 2005 target of 57%

But: • extremely low labour market participation of older workers

• lack of childcare influences women’s access to employment

• alarming gender pay gaps, in particular in the private sector

• unemployment situation deteriorating - taxes, social security contributions and benefit withdrawal are exacerbating unemployment, especially of low wage earners. Regional imbalances.

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Therefore:

• improve job search assistance and active measures (better targeted and more needs-tailored; special attention to the new Länder

• remove administrative barriers and red tape to enhance job creation in services and industry; more adaptable work organisation; regulatory frameworks to stimulate employment and productivity

• improve LLL strategies at all levels of education system, in particular for older people and low qualified

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Therefore:

• gender equality: remove disadvantages to women’s employment (assess and reform income tax regulation); tackle gender pay gaps; enhance childcare provision and improve correspondence to working hours

• making work pay: reform benefit system: incentives to take up work; legal obligation to take up work (or training) as a condition to receiving benefits

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Finland:• exceeds overall and female employment targets for 2005 as well as target for female employment for 2010

But:• most exposed to effects of ageing population

• high structural unemployment in some regions in parallel to recruitment problems, indicating mismatch between demand and supply of labour

• high taxes, in particular, on low-paid labour

• high gender segregation resulting in high gender pay gap

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Therefore:

• improve active labour market policy measures to combat structural unemployment and regional imbalance

• increase effective exit age of workers in line with policies for active ageing; enhancing labour supply by encouraging labour market participation through further tax and benefit reform, notably targeted at low-income earners

• EO: strengthen efforts – in the context of GM – to address underlying factors of gender pay gap and segregation

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United Kingdom:• exceeds all EU employment targets (overall, women, older workers);

However: • low productivity rates due to insufficient basic skills and job-quality related problems such as the gender pay gap and lack of access to training for some categories of workers

• possible constraint of future labour supply through rising numbers of people claiming sickness and disability benefits

• Unemployment well below EU average

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But:• remaining obstacles to labour market access in disadvantaged areas and for certain groups (lone parents, no-one in work families, ethnic minorities, male older workers, disabled and low-skilled).

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Therefore:

• improve active measures in certain communities; special attention to working poor and inactive

• ensure that all able to work get incentives and opportunities to do so; reform sickness and disability benefit system

• gender equality: dismantle underlying factors of gender pay gap (desegregation!); improve training for low-paid women and part-time workers; improve affordable care for children and other dependants

• social dialogue: improve quality of work and productivity: addressing skills gaps;

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STRATEGIES TO INFLUENCE NAPs

• find out which ministry coordinates your country’s NAP and ensure that the portfolio responsible for EO proposes to integrate your good practice into NAP

• lobby key-players involved in drawing up NAP to raise their awareness and to solicit support for integrating good practice generated by your DP

• inform MPs about your achievements and NAP related strategies

• if good practice is included in NAP: follow up the mainstreaming process and keep lobbying and pushing

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You can follow the process of the EES ….

http://europa.eu.int/eur-lex/en/dat/2003/l_197/l_19720030805en00220030.pdf

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Gender Mainstreaming in Leonardo projects:

“Promoters should aim to apply equal opportunities at all stages of their projects (design, implementation and evaluation of activities).In particular, proposals should consider how they would promote equal opportunities for men and women in training. Moreover, special attention will be given to proposals which aim to meet the training needs of people at risk of exclusion from the labour market.”

http://europa.eu.int/comm/education/programmes/leonardo/new/leonardo2/guides_de.html

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GM and positive actions

Positive actions:- special measures to close gender gaps from the past- reactive- „special“ target groups

Gender Mainstreaming:- integrated equality policy- proactive- everybody concerned- all policy areas concerned

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Commission tools for GM

GM in the joint inclusion memoranda for future member states – practical guideA guide to gender impact assessment

http://europa.eu.int/comm/employment_social/equ_opp/gender/gender_en.pdfhttp://europa.eu.int/comm/employment_social/equ_opp/gmprac_guide_en.pdf

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Procedures and methods

• Gender impact assessment• 3-R-Method• Guidelines and check lists

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GM implementation

Practical examles…

- from Sweden- concerning the information society- concerning public and private traffic- concerning leasure time….

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Implementation of GM in Diaplus

Small working teams on the implementation of GM in Diaplus modules:

- Imagine a gender impact assesment on career management: Please, describe (at least) 5 differences between women and men concerning career management - Imagine/remember a counselling situation with a male and a female student (both16 years old): Please, describe (at least) 5 differences you would find in skills, personal competencies, values, behaviour, attitudes

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Implementation of GM in Diaplus

Have a „look“ at the IT jobs/profiles/professions in your country:

Were in the IT sector are women performing? Where in the IT sector are men performing?

Please, describe reasons for differences you may find!

gender mainstreaming renate wielpütz - frauencomputerzentrumberlin 1 working meeting in cyprus...

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