14508/09 ADD 1 PL/vk 1 DG G COUNCIL OF THE ... - Europa

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This means that a narrow gender pay gap may be connected to a modest total employment rate for women in some countries and a wider gender pay gap may be connected to a higher employment rate among women in other countries (see figure 4.6.15). The composition of the labour force is therefore important in explaining cross-country differences in the gender pay gap. Contrary to popular belief, women's lower educational qualifications and intermittent labour market participation are not the main reasons for the gender pay gap. The gap is in fact a visible symptom of factors such as the existence and persistence of gender stereotypes, occupational segregation and the wage structure. Women and men tend to work in different occupations and economic sectors, women are penalised for that, and men benefit. The extent of the penalty differs also depending on the wage structure; a more inequitable wage structure is likely to widen the gender pay gap and a compressed wage structure to diminish it. Today women have shorter periods of employment absence, and more women are found as managers and in high status occupations than before. However, at the same time wage differences in general are widening and there is a trend towards a more decentralised and individualised wage setting system. Over a longer period of time the pay gap has been narrowing in most countries, but there is no guarantee that this will be the case in future. 4.6.4. Trends emphasised in Member States' reporting to the UNECE According to the MS reports to the UNECE, the important gender inequalities remain evident, especially as far as equal pay is concerned, where there is still a pay gap between women and men in all the MS; in some countries it is widening. Horizontally and vertically gender segregated labour markets and also connected to the gender pay gap, which also is a fact in all EU countries. As a major trend the employment rate of women has been increasing in the EU but remains lower than the employment rate of men. Several countries refer to the aim of increasing women's employment rate to 60 % by 2010. Hardly any report mentions men's declining employment rate. Women's prevalent part-time work, temporary employment and sexual harassment at work are mentioned by some MS. 14508/09 ADD 1 PL/vk 94 ANNEX DG G EN
The main political measures taken concerning the situation on the labour market are policies aimed at closing the gender pay gap by publicly awarding companies and/or workplaces as family friendly and/or gender equal. Almost all countries are trying to encourage female entrepreneurs in different ways and some favour employment for women in agriculture and in rural areas. Reconciliation of work and family for both women and men is a prominent feature of reports from the MS. Examples cited are the improvement and increase of childcare, and occasionally also elderly care and the promotion of parental leave. Many reports emphasise the aim of encouraging fathers to take a more active part in their children's upbringing. However, other unpaid domestic work is not mentioned, except in the report by Slovenia, in which it is stated that “The key role men are required to play in this process of sharing a burden of unpaid work with women has been at the centre of our national concern”. The reports by the MS speak in terms of women and men, with an emphasis on women, although some mention the special problems different categories of women may have. Migrant, Roma, vulnerable groups of women, deaf and handicapped women are mentioned in those reports. References Council Conclusions December 2008 + Annex (Reconciliation of work and family life) Mette. C., New EU Member States and the Dependent Elderly. ENEPRI Research Report No. 19, 2006 OECD, “Women at work: who are they and how are they faring?”, OECD Employment Outlook, 2002 Plantenga, J. and Remery, C., Reconciliation of work and family life. Directorate-General for Employment, Social Affairs and Equal Opportunities, The European Commission, Brussels, 2006 Villa, P. and Smith, M. The National Reform Programme 2008 and the gender aspects of the European Employment Strategy. EC's Expert Group on Gender and Employment issues (EGGE), The co-ordinators' synthesis report prepared for the Equality Unit, European Commission, Brussels, 2009 14508/09 ADD 1 PL/vk 95 ANNEX DG G EN
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COUNCIL OF THE EUROPEAN UNION Bruss
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Table of Contents Table of Contents
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5.8. Institutional Mechanisms for t
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The present report Beijing + 15: Th
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2.1.2. Structures for Gender Equali
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The Regulation establishing a Europ
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The proposal to amend the Directive
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2.2.3. Financial resources for gend
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Integration of gender issues in the
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- Childcare facilities: possibility
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Key findings from the second report
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Gender equality issues are cross-cu
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Guidelines for the improvement of w
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With regard to financing, in additi
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High Level Group on Gender Equality
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2.5.1. EWL activities related to th
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Women and the media In 2006, the EW
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• Indicator 1. Status of governme
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Indicator 2: Adequate resources are
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All Member States also have some fo
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3.3.3. Gender mainstreaming The leg
Page 43 and 44: There are different methods or tech
Page 45 and 46: violence (for example trafficking f
Page 47 and 48: IV IMPLEMENTATIONS OF ACTIONS IN TH
Page 49 and 50: The strategic objectives are expres
Page 51 and 52: 4.1.3. Trends emerging from EU-wide
Page 53 and 54: have not made payments to pension s
Page 55 and 56: In most EU countries the retirement
Page 57 and 58: 4.2 Education and Training of Women
Page 59 and 60: All EU MS show a pattern in which m
Page 61 and 62: Some women with low education may f
Page 63 and 64: overall. Today girls and women have
Page 65 and 66: Indicator1: measures the number of
Page 67 and 68: Latvia had the greatest proportion
Page 69 and 70: 4.4 Violence against women (D) 4.4.
Page 71 and 72: This was one of the conclusions dra
Page 73 and 74: Some of the measures that have been
Page 75 and 76: The reporting to the UNECE shows th
Page 77 and 78: 4. 5. Women and armed conflict (E)
Page 79 and 80: 4.5.3. Trends emerging from EU-wide
Page 81 and 82: men. As a result this ‘new’ ins
Page 83 and 84: To date, 10 of the 27 MS have devel
Page 85 and 86: • Indicator 4. Comprehensive and
Page 87 and 88: The data is uncertain and, at least
Page 89 and 90: It should be emphasised that the hi
Page 91 and 92: In most countries single mothers' t
Page 93: Unemployment has been falling in mo
Page 97 and 98: • Indicator 7. Proportion of the
Page 99 and 100: Indicator 1: Women's access to poli
Page 101 and 102: parliaments (76 % men, 24 % women).
Page 103 and 104: Indicator 12: Out of 108 senior eco
Page 105 and 106: The Member States advance various r
Page 107 and 108: The Belgian quota law adopted in 20
Page 109 and 110: References Council Conclusions Nove
Page 111 and 112: 4.9.3. The CEDAW The Convention on
Page 113 and 114: Member States report on increased p
Page 115 and 116: 4.10.3. EU policy on eliminating ge
Page 117 and 118: In Spain, a specific institute (Obs
Page 119 and 120: Women remain absent from leadership
Page 121 and 122: Some MS report on actions that have
Page 123 and 124: • L.1. Eliminate all forms of dis
Page 125 and 126: The most recent information availab
Page 127 and 128: highest in Estonia with 90 %. The m
Page 129 and 130: In relation to the indicators adopt
Page 131 and 132: When the Council of the European Un
Page 133 and 134: EU commitments to achieve the objec
Page 135 and 136: 5.5. Women and Armed Conflict (E) W
Page 137 and 138: Although it can be noted that the E
Page 139 and 140: 5.8. Institutional Mechanisms for t
Page 141 and 142: 5.10. Women and the Media (J) The m
Page 143 and 144: Two issues clearly placed on the MS
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Although gender mainstreaming is ar
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6.3. Challenges for the future Euro
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The main challenges in the area of
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Annex I Indicators developed at EU
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IT Italy LV Latvia LT Lithuania LU
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Annex III Table 3.1 Personnel resou
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Table 3.3 Structure and content of
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Figure 4.1.2 At risk of poverty rat
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Figure 4.2.1 Employment gap between
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Figure 4.2.5 Proportion of female a
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Figure 4.3.1 Number of years with g
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Figure 4.3.3 Proportion of persons
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Figure 4.3.5 Proportion of persons
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Figure 4.3.7 Proportions of women a
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Figure 4.6.1 Employed women and men
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Figure 4.6.5 Proportion of children
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Figure 4.6.9 Time spent on domestic
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Figure 4.6.13 Time spent on domesti
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Table 4.7.1 The cluster of Member S
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Figure 4.12.1 Difference between pr
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Figure 4.12.3 Difference between pr
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Table 4.12.2 Difference between 15-
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