Study on non-legislative initiatives for companies to promote gender ...

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52 Gender equality initiatives das sich ändernde soziale Umfeld anpassen können sowie an den Forschritt, den die Gleichstellung verzeichnet. Diese kontinuierliche Entwicklung ist entscheidend sowohl für den thematischen Fokus der Initiativen im Allgemeinen als auch die konkrete Ausgestaltung in Hinblick auf Anforderungen, Bewertungskriterien und Zielgruppen (Unternehmenstypen und Gruppen von Beschäftigten) etc. Eine anpassungsfähige Initiative wird auch leichter über nationale Grenzen hinweg übertragbar sein.
Gender equality initiatives 53 1 Introduction 1.1 Background and Aims of the <strong>Study</strong> The present ‘<strong>Study</strong> on non-legislative initiatives for companies to promote gender equality at the workplace’ has its background in the Community programme for employment and social solidarity (PROGRESS). The aim of PROGRESS 4 is to financially support the implementation of the objectives of the European Union in the area of employment and social affairs. More specifically, the study has its context in the 2008 Annual Plan of Work 5 which is the strategic framework for the implementation of PROGRESS. One of the priorities set out in this plan is to give attention to gender-related issues in the field of the European Employment Strategy, including gender equality at the workplace, and of the OMC on social protection. PROGRESS supports the implementation of the policy objectives for the next five years in this area, as defined in the ‘Roadmap for equality between women and men, 2006-2010’ 6 . Gender equality is a fundamental right, a common value of the EU and a necessary condition for the achievement of the EU objectives on growth, employment and social cohesion. The combined efforts of the Community and the Member States genuinely helped to transform the situation of men and women in Europe. This is reflected in a steadily increasing female participation in employment and a higher level of education as compared to men 7 . Although female employment rates have risen strongly over recent years, women are still disadvantaged on the labour market, as labour market segregation and inequalities in working arrangements still persist. This is also reflected in a significant and continuing gender pay gap. According to the Report on equality between women and men (2009), the employment rate, although rising and now close to the Lisbon objective of 60 % is still lower for women (58.3 % in the EU-27 in 2007) than for men (72.5 %), with major differences between Member States. Furthermore, in terms of sectoral as well as occupational segregation, the labour market is still compartmentalised because women still go into sectors and occupations already dominated by women. Public administration, education, health and social welfare are sectors dominated by women. Half of female workers have low-status and low-pay occupations. Thus, women’s high and increasing level of education is not yet reflected in their labour market positions. There is also an under-representation of women in the decision-making process: Across the EU, in 2008, there was an average of 24 % women in all houses of the national parliaments, which is still below the so-called critical mass of 30 %, deemed to be the minimum necessary for women to exert meaningful influence on politics. At regional level, women have a stronger political voice than at national level, with reaching an average of 30 % representation in regional assemblies. 8 When examining the field of business, across Europe, women account for over 44 % of all workers but 4 5 6 7 8 http://ec.europa.eu/employment_social/progress/index_en.html http://ec.europa.eu/employment_social/progress/docs/progress_005_en.pdf COM(2006) 92 final European Commission (2009): Report on equality between women and men 2009. European Commission (2009): Women in European politics – time for action
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