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

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
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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