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

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54 Gender equality initiatives they more often are employed in junior positions. For this reason, they comprise only 32 % of those considered as heads of businesses (chief executives, directors and managers of small businesses). 9 Also in other aspects of work quality 10 , gaps between women and men persist, e.g. in reconciling professional and private life. The employment rate of women decreases by 12.4 %-points on average when they have children, while the rate for men with children is rising by 7.3 %-points. Also in the area of part-time work there is a persisting gender gap: While one woman in three (31.2 %) is a part-time worker, this is the case for less than one man in ten (7.7 %). Since 2003, the pay gap has remained steady. In 2007 it was at 17.4 %, which means that in the EU, women on average earn 17 % less than men for every hour worked. Women’s shorter, lower and less well-paid careers are also having an impact on their risk of falling into poverty. For a long time, the European Union has taken measures and has responded with policies to reduce the imbalances in gender equality and reconcile professional, private and family lives of women and men. The first measure which was explicitly aiming at the improvement of qualification and employment of women was the Community initiative ‘EMPLOYMENT’ (1994-1999) with its action programme ‘NOW’ (New Opportunities for Women) 11 . Since 1997, gender equality is an important part of the European Employment Strategy (EES). According to the Lisbon strategy 12 , one of its targets is to raise women’s employment rate to 60 % in 2010 (from 57.2 % in 2006). With the Community Framework Strategy on Gender Equality (2001-2005) 13 an integrative approach has been established aiming at coordinating the different initiatives and programmes under a single umbrella with clear assessment criteria, monitoring tools, the setting of benchmarks, gender proofing and evaluation. This marked an important change on the previous equality strategies as Community work towards gender equality has taken the form of a comprehensive strategy including all Community policies in its efforts to promote gender equality, both by adjusting their policies (pro-active intervention: gender mainstreaming) and by implementing concrete actions designed to improve the situation of women in society (reactive intervention: specific actions). The ‘Roadmap for equality between women and men (2006-2010)’ 14 builds on the experience of the Framework Strategy on Gender Equality. Part I of the document refers to the priority areas of action for gender equality, i.e. is achieving equal economic independence for women and men, enhancing reconciliation of work, private and family life, promoting equal participation of women and men in decision-making, eradicating gender-based violence and trafficking, eliminating gender stereotypes in society, and 9 10 11 12 13 14 European Commission (2008): Women and men in decision-making 2007 – Analysis of situation and trends. European Commission (2009): Report on equality between women and men 2009. http://europa.eu/scadplus/leg/en/cha/c10218.htm (06.06.2008) European Commission (2004): Facing the challenge. The Lisbon strategy for growth and employment. COM(2000) 335 final COM(2006) 92 final
Gender equality initiatives 55 promoting of gender equality outside the EU. Part II deals with the improvement of governance for gender equality. In 2007 the Commission launched the communication on ‘Tackling pay gap between women and men’ 15 to examine the causes of one of the persistent inequalities at the workplace (see above) and to identify possible ways to overcome it. In this document, the responsibility of the Member States and the social partners to close the pay gap is stressed. Different actions are foreseen such as the improvement of the legislative framework and its implementation, the exploitation of the European Strategy for Growth and Jobs, the motivation of employers to respect equal pay and the support of good practices exchange. Since 2007, the European Union is establishing the European Institute for Gender Equality 16 , an agency which supports the EU institutions and the Member States in promoting equality between women and men and combating sex discrimination. The Institute will gather, analyse and disseminate reliable and comparable research data and information needed by policy-makers. It will have a documentation centre and a library which will be open to the public. In 2008, female decision makers from around Europe launched the ‘Network of women in decision-making in politics and the economy’ 17 , a platform at EU level for successful strategies to improve gender balance in decision-making positions. Besides the effort at Community level the European social partners have been active in tackling gender equality at the workplace. In March 2005 a Framework of Actions on Gender Equality was adopted. Its priority areas are 1) to address gender roles, 2) to promote women in decision-making, 3) to support work-life balance, 4) to tackle the gender pay gap. The follow-up reports provide an overview of initiatives that national social partners developed in the context of the objectives of the Framework. 18 Last but not least, beyond gender equality, several broader initiatives shall be mentioned as they are tackling discrimination in a broader context impacting the situation of women at the workplace as well. The concepts of diversity management as well as CSR can be highlighted in this context. Furthermore, various projects and initiatives addressing gender inequality were launched in the framework of the European Year for Equal Opportunities. At national level the European endeavours have found its counterpart. Many national laws have been adopted on the basis of the Community acquis. Moreover, the national authorities, the social partners and other players (NGOs, networks etc.) have launched various programmes and projects tackling gender equality at the workplace in different fields following a variety of approaches. One way of combating gender inequalities is the development of tools to manage measure, communicate and reward good practices of enterprises and organisations in the gender equality field. Different types of such tools have been developed at national and regional level such as labels, prizes and 15 16 17 18 COM(2007) 424 final Regulation No 1922/2006/EC http://europa.eu/rapid/pressReleasesAction.do?reference=IP/08/833&format=HTML&aged= 0&language=EN&guiLanguage=en (02.06.2008) ETUC/CES, BUSINESSEUROPE/UEAPME, CEEP: Framework of Actions on Gender Equality, Second follow-up report 2007
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