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programme aims to address the greater drop-outrates of women in this field. 128Targets and quotasTargets and quotas are another way to breakdown occupational segregation and tacklestereotypes. These have been more effective inaddressing vertical than horizontal segregation,since breaking down stereotypes about women’sability to take on management and leadershippositions—for example, on corporate boards—is easier than encouraging men to go intooccupations such as childcare, which havetraditionally been seen as ‘women’s work’ andpoorly compensated.But even where such jobs are relatively decent,encouraging men to take up feminized occupationscan be difficult, as the experience of Norwayillustrates. A ministerial decree passed there in the1990s aimed to increase the representation of menamong kindergarten staff to 20 per cent. 129 By 2010,after sustained effort by the Government, around 10per cent of these workers were men. Even at thislow level, the country had the highest proportionof male kindergarten workers in Europe. 130By contrast, Norway introduced a 40 per centquota for women in corporate boards in 2006 thatwas fulfilled within two years. 131 This visible successhas led a number of other countries to follow suit,including Belgium, Brazil, Germany, Iceland, Italy,Malaysia, the Netherlands and Spain. 132 Targetsand quotas have also been used to increasewomen’s access to decision-making roles in thepublic sector (see section Boosting women’s publicsector employment, below).Ending violence in the workplaceBy 2014, 125 countries had passed legislation onsexual harassment in the workplace (see Annex3). 133 The scarcity of data on the prevalenceof violence against women makes it hard toassess the impact of such laws, although theyundoubtedly send an important signal that suchbehaviour in the workplace is unacceptable.Ensuring these laws are effectively implementedrequires employers to invest in workplacetraining of employees and managers, as well asawareness-raising on grievance procedures andsupport for women to take cases to court. Traininghas been found to be associated with a change inattitudes and increased awareness about sexualharassment, particularly among men. 134Additional measures are needed to ensure thatwomen in informal employment are equallyprotected from violence and harassment. Ensuringthat legislation is drafted broadly to encompassa wide range of workplaces, including homeswhere domestic workers are located, andincludes provisions to support these women’saccess to justice is critical. Investments in urbaninfrastructure for informal traders such as marketwomen can also help to create safe environmentsfor women workers (see Box 2.6).BOX 2.6Safer marketplaces in Port Moresby, Papua New GuineaWomen comprise 80 per cent of market vendors in Papua New Guinea’s capital, Port Moresby. Themarkets are an important venue for women from the city as well as those from surrounding rural areasto sell their goods, generate incomes and develop social networks. However, until recently, the marketswere not conducive or safe spaces for traders: waste management and water and sanitation facilitieswere virtually non-existent and violence against women was rife.