Appropriate Policy for Gender Equality in Employment: Insights from the ILO Interdepartmental Project on Equality for Women in Employment*

1996 ◽  
Vol 2 (1-2) ◽  
pp. 3-22 ◽  
Author(s):  
Eugenia Date-Bah
Keyword(s):  
Gender Equality ◽  
Legal Framework ◽  
Work And Family ◽  
Policy Framework ◽  
Measurement Instruments ◽  
Family Responsibilities ◽  
Legislative Framework ◽  
Assessment And Monitoring ◽  
Family And Marriage ◽  
National Constitution

Using insights from the recent ILO Interdepartmental Project on Equality for Women in Employment, the article portrays gender inequality in the work situation as a complex issue requiring a number of interlinked strategies within a comprehensive proactive policy framework for its effective tackling. Interventions are required in: legal framework and enforcement; labour market, training and the general macro and micro-economic context; working conditions and reconciliation of work and family responsibilities; social security coverage; women's representation in decision-making; women's mobilization and participation in workers' and employers' organizations; and roles and concerted action by governments, employers, workers' organizations and other relevant bodies of civil society. Relevant statistical measurement instruments, concepts and up-to-date sex-disaggregated data are necessary for accurate assessment and monitoring. The creation of a supportive legislative framework, for example, involves reflecting gender equality in labour laws as well as in family and marriage, inheritance, contract, property ownership, national constitution and customary laws since the latter also influence women's economic situation and in some situations are even more important than the former.

scholarly journals Towards gender equality in the labour markets of Canada, USA and Russia: an overview of progress in achievement of international commitments

2020 ◽  
Vol 4 (1) ◽  
pp. 38-50
Author(s):  
Maria Yu. Beletskaya ◽  
Elena A. Zotova
Keyword(s):  
Gender Equality ◽  
Gender Gap ◽  
Labour Force ◽  
Labour Force Participation ◽  
The United States ◽  
Work And Family ◽  
Policy Action ◽  
Family Responsibilities ◽  
The Usa ◽  
Employment Of Women

In 2019, the International Labour Organization (ILO), together with the Organisation for Economic Cooperation and Development (OECD), prepared and presented to the G20 leaders a report entitled “Women at work in G20 countries: Progress and policy action”. According to the report, Canada, the United States and Russia show the lowest results among the G20 countries in reaching the goal of reducing the gender gap in labour force participation by 25 percent by 2025. This is largely due to the relatively high levels of gender equality that have already been achieved in these countries. The article analyzes the policy of Canada, the USA and Russia towards women at work in four directions: 1) measures taken by national Governments, in cooperation with social partners, to increase women’s participation in the labour force and to overcome cultural and behavioural barriers to the employment of women; 2) measures to increase women’s ability to earn decent wages, including through lifelong learning, upgrading qualifications and skills development; 3) measures to reduce the proportion of women employed in the informal sector and in low-paid jobs; 4) measures to protect women in labour market in order to encourage men and women to combine work and family and share family responsibilities equitably.

Is Gender Equality a Reality After a Change in the Political Agenda?

2018 ◽  
pp. 1809-1828
Author(s):  
Nuria Calvo ◽  
Maria Bastida ◽  
Jacobo Feás
Keyword(s):  
Gender Equality ◽  
Women Managers ◽  
Legal Framework ◽  
European Countries ◽  
Organizational Dynamics ◽  
Political Agenda ◽  
The Political ◽  
Managerial Talent ◽  
Positive Discrimination ◽  
Legislative Framework

After a decade of meaningful advances in legal framework, education and political agendas, gender equality should be a reality in Spain. However, something is not working in the Spanish industry, compared to other European countries. In this chapter we analyse some organizational dynamics that allows understand why the situation of inequality of women managers for gender reasons persists in spite of the positive discrimination measures recommended by the legislative framework. A new translation between the political and the economical language is necessary in order to get a change of behaviour in the industry. This analysis has allowed a proposal of a bunch of measures that allow organisations to exploit all their managerial talent, independently of whether this talent is owned by men or women.

Is Gender Equality a Reality after a Change in the Political Agenda?

2016 ◽  
pp. 539-558
Author(s):  
Nuria Calvo ◽  
Maria Bastida ◽  
Jacobo Feás
Keyword(s):  
Gender Equality ◽  
Women Managers ◽  
Legal Framework ◽  
European Countries ◽  
Organizational Dynamics ◽  
Political Agenda ◽  
The Political ◽  
Managerial Talent ◽  
Positive Discrimination ◽  
Legislative Framework

After a decade of meaningful advances in legal framework, education and political agendas, gender equality should be a reality in Spain. However, something is not working in the Spanish industry, compared to other European countries. In this chapter we analyse some organizational dynamics that allows understand why the situation of inequality of women managers for gender reasons persists in spite of the positive discrimination measures recommended by the legislative framework. A new translation between the political and the economical language is necessary in order to get a change of behaviour in the industry. This analysis has allowed a proposal of a bunch of measures that allow organisations to exploit all their managerial talent, independently of whether this talent is owned by men or women.

Women, Work, and Family

2017 ◽  
pp. 394-424
Author(s):  
Francine D. Blau ◽  
Anne E. Winkler
Keyword(s):  
Labor Market ◽  
Family Structure ◽  
Gender Equality ◽  
Work And Family ◽  
Workplace Culture ◽  
Paid Work ◽  
Family Responsibilities ◽  
Long Term Trends ◽  
The Impact

This chapter focuses on women, work, and family, with a particular focus on differences by educational attainment. First, we review long-term trends regarding family structure, participation in the labor market, and time spent in household production, including time with children. In looking at family, we focus on mothers with children. Next we examine key challenges faced by mothers as they seek to combine motherhood and paid work: workforce interruptions associated with childbearing, the impact of home and family responsibilities, and constraints posed by workplace culture. We also consider the role that gendered norms play in shaping outcomes for mothers. We conclude by discussing policies that have the potential to increase gender equality in the workplace and mitigate the considerable conflicts faced by many women as they seek to balance work and family.

scholarly journals Gender, availability and dual emancipation in the Swedish ICT sector

2016 ◽  
Vol 31 (2) ◽  
pp. 230-247 ◽  
Author(s):  
Line Holth ◽  
Ann Bergman ◽  
Robert MacKenzie
Keyword(s):  
Career Development ◽  
Gender Equality ◽  
Work And Family ◽  
Work Life ◽  
Work Life Balance ◽  
Family Responsibilities ◽  
Life Balance ◽  
Competing Demands

Set in the context of the Swedish state’s agenda of dual emancipation for women and men, the article shows how a global ICT consultancy company’s formal gender equality goal is undermined by competing demands. Employing the concept of availability, in preference to work–life balance, the research found women opted out of roles requiring high degrees of spatial and temporal availability for work, in favour of roles more easily combined with family responsibilities. Such choices led to poor career development, plus the loss of technological expertise and confidence. These outcomes were at odds with the company’s gender equality aims, as well as government objectives to make it easier for women and men to combine work and family, and increase the number of women within ICT.

scholarly journals Strategic and legal framework in forestry and related sectors: Climate change mitigation in European Union and Serbia

2016 ◽  
pp. 99-132
Author(s):  
Nenad Rankovic ◽  
Mirjana Stanisic ◽  
Jelena Nedeljkovic ◽  
Dragan Nonic
Keyword(s):  
Climate Change ◽  
Development Strategy ◽  
Climate Change Mitigation ◽  
Legal Framework ◽  
Primary Objective ◽  
Policy Framework ◽  
Forest Law ◽  
Legislative Framework ◽  
Change Mitigation ◽  
The Eu

The important role of forests in mitigating and adapting to climate changes is recognized and widely accepted. Therefore, it becomes a subject of universal interest and support. However, in the national strategies relating to climate change, the importance of the forestry sector in mitigating these changes is quite often not discussed in detail. In addition, the problem of climate change is not fully represented and included in national forestry policies. The aim of this research was to determine the compliance and differences of strategic and legislative frameworks in forestry and related sectors, relating to climate change mitigation in the EU and Serbia. At the EU level, there are two strategies and a policy framework, and in Serbia, eight sectoral strategies, referring and discussing the climate change mitigation through forestry. At the same time, these issues are highlighted as the primary objective, only in the Climate and Energy Package of the EU and the Forestry Development Strategy in Serbia. In terms of legislative framework in Serbia, two laws have climate change mitigation through forestry as the primary objective, while for the analyzed relevant EU legislation, this is a secondary objective. In Serbia, only the Forest law has a direct impact on climate change mitigation through forestry, while at EU level, there is no regulation, directive or communication, with the same direct influence.

scholarly journals Female oncologists in the Middle East and North Africa: progress towards gender equality

ESMO Open ◽  
2019 ◽  
Vol 4 (3) ◽  
pp. e000487 ◽  
Author(s):  
Rana Salem ◽  
Yolla Haibe ◽  
Christelle Dagher ◽  
Charelle Salem ◽  
Ali Shamseddine ◽  
...  
Keyword(s):  
Middle East ◽  
Gender Equality ◽  
Medical Oncology ◽  
Work And Family ◽  
Leadership Role ◽  
Work Place ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Family And Marriage ◽  
The Impact

BackgroundFemale doctors are increasingly choosing oncology as a career while they are still under-represented in leadership positions globally. The European Society of Medical Oncology has recently surveyed its members regarding gender equality in the work place. Limited data are available from the Middle East. The aim of our study was to survey female oncologists practicing in the Middle East to identify common challenges and suggest areas for improvement.MethodsA cross-sectional survey was distributed among female participants attending the annual Lebanese Society of Medical Oncology meeting in March 2018, and in the Pan-Arab annual meeting in April 2018. The questionnaire used included questions assessing sociodemographic characteristics, involvement in leadership and academic positions and the impact of career on family life.ResultsOverall, 88 questionnaires were collected from women practicing all over the Middle East. 59% reported that a male doctor was responsible for the work team; however, 57% covered a managerial or leadership role within their job. 64% of the female oncologists believed that their gender had at least moderate, significant and even major impact on their career. Participants reported that their careers have a considerable impact on their relationship with friends and social networking (49%) and their family and marriage (44%). 58% report having problems with finding balance between work and family, and 50% find barriers to attend international meetings. Several ways to improve were suggested, 56% voted for offering development and leadership training specifically women, 45% suggested implementing a flexible work schedule.ConclusionIn what is considered a male dominant environment, gender equality according to female oncologists working in the Middle East, is very comparable to the world data provided. Several strategies have been identified to continue progress in this domain with the aim to improve academic leadership opportunities and work-life balance for all.

scholarly journals Kulturowe role płci i dzietność w Polsce i Norwegii

2015 ◽  
pp. 61-88
Author(s):  
Katarzyna Kocot-Górecka
Keyword(s):  
Gender Roles ◽  
Gender Equality ◽  
Fertility Decline ◽  
Labour Force ◽  
Labour Force Participation ◽  
Work And Family ◽  
Family Responsibilities ◽  
Number Of Children ◽  
The Public Sphere ◽  
Gender Revolution

Changing gender roles are increasingly considered as a driving factor of both fertility decline in European countries and its recovery in some of these countries. The fertility decline is attributed to the first stage of the gender revolution when increasing women’s labour force participation is accompanied by some progress in gender equality in the public sphere while in the family life a gender asymmetry remains. During the second stage of the gender revolution the progress towards new roles of men and women in the private sphere takes place – they both are considered as economic providers and careers and share work and family responsibilities (e.g. McDonald 2000b, Goldscheider, Bernhardt, Lappegård 2015, Esping-Andersen, Billari 2015). The article compares on-going changes in gender roles in Poland and Norway, two countries which are at different stages of this process, and their interplay with fertility (mean number of children and intensions about the second and third child). Attitudes towards gender equality are studied by taking into account views on this issue on one side and sharing care and housework on the other. Data come from the first round of the Generations and Gender Survey. The study has been performed for respondents aged 20–44, living together with a partner and children under 14 years of age. The descriptive analyses showed that Poles are not only less advanced in gender role changes in two gender dimensions studied: their views on gender roles are more traditional than Norwegian ones, women’s share in family duties is higher contrary to men who contribute less to family responsibilities than women and men in Norway. There is also a higher variation of views and practices among Poles. In Poland and Norway, egalitarian men participate more in family duties than those who declare traditional views, while egalitarian women are less burdened by home work and care. However, in Norway there is remarkably more egalitarian women with low and medium share of domestic duties in parallel to more numerous egalitarian men who take a great share of family responsibilities. More egalitarian respondents have fewer children than the traditional ones in both countries. However, the mean number of children among this group of respondents in Norway is higher than in Poland. Moreover, women in both countries are less inclined to declare intensions to have a second or third child when they participate more in care and domestic duties. This relationship has been found for men in Norway as well.

scholarly journals Gender Equality policy in Sweden: 1970s–2010s

2012 ◽  
Vol 2 (4) ◽  
pp. 67 ◽  
Author(s):  
Anita Nyberg
Keyword(s):  
Gender Equality ◽  
Parental Leave ◽  
Domestic Work ◽  
Work And Family ◽  
Full Time ◽  
Family Responsibilities ◽  
Dual Earner ◽  
Part Time ◽  
The Individual ◽  
Gender Equality Policy

The aim of this article is to give an overview of gender equality policy in Sweden from the 1970s until today. A number of political measures and whether these measures individually, as well as combined, have promoted gender equality and the dual-earner/dual-carer model are described and analyzed. The conclusion is that the right to part-time work, publicly financed child care, parental leave, and tax deductions for domestic services make it easier for mothers to reconcile work and family, but do not challenge the distribution of family responsibilities between women and men. However, the individual right for fathers to 2 months of parental leave does challenge the gender order, to a certain extent, and fathers today participate more in care and domestic work than earlier. The dual-earner/dual-carer family is closer at hand when women have a higher education and earnings and thereby greater bargaining power. Employed work is more conditional among women with a lower education level, i.e., they may be employed but under the constraint that they are still responsible for care and domestic work in the family. Another constraint in this group where many work part-time is the lack of available full-time positions in the labor market.

scholarly journals LEGAL WAYS FOR OVERCOMING GENDER DISPROPORTIONS IN THE UKRAINIAN LABOR MARKET

2019 ◽  
pp. 42-47
Author(s):  
I. Sakharuk
Keyword(s):  
Labor Market ◽  
Gender Equality ◽  
Gender Segregation ◽  
Work And Family ◽  
Social Program ◽  
Gender Mainstreaming ◽  
Pay Gap ◽  
Family Responsibilities ◽  
Men And Women ◽  
Foreign Countries

The article deals with the problems of improvement and implementation legislation for gender equality in Ukraine. Have been analysed the main manifestations of discrimination against women in labor market: vertical and horizontal occupational segregation; gender wage differentials; difficulties associated with the combination of work and family responsibilities; the overwhelming predominance of women in the field of part-time, informal, temporary employment; sexual harassment. The issues of gender segregation, gender pay gap, gender equality for work-life balance in the context of foreign and national experience have been explore. The author have been determine the tendencies of improving the labor legislation in foreign countries for introducing the principle of equality between men and women. Gender mainstreaming strategies and programs in G20 countries were summarized. The author draw attention to the nonefficiency of State Social Program for Equal Rights and Opportunities for Women and Men for the period up to 2021, was made the proposals for its improvement. The study finds that there is the issue of equality opportunities between men and women in representation authorities at different levels in Ukraine (on the example of the Verkhovna Rada of Ukraine and the Cabinet of Ministers of Ukraine). Approaches to gender quotas in foreign countries have been analyzed. The author used the statistics on employment, entrepreneurship and remuneration to show inequality on the labor martet in Ukraine. The author have also identified that the national legislation, which establishes special guarantees and restrictions on women's work, will have to be improve in the context of a substantive model of equality. Have been suggested the ways of overcoming gender discrimination in the workplace by a policy of affirmative action

Sign in / Sign up

Export Citation Format

Share Document