gender mainstreaming renate wielpütz - frauencomputerzentrumberlin 1 cyprus diaplus conference...

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Renate Wielpütz - FrauenComputerZentrumBerlin 1

Cyprus Diaplus Conference April, 2004

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Gender gaps in the information society – example: Germany

Vocational orientation and use of new media

• 52% of female school leavers „choose“ betwen 10 professions – among them only 1 technical (media design – digital and print)

• Digital divide: 42% of the German Internet users are femaile – G has - among 26 biggest industry nations - highest male user population

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Vocational training in the „dual system“

• 41% young women (1% gas/water installation, 2 % car fixing), but: 93% hair dressers, 96% sales, 100% doctor`s assistance

• IT-/Mediea professions: Information electronics: 3,5% women, Media design: 56%

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Universities:

• 2002/3: women more than 50%

• Mathmatics and natural science: 36%• Engineering: 21%• Languages/cultural science: 68%• Animal doctors: 82%

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Women`s employment rate in IT sector: 25,9% (average employment rate: 44%)

• Telecommunikation: 46,2%• IT professions: 15,4%• Media professions: 39,2% • Managment positions: 7%• Pay gap: 25%

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Amsterdam Treaty

Council decision: 1997

Ratification at Member State level: 1999

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Art. 2: Equal opportunities for women and men as one of the objectives of the treaty (together with high employment levels: improved living standards and quality of life; social and economic cohesion)

Art. 3: Gender Mainstreaming – equal opportunities to be integrated in all policy fields (encouraging both the dismantling of discrimination and the promotion of EO)

Art. 13: Anti-Discrimination – EU can take action to fight discrimination on base of gender, ethnic background, religion, disability and sexual preference- To be proposed by the Commission and – after consultation of EP – agreed by the Council.

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Art. 137 & Art. 141:

Equal opportunities at the labour market

Equal pay for comparable work

Council can agree to take action to establish equal opportunities concerning the access to employment, promotion and equal pay

Member States are free to implement positive actions to bridge gender gaps and desegregate the labour market

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The Luxembourg Process:

(1997)

RFELECTING THE DUAL EQUALITY APPROACH

THE EUROPEAN EMPLOYMENT STRATEGY (EES)

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FOUR PILLARS MARKING FOUR KEY POLICY AREAS

Employability

Entrepreneurship

Adaptability

Equal opportunities (EO)

Gender mainstreaming: transversal

EES = GUIDELINES AND NATIONAL ACTION PLANS FOR EMPLOYMENT

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REFORM OF EES

Making the EES more performing and output-oriented (because of enlargement)

Integrating policy priorities and targets that have emerged during the first period of the EES (in particular the Lisbon, Barcelona and Stockholm Summits)

Linking the EES to the Broad Economic Policy Guidelines

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ADOPTION OF THREE OVERARCHING OBJECTIVES Full employment

Quality and productivity at work

Cohesion and an inclusive labour market

SIMPLIFICATION:

Instead of 4 pillars and over 20 Guidelines: a structure of 10 key priorities for structural reform: “10 Commandments”

Improving delivery and governance of the process

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STRENGTHENING THE APPROACH OF NUMERICAL TARGETS

Barcelona & Stockholm Targets:• An overall employment rate of 67% in 2005 and 70% in 2010• An employment rate for women of 57% in 2005 and 60% in 2010• An employment rate of 50% for older workers in 2010

Numerical Targets are part of the 10 Policy Priorities.

But: no sanctions

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Priorities Targets

1 Help unemployed and inactive to find a job, prevent long-

term unemployment

• Personalised job search plan for all unemployed before fourth month of unemployment by 2005

• Work experience or training for all unemployed before 12th month of unemployment (before 6th month for young and vulnerable) by 2005

• 30 % of long-term unemployed in work experience or training by 2010

THE 10 COMMANDMENTS

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Priorities Targets 2 Encourage

entrepreneurship and improve climate for business start-ups

• National targets to be set for: business training; reduction of red tape for start-ups

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Priorities Targets 3 Promote adaptability

of workers and firms to change

• reduction of 30% in rate of accidents at work, and a reduction of 25% for high risk sectors in each Member State by 2010

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Priorities Targets 4 Provide more and

better investment into human capital & strategies for lifelong learning (LLL)

• 80% of 25-64 year olds to have at least upper secondary education by 2010

• increase rate of participation of adults in education and training to 15% on average in the EU, and at least 10% in every Member State by 2010

• increase of investments by companies in training of adults from the existing level of equivalent to 2.3% of labour costs to 5 % on average in the EU by 2010.

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Priorities Targets 5 Increase labour

supply and promote active ageing

• Increase in the effective average exit age from the labour market from 60 to 65 years on average in the EU by 2010

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Priorities Targets 6 Promote gender

equality in employment and pay

• Elimination of gender gaps in employment and halving of gender pay gaps in every Member State by 2010

• Childcare places available for 33% of 0-3 year olds and 90% of those from 3 years to mandatory school age in each Member State by 2010

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Priorities Targets 7 Combat

discrimination against disadvantaged groups

• Halving of the school drop-out rate in every Member State and reduction of EU average drop-out rate to 10% by 2010

• Reduction by half in each Member State in the unemployment gaps for people defined as being at a disadvantage in accordance with national definitions by 2010

• Reduction by half in each Member State in the employment gap between non-EU and EU nationals by 2010

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Priorities Targets 8 Improve financial

incentives to make work pay

• Significant reduction of tax burden on low paid workers according to national targets by 2010

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Priorities Targets 9 Reduce undeclared

work substantially• Substantial reduction in undeclared work by 2010 in each Member State, based on improved statistical basis

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Priorities Targets 10 Promote

occupational and geographical mobility

• All job vacancies advertised by national employment services should be accessible and be able to be consulted by anyone in the EU by 2010

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Gender Mainstreaming in Leonardo da Vinci

“Promoters should aim to apply equal opportunities at all stages of their projects (design, implementation and evaluation of activities).In particular, proposals should consider how they would promote equal opportunities for men and women in training. Moreover, special attention will be given to proposals which aim to meet the training needs of people at risk of exclusion from the labour market.”

http://europa.eu.int/comm/education/programmes/leonardo/new/leonardo2/guides_de.html

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Gender Mainstreaming in the Diaplus project:

Objective: Integration of GM strategies into all activities:

- raising awareness of all partners for differences between women and men – different target groups – in their lives, learning, educational and professional backgrounds

- Integrating Gender Mainstreaming perspective into all Diaplus modules

- Integrating Gender Mainstreaming perspective into the manual for experts/counsellors

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GM and positive actions = Gender Equality

Positive actions:- special measures to close gender gaps from the past- reactive- „special“ target groups

Gender Mainstreaming:- integrated equality policy- proactive- everybody concerned- all policy areas concerned

gender mainstreaming renate wielpütz - frauencomputerzentrumberlin 1 cyprus diaplus conference...

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