MINISTRY OF FINANCE 4.12.2005Personnel Department1 Gender Equality Plans in Finland 6.12.2005 Leena Lappalainen.

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Presentation transcript:

MINISTRY OF FINANCE Personnel Department1 Gender Equality Plans in Finland Leena Lappalainen

MINISTRY OF FINANCE Personnel Department2 Structure Background facts and figures Government Action Plan Gender Equality Plans

MINISTRY OF FINANCE Personnel Department3 Facts and figures Equality in working life Women % Men % Employment rate 6669 Unemployment rate 8,99,2 Full-time employment 8291 Part-time or fixed-term employm. 189 Share of part-time employees 6634

MINISTRY OF FINANCE Personnel Department4 Facts and figures Equality in Decision-making a female President women: 38 % of Members of Parliament 34 % of local councillors 36 % of Members of the EU-Parliament 38 % of all managers in the state sector 21 % of top managers in the state sector 26 % of all managers in the private sector 13 % of board members in listed companies

MINISTRY OF FINANCE Personnel Department5 Segregation The labour market is segregated: the majority of women work in the female dominated fields: social, health, education, culture etc the majority of men work in the male dominated fields: technology, acrigulture, forestry, security etc

MINISTRY OF FINANCE Personnel Department6 Equality in Working life Pay Women’s monthly earnings 80 % of those of men The main explanation for this is the labour market segregation Almost half of the differential could be explained by background variables The standardised pay differential smallest in the public sector (2-4%)

MINISTRY OF FINANCE Personnel Department7 Conclusions The advancement of gender equality requires: tackling segregation, horizontal and vertical promotion of female management use of analytical pay evaluation schemes improved reconciliation between work and family eg. family leave

MINISTRY OF FINANCE Personnel Department8 Present state of Equality Planning Equality planning in 27 % of private sector and 21 % of public sector workplaces Planning best fulfilled in workplaces with over 500 employees

MINISTRY OF FINANCE Personnel Department9 Government Action Plan for gender equality The promotion of equality between women and men Over 100 objectives Gender equality in working life Reform of the Equality Act Minimum content for gender equality palanning The promotion of gender equality especially in pay Workplaces with at least 30 employees

MINISTRY OF FINANCE Personnel Department10 Content of equality plans An assesment of the gender equality situation A separate specification of the breakdown by gender in different jobs Pay survey A review of the results achieved

MINISTRY OF FINANCE Personnel Department11 Assessment of equality situation Should be drawn up annually in co-operation with representatives of staff Examples: Recruitment and employment practices A survey on training Attitudes to gender equality Management Taking of parental leave other

MINISTRY OF FINANCE Personnel Department12 Pay survey to cover all the staff, including part-time and temporary employees  to study whether the pay systems treat women and men equitably and if they treat jobs belonging to the same job grade similarly  to compare women’s and men’s salaries and wages  to find reasons for possible differentials  to rectify possible pay discrimination situations  to discuss with staff representatives what measures are needed to implement equal pay

MINISTRY OF FINANCE Personnel Department13 Sanctions for neglecting equality planning The Ombudsman can request that the plan be drawn up within a reasonable period of time. If this does not produce results, the Ombudsman can urge the Equality Board to request the employer to prepare the plan within a prescribed time. The Board may enforce its order with the threat of a penalty.

MINISTRY OF FINANCE Personnel Department14 Finland moving towards gender equality