WOMEN & WORK: LOCAL, NATIONAL AND EUROPEAN PERSPECTIVES

OUTLINE THE ISSUES THE PROJECT THE KEY STRATEGIC OBJECTIVES

OUTLINE INTRODUCTION THE PROBLEM PRESSURE FOR CHANGE THE WINS PROJECT WIDER FRAMEWORKS, STRATEGIES & OBJECTIVES CONCLUSIONS

The problem Increasing participation of women in employment and higher education Horizontal and vertical segregation Expected expansion of employment opportunities Skills deficit The gender pay gap

THE GENDER PAY GAP 3 years after graduation, female graduates earn average of 15% less than male graduates Full-time pay gender pay gap 14.4% Part-time gender pay gap 43.2% (4 times as many women as men work part-time)

PRESSURE FOR CHANGE FEMINISM LOBBY GROUPS TRADE UNIONS POLITICIANS EUROPE

THE LOCAL NEED The economic activity rate for women of working age in NI is 63%, compared to 76% for men The corresponding rate for women in GB is 73% Salaries for women are 20-30% higher in non-traditional (NT) jobs

WHAT IS WINS? WOMEN INTO NON-TRADITIONAL SECTORS LED BY BELFAST CITY COUNCIL EQUAL COMMUNITY INITIATIVE

THE WORKPLACE CONTEXT 1 female out of 400 operational staff in Cleansing Services 21% of “blue collar” staff in Housing Executive are female Under 10% of drivers in Translink are female 1% of construction industry are female

Partnership Approach EMPLOYERS TRAININGPOLICY

The Development Partnership EMPLOYERS Belfast City Council NI Housing Executive Translink Construction Industry Training Board

TRAINING TRAINING FOR WOMEN NETWORK WOMEN’S TEC BELFAST GEMS

POLICY ICTU (NI COMMITTEE DEPARTMENT EMPLOYMENT & LEARNING HELM CORPORATION QUB

European Partners –Glass Wall – Netherlands –Futura – Germany –Dublin Employment Pact

PROJECT OUTCOMES Address the gender imbalance in workforce Address gender pay gap Direct benefit to women Demonstrate commitment to equality Improve policies and practice

European context Social and demographic changes Global economy Objectives - Sustainable economic growth Competitive knowledge-based society Gender equality

WIDER POLICY FRAMEWORK LOCAL: – GENDER EQUALITY STRATEGY NATIONAL: –WOMEN AND WORK COMMISSION EUROPEAN: –LISBON STRATEGY –EUROPEAN TRADE UNION CONFEDERATION –EUROPEAN ROAD MAP –UNICE

WOMEN & WORK COMMISSION REPORT (February 2006) Set up 2004, Political leadership To try to close the gender pay gap within a generation All stakeholders involved Multi-faceted approach

Major points Need to embed changes Public sector to take the lead

Recommendations Widen horizons in early years teaching Teacher training to challenge stereotyping Careers education coordinators New framework for vocational skills & work experience Employer visits and taster days Work experience placements

Careers literature & resources to target parents and carers Careers information, advice and guidance which challenges stereotypes, generates understanding of pay, rewards and challenges Promotion of apprenticeships for women Media to be encouraged to show non- stereotypical portrayals of men & women at work

COMMON STRATEGIC OBJECTIVES De-segregation Reducing gender pay gap Increasing skills pool Improving organizational practice Public sector taking the lead Mainstreaming Benefiting the economy

COMMON STRATEGIC OBJECTIVES Education and awareness Challenging gender stereotyping Improving work-life balance Increasing personal choice Encouraging diversity

CONCLUSIONS HITTING LOCAL, NATIONAL & EUROPEAN STRATEGIC OBJECTIVES BUILDING RELATIONSHIPS, SHARING GOOD PRACTICE EMBEDDING CHANGE