1. Gender equality planning as a tool for implementing gender equality and democracy in practice WO-MEN: GENDER EQUALITY CREATES DEMOCRACY Lithuania 21.9.2006 International conference "Gender Equality creates democracy" Kaisa Kauppinen Research professor

2. FIOH/Kaisa Kauppinen/20062 An increased feminized work force in EU Women make up about 42% of the EU 15 work force Great cross-country differences: North/South; Old/New Part-time employment Having children influences the participation of women 54% of women with children under the age of 6 are employed (89% of men)

3. FIOH/Kaisa Kauppinen/20063 Activity rates of women in new EU countries The proportion of women in employment is higher (46%) than in the EU (42%) Labor market is less gender segregated Working hours are longer than in the EU Part-time is less spread Great cross-country differences

4. FIOH/Kaisa Kauppinen/20064 Organization of paid work by couples varies, EU-25 (% of couples aged 20-49) Man and woman both full time45 Only man working/woman housewife29 Man full-time/woman part-time19 Man and woman both part-time or Woman full-time/man part-time 2 Only woman working/man not working 5 Eurostat, 2003

5. FIOH/Kaisa Kauppinen/20065 Two roles for women

6. FIOH/Kaisa Kauppinen/20066 Government Action Plan for Gender Equality in Finland, 2004-2007 Reform of the Equality Act Greater focus on workplace equality planning Reducing the differences in pay between women and men Supporting the reconciliation of work and family life Support for women entrepreneurs Increasing the number of women in economic and political decision-making Reduction of violence against women Promoting equality in cultural, sports and youth policies Gender equality in health policy Mainstreaming and promotion of gender equality in the public administration Ministry of Social Affairs and Health, 2005

7. FIOH/Kaisa Kauppinen/20067 Social Innovation

8. FIOH/Kaisa Kauppinen/20068 The revised Act on Equality between Women and Men of June 1 2005 The Act on Equality between Women and Men The objectives to prevent direct and indirect discrimination based on gender, to promote equality between women and men, and to improve the status of women, particularly in working life

9. FIOH/Kaisa Kauppinen/20069 Measures to promote equality The revised Equality Act provides more tools for promoting gender equality and wellbeing at work The Act obliges employers with a regular staff of 30 or more to draw a gender equality plan. It can be a separate plan or incorporated into personnel or training plan or the safety and health plan at work.

10. FIOH/Kaisa Kauppinen/200610 The gender equality plan should contain Gender equality assessment, or gender audit Using both statistical and qualitative methods A survey of women's and men's pay in the workplace To examine whether women and men are treated equally Measures to improve the situation Review of the results Update once every 3 years, or annually

11. FIOH/Kaisa Kauppinen/200611 EQUALITY PLAN OF THE POLICE FORCE IN FINLAND Key items: recruitment policy woman-friendly atmosphere zero-tolerance of sexual harassment www.poliisi.fi

12. FIOH/Kaisa Kauppinen/200612 City of Helsinki Equality Plan Key items: the reduction in the number of personnel the rise in the average age the growing volume of work work has become more stressful coping with stress and burnout at work www.hel.fi

13. FIOH/Kaisa Kauppinen/200613 Fiskars Brands Finland Key items: easing the communication between departments common language (Finnish, Swedish) use of family leaves wage structure and internal recruiting management policy, the role of foremen www.businessandsociety.net

14. FIOH/Kaisa Kauppinen/200614 The Academy of Finland Equality plan key objective: 40 % of all research post appointees should be members of the minority gender applicants for research grants must include a report on the gender distribution of the research project and/or research group with their application gender mainstreaming reconciliation of work and family www.aka.fi www.aka.fi

15. FIOH/Kaisa Kauppinen/200615 So far, the equality plans have focused on the following key issues: Wage and wage structures Health promotion: safety and health at work Family policy leaves Career development and job rotation Education and training

16. FIOH/Kaisa Kauppinen/200616 Benefits of gender equality planning at workplaces Both employers and employees benefit from workplace atmosphere that is based on: equality openness fairness The result is: wellbeing and motivation feeling of justice at work better productivity