1. WOMEN & WORK: LOCAL, NATIONAL AND EUROPEAN PERSPECTIVES

2. OUTLINE THE ISSUES THE PROJECT THE KEY STRATEGIC OBJECTIVES

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

4. 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

5. 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)

6. PRESSURE FOR CHANGE FEMINISM LOBBY GROUPS TRADE UNIONS POLITICIANS EUROPE

7. 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

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

9. 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

10. Partnership Approach EMPLOYERS TRAININGPOLICY

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

12. TRAINING TRAINING FOR WOMEN NETWORK WOMEN’S TEC BELFAST GEMS

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

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

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

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

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

18. 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

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

20. 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

21. 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

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

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

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