1. Facing the challenge of increasing women’s participation on the European labour market NEUJOBS WORKING PAPER NO. D16.2C Agnieszka Chłoń-Domińczak Agnieszka Kamińska Iga Magda

2. Motivation Inevitable adverse demographic changes In 2012, the employment rates of men and women in the EU stood at 69,8% and 58,6%, respectively A projected significant decline in working age population by 2025 (from 335,6 mln to 327,2 mln) What can be done to increase female labour market participation? – Young women, school to work transitions & maternity – Life long learning challenges – Women and retirement 1. Introduction 2. Young women & education 3. Young women & maternity 4. Life long learning 5. Retirement 6. Policy implications

3. Women on the European labour market Gender employment gap shrank considerably in the EU during the last 20 years – from 27 p.p in early 1990s to 12 p.p in 2010. Women at the age of 45-64 reached the highest employment improvement, whereas employment rates of women aged under 25 years decreased in most EU countries An increase in women’s involvement in the labour market is a major factor improving female employment 1. Introduction 2. Young women & education 3. Young women & maternity 4. Life long learning 5. Retirement 6. Policy implications

4. Young women and school to work transitions In 1995 about 18% of people aged 20-29 were students. During the next 15 years this share increased to 27% (OECD, 2013). The proportion of women who enter an university increased from 51% in 2000 to 66% in 2009, while among men these shares were 42% and 52%, respectively. Students as a percentage of the population of 20-29 year olds. 1. Introduction 2. Young women & education 3. Young women & maternity 4. Life long learning 5. Retirement 6. Policy implications

5. Young women and school to work transitions LM participation rates, 15-24 year olds A significant employment decline among young women and men in consequence of growing popularity of tertiary education Reluctance to combine education with work -> increase in the average age of entering the labour market of young women Higher education increases the human capital, therefore women’s future employment prospects NEETs as an important policy challenge 1. Introduction 2. Young women & education 3. Young women & maternity 4. Life long learning 5. Retirement 6. Policy implications

6. How to facilitate school-to-work transitions? Early intervention and cooperation of all responsible stakeholders – close cooperation between public employment services and bodies of the educational system Good programme targeting – youth programmes should be provided to all unemployed young people, regardless of their educational status Strict conditions of granting all benefits - tight job- search requirements and mandatory participation in ALMPs under the threat of unemployment benefit sanctions prevent long-term exclusion 1. Introduction 2. Young women & education 3. Young women & maternity 4. Life long learning 5. Retirement 6. Policy implications

7. Maternity and labour market participation Employment rates among mothers vary across EU countries, they are lower than employment rates of other women Slovenia, Denmark, Sweden and Iceland as examples of countries with the highest employment rates among mothers in the contrary to Slovakia, Hungary, Czech Republic 1. Introduction 2. Young women & education 3. Young women & maternity 4. Life long learning 5. Retirement 6. Policy implications

8. Factors behind women’s LM participation The duration of parental leave may strongly influence the future activity of women (negative relation between the length of the leave and the mothers’ employment rate) The crucial importance of men participation in childcaring obligations Existence of developed public childcare services is a crucial factor shaping mothers’ behaviour on the labour market Flexible workplace arrangments matter as well 1. Introduction 2. Young women & education 3. Young women & maternity 4. Life long learning 5. Retirement 6. Policy implications

9. Proportion of children aged <6 enrolled in formal childcare services (2008) and public spending on childcare (% of GDP) 1. Introduction 2. Young women & education 3. Young women & maternity 4. Life long learning 5. Retirement 6. Policy implications

10. Lifelong learning and female labour market potential Growing importance of skills development The participation rate in job-related training is equal for men and women On average, time spent in education is shorter among women Women: Higher popularity of non-formal education than formal Differences in obstacles to LLL participation among men and women 1. Introduction 2. Young women & education 3. Young women & maternity 4. Life long learning 5. Retirement 6. Policy implications

11. Participation in formal and non-formal education in LFS and AES 1. Introduction 2. Young women & education 3. Young women & maternity 4. Life long learning 5. Retirement 6. Policy implications

12. Different obstacles to participation in education 1. Introduction 2. Young women & education 3. Young women & maternity 4. Life long learning 5. Retirement 6. Policy implications

13. Lifelong learning and female labour market potential Obstacles related to family responsibilities by country 1. Introduction 2. Young women & education 3. Young women & maternity 4. Life long learning 5. Retirement 6. Policy implications

14. Women and retirement The considerable rise in elderly women’s employment in most of EU countries Sweden and Denmark – countries with the highest female labour market participation rates Average expected years in employment for women 1. Introduction 2. Young women & education 3. Young women & maternity 4. Life long learning 5. Retirement 6. Policy implications

15. Women’s employment rates in age group 55-64 in the EU12 countries, 1992 vs. 2000 and in the EU27 countries, 2001 vs. 2011 1. Introduction 2. Young women & education 3. Young women & maternity 4. Life long learning 5. Retirement 6. Policy implications

16. Retirement policies Attempts to equalize the statutory retirement ages for men and women due to demographic trends Between 2011 and 2040 the number of countries with different pensionable ages of men and women is expected to decrease from 12 to 3 (BG, SI, RO) Average pensionable age in OECD countries by gender, 1950-2050 1. Introduction 2. Young women & education 3. Young women & maternity 4. Life long learning 5. Retirement 6. Policy implications

17. Pensionable age in the EU countries by gender, 2011 and 2040 1. Introduction 2. Young women & education 3. Young women & maternity 4. Life long learning 5. Retirement 6. Policy implications

18. Retirement policies The replacement rates provided by the pension systems are important factors determining retirement decisions Lower wages of women (in relation to men) encourage faster transition to retirement Pension entitlements for periods outside labour market related to childcare are desired in order to compensate for loss of pension rights due to break in employment careers, though they need to be well designed Other policies aimed at extending working lifes similar for men and women 1. Introduction 2. Young women & education 3. Young women & maternity 4. Life long learning 5. Retirement 6. Policy implications

19. Net replacement rates in 2010 and their projected level 10 years after retirement 1. Introduction 2. Young women & education 3. Young women & maternity 4. Life long learning 5. Retirement 6. Policy implications

20. Policy implications flexible working hours, part-time employment and teleworking increasing the availability of good quality childcare and pre-school services the extension of the access to public employment services to all young people carefully assessed duration of the parental leaves changing the attitiudes: more gender-balanced distribution of childcare and home responsibilities 1. Introduction 2. Young women & education 3. Young women & maternity 4. Life long learning 5. Retirement 6. Policy implications

21. Policy implications The full equalisation of male and female statutory retirement ages The linkage between pension benefits and accumulation of previous contributions Supporting the LLL, removing obstacles related to family obligations crucial from female perspective 1. Introduction 2. Young women & education 3. Young women & maternity 4. Life long learning 5. Retirement 6. Policy implications

22. Thank you for your attention iga.magda@ibs.org.pl