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"Female part-time existing "Female part-time existing possibilities at executive possibilities at executive levels and existence of levels and existence of certification systems certification systems

regarding gender policies in regarding gender policies in enterprises and public enterprises and public

administrations" administrations"

TTRANSNATIONAL RANSNATIONAL CCHOICES HOICES PPROJECT ROJECT CCONSORTIUMONSORTIUM

Trento, Italy 24-25 October 2005Trento, Italy 24-25 October 2005

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““Female part-time existing Female part-time existing possibilities at executive possibilities at executive

levels: levels: a comparison between a comparison between

Italy and TrentinoItaly and Trentino” ”

TTRANSNATIONAL RANSNATIONAL CCHOICES HOICES PPROJECT ROJECT CCONSORTIUMONSORTIUM

Trento, Italy 24-25 October 2005Trento, Italy 24-25 October 2005

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The process of growing flexibility:

is crucial for the current development of female labour market participation in Europe (part-time jobs, temporary jobs, subcontracting works, etc.)

Overrepresentation of women in Overrepresentation of women in “atypical” contracts“atypical” contracts

Flexibility on the labour market and differentiation of lifestyles still mainly concern women and contribute to their “patchwork biographies”

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Part-time is the type of contract where the share of women is much higher than the share of men in all countries of Europe

Part-time: the best Part-time: the best form of conciliation?form of conciliation?

Part-time work may provide an opportunity for flexible hours of work, and for combining wage work with family commitments

it might as well be considered as a form of underemployment, paying lower wages, and with fewer opportunities for advancement than full-time work

but

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There is no a priori reason why part-time work should be predominantly female: it should be facilitate the reconciliation of paid work and family life

Integration or Segregation?Integration or Segregation?

Part-time work has facilitated women’s entry into paid work but in a way that leaves the gender division of labour within the parental roles or family structures largely unchanged

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Part-time employment: Part-time employment: ““enabling” or “restrictive” enabling” or “restrictive”

strategiesstrategies

A part-time contract for women:

often reinforce the prevailing domestic division of labour and financial dependency on a partner or the state (in conflict with the equal opportunities policies of the EU)

in many cases do not reflect the wishes of the employees: they couldn’t find full-time work (Klammer, 2000; Censis, 2000)

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significant increase in part-time jobs (up to 7% for men and to 31.3% for women) with significant differences between countries (2.6% in Slovakia, 45.8% in the Netherlands)

significant increase in female employment rate - from 55.1% (fourth quarter 2003) to 56.1%

The latest EU labour market survey The latest EU labour market survey (fourth quarter 2004 data) published in June 2005(fourth quarter 2004 data) published in June 2005

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Part-time employment as share of total Part-time employment as share of total employment by countries and sexemployment by countries and sex

Women and men Women Men

2004 2003 2004 2003 2004 2003

EU- 25 17.7% 16.9% 31.3% 30.4% 7.0% 6.5%

EU-15 19.4% 18.5% 35.0% 34.0% 7.2% 6.7%

Denmark 22.1% 22% 33.2% 33.8% 12.4% 11.8%

Finland 14.4% 13.4% 19.7% 18.0% 9.4% 9.2%

Italy 12.8% 8.5% 25.5% 17.5% 4.8% 3.1%

Spain 8.7% 8.4% 17.7% 17.3% 2.9% 2.7%

Source: Eurostat, LFS 2005

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Part-time employment in Trento by sex and Part-time employment in Trento by sex and levellevel

Source: Osservatorio del Mercato del Lavoro di Trento (2003)

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Part-time Part-time employment employment in Trento by in Trento by

sex, level sex, level and sector*and sector*

Public Administration

*percentage on total occupation

Source: Osservatorio del Mercato del Lavoro di Trento

(2003)

Private Sector

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Female part-time existing Female part-time existing possibilitiespossibilities

at executive levelsat executive levels Over 80% of part-time contracts are imputable to the

female component

The most part of female part-time concerns the sector of cleaning services and the public administration (horizontal segregation)

The data of 2003 confirm the hypothesis of part-time as barrier to the vertical advancement (the phenomenon of the “glass ceilings")

In the private sector there isn't any case of part-time at executive level; less than 30 cases in the public administration

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““Certification Systems Certification Systems regarding Gender Policies regarding Gender Policies in Enterprises and Public in Enterprises and Public

Administration”Administration”

TTRANSNATIONAL RANSNATIONAL CCHOICES HOICES PPROJECT ROJECT CCONSORTIUMONSORTIUM

Trento, Italy 24-25 October 2005Trento, Italy 24-25 October 2005

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Certification Systems Certification Systems

What they are:What they are: a set of references that manufactoring

and other types of organizations adapt to in order to converse without misunderstandigs and waste of time and resources

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ISO 9000 Quality management systems — Fundamentals and vocabularyISO 9001 Quality management systems – RequirementsISO 9004 Quality management systems — Guidelines for performance improvements

Certification Systems: Certification Systems: ISO standard ISO standard

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EU Policies EU Policies A central strategy for quality A central strategy for quality

Gender Mainstreaming means: Gender Mainstreaming means:

• Public Administration: providing better quality services

• Enterprise: adopting a culture that takes into account and enhances differences

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Quality and Equality Quality and Equality Certification Systems from Gender Certification Systems from Gender

PerspectivesPerspectives

• If quality is the result of a prevention-oriented work style, it is clear that it should also be a gender discrimination prevention-oriented work style

• If quality can be measured according to the non-conformity cost, it becomes clear that it is necessary to prevent the non-equality cost

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- top management involvement in equality politics and strategies

- staff statistical data disaggregated by gender- analysis of horizontal segregation- analysis of vertical segregation- analysis of career plans- participation in training- participation in information flows- participation men-women in meetings, commissions,

missions- attending and chairing meetings- selection criteria, methods and gender awareness- enterprise work/life balance plans- both implicit and explicit enterprise culture- work assessment method

Not-Equality Costs Not-Equality Costs The Key-factors The Key-factors

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Implementing Equal Opportunities Implementing Equal Opportunities

• be retained over time• involve the organization (enterprise or

PA) as a whole• concern all the gender-sensitive

processes, practices and procedures

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Lower staff turnoverReduction of stressGreater motivation, better performance, less absenteeismGreater staff flexibilityBetter possibility of recruitingBetter choice of staff (diversity management)Better company willingness/culture towards clientBetter external image

Reducing Non-Equality CostReducing Non-Equality CostAdvantages of ReconciliationAdvantages of Reconciliation