DM 160014 Equal opportunities in the labour market; how to release the potential for business Sigrun...
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DM 160014 Equal opportunities in the labour market; how to release the potential for business Sigrun Vågeng, Executive Director,NHO 18 September 2008
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Transcript of DM 160014 Equal opportunities in the labour market; how to release the potential for business Sigrun...
DM 160014
Equal opportunities in the labour market; how to release the potential for business
Sigrun Vågeng, Executive Director,NHO
18 September 2008
DM 160014
Labour market pressures
longer vacation
education
social security
leave, sick leave etc
leisure
reduced working time
early retirement
800
100
Average 72,0
Young Active Old
labour
mark
et
part
icip
ati
on pensions
increased life expectancy
DM 160014
Female employment rate and fertility
40
50
60
70
80
1,0 1,2 1,4 1,6 1,8 2,0 2,2
Child per woman
Empl
oym
ent ra
te
Source: OECD: Employment rate in the population 15-64 years, 2006. The World Factbook fra CIA: Child per woman = total fertility rate, 2007 estimates. Norway, SSB 2006.
USA
Norway
France
Denmark
Poland
Ireland
Italy
Spain
Greece
Sweden
DM 160014
Educations pays Persons in the labour force, by gender and level of education
0
20
40
60
80
100
Primaryschool level
Secondaryschool level
Universitylevel
Source: Statistics Norway, 2001
Males
0
20
40
60
80
100
Primaryschool level
Secondaryschool level
Universitylevel
Source: Statistics Norway, 2001
Females
DM 160014
Women in leadership/board positions
Private Sector: Percentage of women among
2005 2006 2007
Board members in largePublic Limited Companies(PLC) – Norway
12,8 19,3 33 40% by March 2008
Board members PLCNHO-members
18,9 26,5 40,1
Top management – NHO members 15,8 16 15
Middle management. NHO members
18 20 21
DM 160014
Women as a major labour market source
• The first country in the world to impose a certain female percentage on boards of companies
• Female Future – mobilizing talents in boards and management positions
DM 160014
Female Future – mobilizing talents
Goals:
• Making the private sector an attractive place for women to work
• Increase the percentage of women in decision-making positions, in particular in management and on boards
• Challenge top managers to recruit more women to executive positions and to board posts
• Reconciliation of work and family life. Balance executive responsibilities with family obligations.
DM 160014
Maternity leave – one year
DM 160014
Future talents
