EI Survey on the Status of Women in Unions, Education and Society

- previews and snapshots -

On the Move for EqualityEI’s First World Women’s Conference

20-23 January 2011, Bangkok

Survey Process

Development of questionnaire: Spring 2009

Survey conducted: July – November 2009 (March 2010)

Data analysis: March – July 2010

First draft technical report: September 2010

Final report: February 2011

Process supported by: EI Regional Offices (especially Equality Coordinators), EI Status of Women Committee, EI Research Unit

Key Results

1. Response Rate

2. Representation of Women in Unions

3. Unions’ Activities on Gender Equality

4. Access to and Gender Equality in Education

5. Gender Equality for Teachers

6. The Status of Women in Society

Data is representative

1995 1998 2001 2004 2007 2010

Absolute number of MOs 64 110 78 44 77 138

Percentage of MOs 24% 39% 25% 14% 18% 34%

EI in 2010: 402 MOs, representing almost 30 Million education workers

Survey in 2010: Highest absolute response rate (138 organisations)Second highest relative response rate (34% of member organisations)

Response RateLight bars: percentage of responding member organisationsDark bars: percentage of individual members represented by responses

Measures for Gender Equality

50% of the unions have mechanisms for gender representation in high decision-making positions; mostly quotas:

But those unions don’t necessarily have a better representation of women in high decision making positions and bodies.

Policy by itself is not enough

Relevance of other factors (more research needed)

1995 1998 2001 2004 2007 2010

Quotas, reserved places - 23% 32% 26% 31% 31%

Women in Unions: acceleration neededThe percentage of women in executive boards and in leadership positions is rising slowly but unsteadily.

1995 1998 2001 2004 2007 2010

% female members 66% > 50% 63% 53% > 50% 59%

% women at conference 43% - 50% 54% 51% 47%

% women in executive board 35% < 30% 25% 33% 46% 39%

% women in leadership - - < 20% 21% 37% 36%

Women in Unions: Representation

Women constitute the majority of the union membership in most regions, but they are underrepresented in the union leadership.

Gender Structures, Policies, Activities Structures Policies Activities

Union Structures, Policies, Activities

126 unions responded to this question:

106 unions have a structure for gender equality.

113 unions carry out activities related to women’s rights and/ or gender equality.

Unions that have structures for gender equality also have more policies and organise more activities on this issue. Gender equality committees, women’s networks and

caucuses take the initiative for activities.

Barriers to EducationMost relevant barriers: • Child labour, including forms of domestic labour• Traditional gender stereotypes, early childbearing, early marriage• Illness or death of parents/ caretakers• Low quality and lack of education infrastructure

(schools in rural areas, safe transport to and facilities in schools)• Poverty, cost of education (rather send sons to school than daughters)

Many unions indicate that girls are more affected by these barriers (especially in Africa).

Legal Framework and Union Policy

Widespread: > 80% government implementation > 50% in union policy

•Maternity leave•Pay equity•Provisions against

sexual harassment

Less frequent: < 60% government implementation < 30% in union policy

• Affirmative recruitment policies

• Complaints mechanisms in case of discrimination

Teachers’ PayWomen are overrepresented in pre-school and primary education, where the average salaries are lower; and underrepresen-ted in higher edu-cation, where the salaries are higher.

Note: Patterns are similar in all regions, but salary levels are different. Lowest in Africa and Latin America, highest in Europe.

Gender Equality in Society

Big gap between legal provision and actual implementation.

Gaps reported most frequently: - Labor market (equal access to high job positions)- Politics (equal opportunity to take part in politics)- Violence against women (in public spaces, domestic violence)

Reasons for Implementation Gap

Member organisations’ explanations for the implementation gap:

• Gender stereotypes: glass ceiling, lack of recognition of women’s skills

• Male group dynamics and hierarchies/ male bonding• Unequal division of family responsibilities

Thank you !