WOMEN S IMPLICATION IN LABOUR MARKET

Transcription

1 WOEN S IPLICATION IN LABOUR ARKET Italy s s gender regulation The day after the Unification of Italy, women were completely subordinated to male authority; maternity was the only protection granted; ; the Constitution with the art. 37 at the end of World War II granted formal equality between women and men where the law is concerned and in the workplace ilestones The first step: The 70s lawmakers acknowledge gender equality in social life (workplace( included). Equal opportunity and positive actions Late 80s: targeted measures through the establishment of laws and institutions to strengthen the social and economic role of women; The 90s: Law n. 125/1991 concerning "positive actions to achieve equal opportunities and application of relevant EU directives. Gender mainstreaming : Law 53/2000: "work-life balance D. lgs.. n. 198/2006: equal opportunities stated by law between men and women Law n.120/2011: gender quotas in boardrooms of Societies listed on the stock market. Source: arcucci and Evangelisti, 2013

2 Pesaro- Urbino Italy Employment, unemployment and inactivity rates Pesaro e Urbino 2013 Employment rate (15-64 years) 53% 46% 71% 64,8% Unemployment rate (15-64 years) 12,1% 13,1% 8,1% 11,5% Inactivity rate 38,7% 46,4% 22,4% 26,6% Employment, unemployment and inactivity rates Pesaro e Urbino 2012 Employment rate (15-64 years) Unemployment rate (15-64 years) Inactivity rate Pesaro- Urbino 58,4% 74,3% 10,5% 5,9% 34,6% 20,8% Italy 47,1% 66,5% 11,9% 9,9% 46,5% 26,1% Workers recruited by gender and age. Province of Pesaro e Urbino 2012/ <= and over total

3 Workers recruited by gender and work hours Province of Pesaro e Urbino Undefined Part-time time ull-time total Contract terminations by gender Province of Pesaro e Urbino Total

4 Resignation for motherhood and other reasons Province of Pesaro e Urbino Pesaro- Urbino No nursery school places available No relatives available who can help High assistance costs for newborn babies New job in another company Refusal of part-time time by the company Desire to bring up child exclusively Cahnge of residence, home work distance Company closure,, transfer of business TOTAL 35,1% 32,7% 8,2% 4,1% 4,1% 10,5% 5,3% 0,0% 100% ultiple aspects of gender inequality Women are less likely Employed women earn less to enter the labour market than employed men Women are employed in fewer sectors of the labour market Women spend twice the time spent by men in housework, and five times the time spent by men on child care Women spend half of the time spent by men in the labour market 21,4% of the members of Parliament are women 33% of University researchers are women

5 WOEN at WORK WORK for WOEN Report analysis on male and female staff (Article no. 46 of Legislative Decree no. 198/2006 "Code of Equal l Opportunities") Research: characteristics of the companies 60 companies involved, especially manufacturing sectors and most were in the provinces of Ancona and Pesaro-Urbino; workers involved: men (65.3%) and women (34.7%); 64,2% are workers, 31,5% are employees, 2,5% supervisors and 1,2% are managers. Source: IRES CGIL -ARCHE

6 Incidence of the province of PU in the research more than 30% of the companies involved are in the province of Pesaro-Urbino among male workers involved, (44.9%) are located in the province of Pesaro-Urbino among female workers involved, (43,5%) are located in the province of Pesaro-Urbino The Province of Pesaro-Urbino has great significance in the research Source: IRES CGIL -ARCHE Composizione dipendenti per genere donne 34% uomini 66% Source: IRES CGIL -ARCHE

7 Type of employment gender roles 92,3% Composizione personale 87,7% 77,3% 48,9% 51,1% uomini 7,7% 12,3% 22,7% donne Dirigenti Quadri Impiegati Operai Source: IRES CGIL -ARCHE Part-time time work contracts Contratti part time per genere uomini 16% donne 84% Source: IRES CGIL -ARCHE

8 Total wages Retribuzioni medie lorde annue (euro) uomini donne totale operai impiegati quadri Source: IRES CGIL -ARCHE Wages differences Differenziale retributivo per categoria totale operai impiegati quadri Source: IRES CGIL -ARCHE

9 Promotions Promozioni 68,5% 64,0% 33,3% 30,6% uomini donne 0,4% 0,0% 1,8% 0,0% Dirigenti Quadri Impiegati Operai Source: IRES CGIL -ARCHE Conclusions placement and professional growth: on average, women have higher education than men, but have minor roles and rarely hold traditional male roles; gap in wages: women earn less than men for the same placement; employment contracts: women are mainly employed with temporary contracts and part time is almost exclusively female. Source: IRES CGIL -ARCHE

10 Gender Gap Jack and Jessica are two children who are neighbors and become playmates; Jack dreams of becoming an engineer like his father; Jessica dreams of becoming a doctor like her mother. Jack realizes his dream and graduates in Engineering; Jessica decides to sign up for Law. Jack and Jessica are working for the same company; Jack runs a construction site, while Jessica is head of Human Resources. Both are committed and demonstrate passion for their work, but the activity of Jessica is perceived as less prestigious. Although everybody recognizes Jessica s talent, Jack gets a promotion. It is Jessica who gives up her full-time job to take care of the family. Jessica didn t have further chances of getting a full-time job; Consequently, Jessica will receive a lower pension than Jack. Gender roles

11 Occupational segregation Horizontal Vertical: Glass ceiling effect Women: an underutilized resource 5 Hopes for the economy (Lagarde, 2013): 1. Women contribute to economic growth 2. Women pursue a greater balance between costs and business and financial benefits 3. Women are the next emerging market 4. Women invest more in the future generations creating a domino effect 5. Women are the representatives of change. Source: I, 2013, Women, Work and the Economy: acroeconomic Gains from Gender Equity