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
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 2012/2013 2013 2012 <= 18 19-25 26-29 29 30-40 41-54 55 and over total 253 4424 2823 8765 8051 2014 26330 371 4810 2655 7267 6469 2564 24136 404 5805 3579 9824 8632 2424 30668 502 5692 2968 8473 6523 2851 27009
Workers recruited by gender and work hours Province of Pesaro e Urbino 2012-2013 2013 2012 Undefined Part-time time ull-time total 5584 12070 8685 26339 6460 5451 12233 24144 7449 12862 10343 30654 6747 5609 14009 26365 Contract terminations by gender Province of Pesaro e Urbino 2012-2013 2013 2012 30637 2013 27111 27231 25582 Total 57868 52693
Resignation for motherhood and other reasons Province of Pesaro e Urbino 2009-2012 2009 2010 2011 2012 2009-2012 Pesaro- Urbino 134 153 196 171 654 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
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; 14.045 workers involved: 9.175 men (65.3%) and 4.870 women (34.7%); 64,2% are workers, 31,5% are employees, 2,5% supervisors and 1,2% are managers. Source: IRES CGIL -ARCHE
Incidence of the province of PU in the research more than 30% of the companies involved are in the province of Pesaro-Urbino among 14.045 male workers involved, 6.310 (44.9%) are located in the province of Pesaro-Urbino among 4.870 female workers involved, 2.118 (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
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
Total wages Retribuzioni medie lorde annue (euro) 51.705 29.657 23.701 23.415 18.100 33.884 23.792 32.595 uomini donne totale operai impiegati quadri Source: IRES CGIL -ARCHE Wages differences Differenziale retributivo per categoria totale operai impiegati quadri -5.956-5.315-10.092-19.110 Source: IRES CGIL -ARCHE
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
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
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