manuela dogaru national commission of women of the cns cartel alfa
Download
Skip this Video
Download Presentation
MANUELA DOGARU National Commission of Women of the CNS "CARTEL ALFA

Loading in 2 Seconds...

play fullscreen
1 / 17

MANUELA DOGARU National Commission of Women of the CNS "CARTEL ALFA - PowerPoint PPT Presentation


  • 66 Views
  • Uploaded on

THE KEY ROLE OF WOMEN AS POST- CRISIS LABOUR MARKET Femeia, rol cheie pe piaţa muncii post-criză. MANUELA DOGARU National Commission of Women of the CNS "CARTEL ALFA. ASPECTS TO BE DISCUSSED:.

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about ' MANUELA DOGARU National Commission of Women of the CNS "CARTEL ALFA' - chancellor-morse


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
manuela dogaru national commission of women of the cns cartel alfa

THE KEY ROLE OF WOMEN AS POST- CRISIS LABOUR MARKET

Femeia, rol cheie pe piaţa muncii post-criză

MANUELA DOGARU

National Commission of Women of the CNS "CARTEL ALFA

aspects to be discussed
ASPECTS TO BE DISCUSSED:
  • Statistical analysis regarding gender segregation on the labour force market.Analiza statistică privind segregarea de gen pe piaţa muncii.
  • Critical aspects regarding women’s access on Romanian workforce market.

Aspecte critice privind accesul femeilor pe piaţa forţei de muncă din România.

  • Measurements that stimulate employment and quality improvement of the available workplaces.

Măsuri care stimulează ocuparea forţei de muncă şi îmbunătăţirea calităţii locurilor de muncă.

slide3

Being a woman in Romania means one less chance to get a job, that is 8,1% less than man.

A fi femeie în România înseamnă o şansă mai mică la un loc de muncă, cu 8,1 puncte procentuale faţă de bărbaţi.

slide5

The relatively low ratio of the unemployed women in the total unemployed people is determined by the fact that economically active and available women integrate more easily on the labour force market (a lot easier than men do), accepting nevertheless less productive and poorly paid jobs.

Ponderea relativ mică a femeilor şomere este determinată de faptul că femeile economic active se integrează cu mult mai uşor pe piaţa muncii decât bărbaţii, acceptând, tradiţional, locuri de muncă mai puţin productive şi mai puţin remunerate.

Unemployment rate during January 2010 – January 2011 at the end of the month

slide6

By analyzing the unemployment rate on age categories, one can easily observe young women’s (15 - 24 and 35-44 years old) vulnerability.

Analiza şomajului pe grupe de vârstă arată vulnerabilitatea femeilor tinere15 – 24 şi a celor de 35 – 44 ani.

slide7

Gender based statistics regarding integration on the labour force market indicates the negative effects that the crises has laid on the workforce.

Datele statistice defalcate în funcţie de gen, privind integrarea pe piaţa muncii, indică efectele negative ale crizei economice asupra forţei de muncă.

critical aspects regarding women s access on romanian workforce market
Critical Aspects regarding women’s access on Romanian workforce market
  • Poor knowledge of employed women’s rights.

Necunoaştere drepturilor femeilor pe piaţa forţei de muncă.

2. Conservatory mentality and the existence of a “patriarchic” society.

Transmiterea conservatorismului de gen şi existenţa unei societăţi „patriarhale”.

3. The “glass ceiling” concept that works against employing women.

Existenţa „plafonului de sticlă” care se interpune angajării femeilor.

4. The equilibrium between career and family life.

Dificultatea menţinerii unui echilibru între profesie şi viaţa de familie.

5. Maternity considered as less productive workforce.

Maternitatea considerată o forţă de muncă mai puţin productivă.

  • Stereotypes “there are feminine and masculine jobs” that should not mix.

Orientarea în carieră prin perpetuarea stereotipurilor “profesii masculine- profesii feminine”.

critical aspects regarding women s access on romanian workforce market1
Critical Aspects regarding women’s access on Romanian workforce market

7. Pay gap between men and women.

Diferenţa de salarizare dintre femei şi bărbaţi.

critical aspects regarding women s access on romanian workforce market2
Critical Aspects regarding women’s access on Romanian workforce market

8. Professional improvement, promotion and taking part in the decisional process.

Perfecţionarea profesională, promovarea în funcţie şi participarea la procesul decizional.

measurements that stimulate employment and quality improvement of the available workplaces

Suggestions:

Measurements that stimulate employment and quality improvement of the available workplaces.
  • Legislative Level
  • Institutional Level

III. Media and Civil Society

Măsuri care stimulează ocuparea forţei de muncă şi îmbunătăţirea calităţii locurilor de muncă.

slide12

Legislative LevelThe introduction of certain directives and regulations that hold a special character regarding female employmentIntroducerea unui set de dispoziţii speciale de muncă pentru femei

  • Women being considered as equal to men regarding work capacity, schedule and payment.

Încadrarea forţei de muncă feminină proporţională cu bărbaţii.

2. Favoring professional re-insertion for the unemployed women (or of those who are are about to lose their job).

Favorizarea re-inserţiei profesionale a femeilor care sunt şomereşi a femeilor vizate de politicile de restructurare.

3. More flexible working hours.

Flexibilizarea orarului de lucru.

  • Stimulate private initiative.

Stimularea iniţiativei particulare.

  • Facilities offered to those who hire women that have small children and women who are over 40 years old.

Facilităţi acordate celor care angajează femei cu copii mici şi femei în vârstă de peste 40 ani.

slide13

Legislative LevelThe introduction of certain directives and regulations that hold a special character regarding female employmentIntroducerea unui set de dispoziţii speciale de muncă pentru femei

6. Reconciliation between work, family and private life.

Promovarea reconcilierii profesiei cu viaţa privată.

7. Maternity doesn’t affect retirement rights or the value of the pension.

Maternitatea să nu afecteaze dreptul la pensie al lucrătoarelor şi valoarea pensiilor.

8. Sanctions for failure by the employer of contractual obligations, the accuracy of the information in the notice of employment and fairness of the selection process of candidates.

Sancţionarea nerespectării de către angajator a obligaţiilor contractuale, a veridicităţii informaţiilor din anunţul de angajare şi a corectitudinii procesului de selecţie a candidaţilor.

ii institutional level
II. Institutional Level
  • Organizing a network of institutions to support and take care of the children (such as kindergartens, after-school programmes), by having the Labour and Education Ministries joining their forces in order to create such important establishments.

Organizarea unei reţele de instituţii pentru susţinerea copiilor (creşe, grădiniţe, internate în cadrul şcolilor) prin colaborarea dintre angajatori, Ministerul Muncii, Familiei Protecţiei Sociale şi Ministerul Educaţiei, Cercetării, Tineretului şi Sportului.

  • Organizing a network of alternative services (housekeeping and social assistance).

Organizarea unor reţele de servicii alternative de asistenţă socială şi menajeră.

  • Introducing gender perspective in formal and informal education.

Introducerea perspectivei de gen în educaţia formală şi informală.

ii institutional level1
II. Institutional Level
  • Taking advantage of the EU structural funds in order to reduce social exclusion phenomena.

Valorificarea la maxim a Fondurilor Structurale pentru atenuarea fenomenelor de excluziune socială a femeilor.

5. Organizing job fairs more frequently.

Organizarea regulată a unor târguri de job-uri .

  • Setting up free legal consultancy offices.

Înfiinţarea unor cabinete de consultanţă juridică gratuită.

  • Establishing services that test personal and professional competences.

Înfiinţarea unor servicii de testare a abilităţilor şi competenţelor personale.

  • Improving infrastructure so that big cities could be more easily reachable.

Optimizarea transportului către oraşele mari.

iii media and civil society
III. Media and Civil Society
  • Promotional campaigns to prove that women can achieve success at the workplace (by offering “role models” for all the women).

Campanii de promovare a „exemplelor pozitive” de reuşită a femeilor în domeniul muncii.

  • Informing campaigns promoting “the knowledge of rights”, those rights that everybody have, men or women, in the labour force market (chances equality).

Campanii de informare şi sensibilizare a opiniei publice cu privire la cunoaşterea, promovarea şi respectarea drepturilor în domeniul egalităţii de şanse între femei şi bărbaţi pe piaţa forţei de muncă.

ad