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WORKS Conference Roma, October 2008

WORKS Conference Roma, October 2008. Changing Patterns of segregation and power relations in the workplace: results from the WORKS project Simone Dahlmann (WLRI) Ursula Huws (WLRI) Maria Stratigaki (USPS). The concept of segregation Women and men Gender gap in employment

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WORKS Conference Roma, October 2008

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  1. WORKS Conference Roma, October 2008 Changing Patterns of segregation and power relations in the workplace: results from the WORKS project Simone Dahlmann (WLRI) Ursula Huws (WLRI) Maria Stratigaki (USPS)

  2. The concept of segregation Women and men Gender gap in employment Horizontal (sectors and occupation) Vertical (hierarchical levels) Contractual (kinds of work contract) Temporal (shifts, part-time) The WORKS approach to gender:a double track

  3. The concept of gender contract Gender relations are power relations Process of gendering (who you are – what you do) Identity Discourse Practice Institution The WORKS approach to gender:a double track

  4. The concept of ethnicity Ethnic relations are power relations Skin colour, Religion cultural heritage national origin Citizenship Migrant workers are “others” The WORKS approach to ethnicity

  5. Gender segregation is increasing or decreasing? (labour market, working conditions, quality of working life) How jobs are gendered? (become “male” or “female” )? Work restructuring provides more opportunities or risks for women? Some research questions (regarding gender relations):

  6. Gender gap in employment rates (decreasing) Horizontal segregation (occupational and sectoral) slightly increasing Sectoral is increasing more quickly than occupational Vertical segregation Segregation in the labour market

  7. Figure 4: Gender segregation by sector, EU27 (%)

  8. Men work in more supportive environments Women work more in jobs involving direct contact with people (additional emotional demands) Men have more autonomy on choice of work patterns Women work in more complex tasks Men have m ore opportunities for learning and problem solving Women need to solve problems in real time Segregation in the working conditions

  9. Typical employees: with most routine job is a young WOMAN with a temporary contract, no PC, no supervising tasks with intense market constraints is a middle-aged WOMAN in the private sector, computers, self-employed or unlimited contract, service sector. Segregation in the working conditions (2)

  10. Job satisfaction Women are the majority in almost all type of jobs with probability of dissatisfaction Overqualification Fixed term contracts, casual work and non permanent job agreement is more probable to be overqualified. Mobility Upward AND downward mobility is higher for Men than for Women in most countries. Career loss is more likely for men Segregation in the quality of life

  11. The clothing industry The dress designer Logistics – warehouse The food and beverage industries Production work Logistics work The software industry R& D work Software production professionals Front office employees WORKS Qualitative Analysis (organizations and occupations)

  12. Segregation by both sector and occupation persists (or increases) Women work in jobs with less complexity More intensity Greater market pressures More emotional pressures from clients etc. Women are more dissatisfied, more overqualified, face more health risks Conclusions (1)quantitative data

  13. THREE TYPES OF JOBS: High-skilled occupations individual performance beyond occupational culture? Service work flexible adaptation Low-skilled occupations the same old story? Conclusions (2) qualitative analysis

  14. “varieties of capitalism”, “varieties of gender regimes” New Opportunities influx of women managers performance-related pay flexible working time customer n service skills/cultures men entering female dominated sectors. New Risks Invisibility of male power Opening for discrimination Long hours culture Danger of stereotyping Downgrading of men work rather than upgrading of women Contradictory effects of work restructuring on women and gender

  15. Quantitative analysis on ethnicity

  16. Policy Recommendations

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