Women at Home, in the Workplace and Beyond ...

1. Women at Home, in the Workplace and Beyond ... Cenetral European Alliance for Women’s Empowerment International Conference in Honor of the Hungarian and Polish EU Presidency Budapest, 29 September, 2011

2. „Europe cannot afford to leave talent untapped – empowering the role of women in busienss, social and political life.” Anna Jancewicz, CAWF

3. CAWF activities in the changing economic and political environment: Gender issues - not much mentioned issue • due to the labor market organization • though „Woman is the Negro of the World” • household cires + full time job Change together with the economy transition CAWF’s activities: First aid: unemployed women Mid 2000 : the economic changes well rooted ; new ideas, observations, phenomena

6. Background: • Over thirty years of equality legislation in the European Unionto promote gender equality. • Gender Equality widely accepted as socially important goal but also viewed as: • not necessarily in line with economic goals • a constraint or a cost • a societal choice or preference • Need to recognize the costs of non-equality and the positiveeconomic contribution of gender equality

7. Gender equality - the Economic Case • Gender equality can be viewed as … • an investment and not a cost • a productive factor not a constraint • Investment in social infrastructure • to reap rewards of investment in human capital • akin to investment in physical infrastructure • These benefits of equality expand when we move beyondGDP as a measure of progress • quality of life, • well being, • child poverty, etc.

8. Barriers towards gender equality on the labor market : • structural • invisible (mental) For over 30 years the EU has been taking numerous steps taken towards gender equality, corresponding to (set backs) : • the gender pay gap • unequal care burden • segregation in the labor market • low representation in decision‐making. :

9. Steps to break down structural barriers holding women back: • Legislative measures • Last generation workplace innovations , specially by corporations: • policies to supportwomen with young children, • measures to help women navigatetheir careers (mentoring) • formal sponsorship programs to ensure professionaldevelopment (trainings) The next frontier is toppling invisible barriers: • mind-sets widely heldby managers, men and women alike, that are rarely acknowledged but block the way: • Role models (home/workplace) • Intellectual presdispositions

10. An Economic Case • Gender Equality can be viewed as an investment • a productive factor (workforce) • exploit full productive potential of the labor force ( another 50%) • economic gains at a national or regional level An economic case as a complement rather than replacementto the moral case.

11. Gender Equality and Growth • Productive use of women’s investment in education and human capital: • Utilization of all human capital investments • Access to full range of skills - address shortages • Returns on personal investment in human capital • Gender equality as contributor to GDP • higher productivity through avoidance of skill loss • Lower taxes • GDP growth

12. Gender Equality vs demographic challenges • Sustainable populations • positiverelationship between female employmentand fertility= sustainable populations (advanced gender equality – higher birth rates) • rising dependency ratios = ageing populations • Integration of informal work & recognizing the value of unpaid and informal work: • positive contribution of tax and social contributions • modern fiscal systems that avoid perversethresholds for job creation • and/or household disincentives Integration into employment more than covers investment in social infrastructure.

13. Gender equality - Economic Case The Economic Case for Gender Equality Mark Smith, Equality Pays Conference - Brussels, 8 March 2011

14. Factors Leveraging Equality Benefits Macro policies to expand access to employment gender-based Targets gender mainstreaming obligations Meso organisational innovations (WLB, retention) progress in organisation hierarchies Micro Improved education attainment more continuous participation shorter and fewer career breaks Factors Leveraging Equality Benefits Macro (policies) policies to expand access to employment gender-based Targets gender mainstreaming obligations Meso (emplyers) organizational innovations (WLB, retention) progress in organization hierarchies Micro (individuals) Improved education attainment more continuous participation shorter and fewer career breaks Factors Limiting Equality Benefits Macro lack of gender mainstreaming economic policy short-term crisis responses public sector cuts Meso segregation occupations women’s concentration in low-paid work Micro unequal division of care and unpaid work limited support for careers Factors Limiting Equality Benefits Macro lack of gender mainstreaming economic policy short-term crisis responses public sector cuts Meso segregation occupations women’s concentration in low-paid work Micro unequal division of care and unpaid work limited support for careers Gender equality Benefits Gender equality Benefits The Economic Case for Gender Equality Mark Smith, Equality Pays Conference - Brussels, 8 March 2011

15. Drawing on the potential contribution from the whole population- risks: • Exit Strategies from the recession - a risk of reduced focus ongender equality goals and thus economic benefits • Risk of trying to turn back the clock on gender equality (labor market challenges) • Long-term challenges remain for European societies • Making the case for : • Importance of gender mainstreaming policies • Promoting coherent social and economic policy

16. Thank you for your attention !