EWHNET

1. EWHNET The European Women's Health Network (EWHNET) was founded in 1997 as a project in the Medium-Term Community Action Programme on Equal Opportunities for Women and Men and was supported by the German Federal Ministry for Family Affairs, Seniors, Women and Youth.

2. Gender Sensitivity in Occupational Health: as an Issue for Life Quality and Work Efficiency

3. Gender sensitivity in occupational health: as an issue for life quality and work efficiency Working Group on Occupational Health of the European Women’s Health Network (EWHNET) Visibility Gender-sensible Strategies in Occupational Health Co-operation Equal Opportunities

4. Why gender sensitivity in occupational health?

5. Why gender sensitivity in occupational health? To accomplish equity in the field of work and health Women make up 42% of the EU work force Occupational gender segregation is strong To identify gender-specific health risks at work Men and woman are exposed to different workplace environ-ments and different types of demands and strains To develop appropriate methods, tools, procedures and strategies to deal with gender- specific health risks at work

6. Example: Noise as a health risk Noise is seen as a predominantly male occupational health risk. A gender-sensitive approach reveals another image: Men Women Where? Technical work places Schools (lower grades), kindergarten, day care centers What? Mechanical noise Clamour from shouting, crying and loud voices Health risk: Hearing impairment, stress, accidents or near-accidents Stress, fatigue, concentration and related disorders The vocal cords can be damaged from having to raise one’s voice continuously

7. Further examples of gender-specific health risks at work Job Profiles Women: client-oriented jobs. Health risk: being exposed to aggression, violence and sexual harassment leading to psychosocial complaints Men in technical and manual work. Health risk: exposure to traditional physical risk factors such as chemicals, noise, radiation, and heat Women in the care sector. Health risk: ergonomically poor working conditions, resulting in musculoskeletal disorders

8. Further examples of gender-specific health risks at work Working Hours Violence and Danger Health risk: psychosocial disorders such as fatigue, headache and stress Women: part-time jobs, having to adapt working hours to family needs. Health risk: poor control, low status, which are psychosocial risk factors for stress and cardiovascular diseases Women: sexual harassment. Health risk: injuries, psychosocial complaints Men: physical danger (accidents, aggression). Men: full-time jobs, less satisfaction with work-home balance Health risk: psychosocial problems and stress Source: 3rd European Survey on Gender and Working Conditions, 2000

9. Further examples of gender-specific health risks at work Women’s occupational settings have multiple stressors, when considered together they contribute to high levels of stress and illness responsibility to the well-being of others responsibility to multiple supervisors unpredictable schedules lack of social support sex discrimination, unfair treatment low remuneration

10. What is gender-sensitive occupational health?

11. What is gender-sensitive occupational health? A Gender-sensitive Approach in Occupational Health Takes into consideration the need for gender equality as well as the need to protect both female and male workers Takes into account the diversity concerning generation, ethnicity, culture, life-style, sexual orientation, and socio-economic status Acknowledges that certain health problems are unique to or have more serious implications for either women or men Breaks through stereotype images of femininity and masculinity Gives equal weight to knowledge, values and experiences of both women and men Takes into account the differences in social position between men and women and their health consequences Recognizes the need for full participation of women and men in risk assessment and priority setting

12. What is gender-sensitive occupational health? Gender bias needs to be analysed and documented. It can occur in the official organisation or unofficially at the interpersonal level; it can be hidden (covert) or expressed openly (overt).

13. What is gender-sensitive occupational health? Positive Images of Female Workers Negative Stereotypes of Female Workers A working mother is a strong survivor and problem-solver; she is a good investment Low career expectations, evadingresponsibility Complaining and dissatisfaction A double burden may bring double joy; a positive way of combining different spheres of life can also benefit work life Low work motivation, women quarrel,can’t work as a team Working for pin money only; in reality work is a must for most 45+ the second “forties” career,a new beginning, new enthusiasm;age management is worthwhile Working on the family’s terms, not committed fully to work Caring for and connecting people The combination work-home as a double burden

14. Aims of Gender Sensitivity in Occupational Health

15. Aims of gender sensitivityin occupational health: To improve the effectiveness of theoccupational health care system To improve the quality of work lifefor both women and men To promote well-being and work satisfaction To improve the balance between work and private life for all employees To recognize the diversity of women’s and men’s health needs over the life-cycle To recognize the importance of the study of gender differences inscreening, diagnosis and management of health conditions To improve the work ability of bothmen and women To use a gender-specific approach when needed To reduce work-related health risks and complaints of women and men To compile more systematic descriptions of sex similarities and differentials in health risks, exposures and health consequences To emphasize the global view andsignificance of multiple exposures,both physical and psychological

16. Aims of gender sensitivityin occupational health: Gender Sensitivity in Occupational Health Needs Multidisciplinary approach Gender based research Gender-specific health monitoring Equal participation of women and men, both have to be heard out Training in gender-based analysis Pointing out the special health risks of female-dominated jobs and stressing their importance in occupational health care Gendered guidelines Benchmarking Gender mainstreaming in occupational health policies These posters reflect part of the results of an international workshop 'Trends in Women and Work, Opportunities for Occupational Health' organised by the EWHNET Working Group on Occupational Health, October 2000.Information about the Working Group, contact: Dr. Kaisa Kauppinen, the Finnish Institute of Occupational Health (FIOH), Finland. Kaisa.Kauppinen@occuphealth.fi EWHNET, contact: Ute Sonntag, Email: lv-gesundheit.nds@t-online.de