Gender, Jobs and Working Conditions in Europe (original) (raw)

Women, men and working conditions in Europe

Despite much legislative progress in gender equality over the past 40 years, there are still gender gaps across many aspects of the labour market. Inequalities are still evident in areas such as access to the labour market, employment patterns and associated working conditions. This report explores gender differences across several dimensions of working conditions, examining relevant country differences, analysing the different occupational groups of both men and women, and comparing the public and private sectors. It also looks at the impact of the crisis on gender segregation in employment. Based on findings from the fifth European Working Conditions Survey (EWCS), conducted in 2010, the analysis offers a striking picture of women and men at work across 34 European countries today

Gender, jobs and working conditions in the European Union

2002

The rising proportion of women in employment in recent decades has been one of the major changes affecting European labour markets. This report examines the gender pattern of differences and similarities. It also explains the reasons for the persistent gender segregation of the European labour markets and draws up policy recommendations for action aimed at providing decision makers with the relevant information they need.

Working conditions in the European Union: The gender perspective

European Foundation, 2007

This report examines the extent of occupational segregation by gender and how it impacts on the quality of women’s and men’s working lives. The analysis is based on findings from the fourth European Working Conditions Survey carried out across 31 countries, including the 27 EU Member States. The report highlights differences between men and women in key aspects of job quality, such as working hours, job satisfaction, work–life compatibility and work-related health outcomes

Gender and Labour Markets in the EU

1999

The organisation of European labour markets remain highly gendered. This is despite the fact that more women are involved in waged work and that women hold a growing proportion of all jobs in the economy. These gender differences in the labour market are linked to women’s greater responsibility for putting time into unwaged care work in the home and community. This broad gender picture coexists with important differences, both in the precise pattern of gender relations between countries, and in the divergent labour market position and employment experiences of groups of women within countries around characteristics such as their qualification levels. This paper provides an overview of the gendered character of labour markets, focusing on developments in women’s position relative to that of men. Differences between countries are highlighted, as are differences between women Section 1 discusses how gender differences in the labour market are affected by welfare state regimes and the organisation of the labour market. The organisation of care work and the gender division of labour is the focus of section 2. Section 3 looks at employment rates and the number of hours worked. Section 4 assesses the quality of women’s employment by looking at the kind of jobs they do and the rewards they get. Conclusions are discussed in section 5.

3.3 WORk-FAMILY POLICIES AFFECTING FEMALE EMPLOYMENT IN EUROPE

The Hungarian Labour Market, 2019

Female labour market participation is lower than male participation in each Euro-pean country, with great variance across member states. There are countries (for example Malta, Italy, Greece, Romania, the Czech Republic, Slovakia, Poland and Hungary) where the difference is striking, even though the average educational attainment of women has by now exceeded that of men. Factors affecting female employment at an individual leveland wage differences between genders--are influenced by demographic and structural effects alike, furthermore several differences stem from incentives determined by institutions, welfare systems, policies and tax regimes. The latter are described briefly in this subchapter. The access of women to employment and job opportunities is not only important for their individual financial independence, activity, parenthood, participation in public affairs and through these in a better quality of life and greater gender equality but it also has a considerable impact on better allocation of skills and thereby on economic growth.

Gender Mainstreaming and the European Employment Strategy

synthesis report by the …, 2004

The poor employment performance among men in many of the new member states means that consideration of the gender gap in employment may paint a more favourable impression of the employment situation for women in these member states than if the absolute rates of employment were considered. Indeed the overall gender gap for the new member states is 11.4% compared to a EU15 gap of 16.5% (table 1.4). The highest gender gaps in the new member states are found in countries with high female employment rates, namely Cyprus and the Czech Republic (except for Malta and its astronomical gap of over 40% caused by the very low integration of women into its economy). With the exception of Malta, all other gender gaps range from around 5% to a high of less than 19%, compared to a range from 4% in Sweden and Finland to highs of 27 to 28% in Greece, Spain, Italy and Luxembourg. Between 2000 and 2003 the gender gaps in employment have closed slightly in both the EU15

European Jobs Monitor 2021: Gender gaps and the employment structure

Publications Office of the European Union, Luxembourg, 2021

One of the most striking developments in European labour markets over the last half-century has been the huge rise in women’s labour market participation. Both the lengthening of working lives and migration have further boosted the EU workforce despite unfavourable demographic trends. This report analyses how these large increases in labour supply have been distributed by sector, by occupation and across the wage distribution. The focus is in particular on workforce feminisation. Although there are many more women at work now than a generation ago, women and men continue to work largely in different types of jobs. Fewer than one in five workers are in jobs where the workforce includes at least 40% of each gender. The increase in women’s employment has been seen largely in jobs where women already predominate. These include many of the sectors with the highest employment growth rates in developed economies over the last two generations and where, owing to demographic shifts, demand is likely to continue expanding in the years to come – health and residential care, for example. Structurally declining sectors – such as agriculture and manufacturing – on the other hand tend to be dominated by men. Women are also outperforming men educationally. Despite these relatively favourable developments, gender gaps in employment and wages have been contracting only gradually in recent years. This report seeks to make connections between changes in employment structure, sociodemographic trends and the persisting differences in labour market outcomes for men and women.

The Employment of Women in the European Union

2007

The increasing employment of women in Europe is not only a result of economic restructuring, but also a consequence of changing family structures, changing expectations, changing wage determination mechanisms and increasing urbanisation. Many of the services which have been outsourced from the household sector to the market sector tend to remain almost exclusively a female employment domain. Thus, the areas of production that constitute the domain of female work in traditional societies remain the same in the developed industrial societies; only the degree of marketisation differs. The extent to which domestic work is outsourced depends upon the welfare model. Thus, it is a different set of taxes, transfer payments and public services in the various models which impacts on the relative efficiency and direct and indirect costs of goods and services which can be produced in the household or the market sector. Different institutional settings impact on the opportunity cost of domestic ...