{"id":15283,"date":"2019-03-09T01:19:57","date_gmt":"2019-03-09T06:19:57","guid":{"rendered":"https:\/\/english.cpnn-world.org\/?p=15283"},"modified":"2020-01-04T16:21:45","modified_gmt":"2020-01-04T21:21:45","slug":"work-related-gender-gaps-persist-but-solutions-are-clear-new-ilo-report","status":"publish","type":"post","link":"https:\/\/english.cpnn-world.org\/?p=15283","title":{"rendered":"Work-related gender gaps persist but solutions are clear \u2013 new ILO report"},"content":{"rendered":"
\n

. . . WOMEN’S EQUALITY . . . <\/p>\n

An article from the International Labor Organization<\/a><\/p>\n

A\u00a0future of work\u00a0\u00a0in which women will no longer lag behind men is within reach, but it will take a quantum leap, not just hesitant incremental steps, to get there, according to a new International Labour Organization (ILO) report published for\u00a0International Women\u2019s Day\u00a0\u00a0on 8 March.\u00a0<\/p>\n

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\nPhoto \u00a9 Community Eye Health<\/center><\/p>\n

\u201cWe need to make it happen, and the report,\u00a0A Quantum leap for gender equality: For a better future of work for all\u00a0<\/a>, provides a way forward,\u201d said Manuela Tomei, Director, ILO Conditions of Work and Equality Department.\u00a0<\/p>\n

The report is the culmination of five years of work under the ILO\u2019s\u00a0Women at Work Centenary Initiative\u00a0<\/a>.\u00a0<\/p>\n

It finds that in the last 27 years the difference in the employment rates for men and women has shrunk by less than two percentage points. In 2018, women are still 26 percentage points less likely to be in employment than men. This contrasts with the findings of an\u00a0ILO-Gallup 2017 <\/a> global report\u00a0\u00a0on women\u2019s and men\u2019s preferences about women\u2019s participation in paid work, which found that 70 per cent of women prefer to have a job rather than staying at home and that men agree.\u00a0<\/p>\n

In addition, between 2005 and 2015, the \u2018motherhood employment penalty\u2019, the difference in the proportion of adult women with children under six years in employment, compared to women without young children, increased significantly, by 38 per cent.<\/p>\n

Moreover, women are still underrepresented at the top, a situation that has changed very little in the last 30 years. Fewer than one third of managers are women, although they are likely to be better educated than their male counterparts. The report shows generally that education is not the main reason for lower employment rates and lower pay of women, but rather that women do not receive the same dividends for education as men.\u00a0<\/p>\n

There is also a \u2018motherhood leadership penalty\u2019: only 25 per cent of managers with children under six years of age are women. Women\u2019s share rises to 31 per cent for managers without young children.\u00a0<\/p>\n

The gender wage gap remains at an average of 20 per cent globally. Mothers experience a \u2018motherhood wage penalty\u2019 that compounds across their working life, while fathers enjoy a wage premium.\u00a0<\/p>\n

(Article continued in right column)<\/p>\n

(Click here for the Spanish version <\/a> of this article or here for the version in French<\/a>.)<\/p>\n<\/div>\n

Question for this article<\/em><\/strong><\/div>\n
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Prospects for progress in women’s equality, what are the short and long term prospects?<\/a><\/em><\/strong><\/p>\n

(Article continued from left column)<\/p>\n

\u201cA number of factors are blocking equality in employment, and the one playing the largest role is caregiving,\u201d said Tomei. \u201cIn the last 20 years, the amount of time women spent on unpaid care and domestic work has hardly fallen, and men\u2019s has increased by just eight minutes a day. At this pace of change it will take more than 200 years to achieve equality in time spent in unpaid care work.\u201d\u00a0<\/p>\n

The report sets out laws and practices that are changing this dynamic, for a more equal sharing of care within the family, and between the family and the State. \u201cWhen men share unpaid care work more equally, more women are found in managerial positions,\u201d added Tomei, highlighting the role of men in creating a more gender-equal work of work.\u00a0<\/p>\n

The report also includes findings from \u2018real time\u2019 data, gathered by the professional networking website LinkedIn from five countries, covering 22 per cent of the global employed population in three different regions. This joint ILO-LinkedIn collaboration found that women with digital skills \u2013 currently a requirement for the most-in-demand and highest paying jobs in science, technology, engineering and maths-related (STEM) \u2013 are only between a third and a quarter of LinkedIn members with such skills. However, it also revealed that the women who reach director-level positions get there faster, more than a year earlier than their male counterparts.\u00a0<\/p>\n

The Quantum Leap report shows that achieving gender equality will mean policy changes and actions in a range of mutually reinforcing areas, and it points to measures that can lead towards a transformative and measurable agenda for gender equality. The path of rights is the foundation for a more equal world of work, including the right to equal opportunities, the right to be free from discrimination, violence and harassment, and to equal pay for work of equal value.\u00a0<\/p>\n

A future of work where everyone can care more, with time to care and inclusive care policies and structures is also strongly advocated in the report. A more caring future of work will also mean significant employment creation. The need for universal social protection and a sound macroeconomic framework is also addressed. With the wide-ranging global transformations underway \u2013 technological, demographic and climate change \u2013 the report calls for greater efforts to engage and support women through work transitions. Increasing women\u2019s voice and representation will also be essential to ensure all the other paths are truly effective.<\/p>\n

\u201cWe will not get the future of work with social justice we need unless we accelerate action to improve progress on gender equality at work. We already know what needs to be done,\u201d said ILO Director-General Guy Ryder. \u201cWe need to implement a transformative agenda that includes enforcement of laws and regulations \u2013 perhaps we may even need to revisit those laws and regulations – backed by investment in services that level the playing field for women, such as care and social protection, and a more flexible approach to both working hours and working careers. And there is the persistent attitudinal challenge of attitudes to women joining the workforce and their place in it.\u201d<\/p>\n

\u201cWe know much more now about gender gaps and what drives them, and what needs to be done to make meaningful progress on gender equality in the world of work \u2013 the path is clear,\u201d said Shauna Olney, Chief Gender, Equality and Diversity & ILOAIDS Branch. \u201cWith commitment and courageous choices, there can be a quantum leap, so that the future of work does not reinforce the inequalities of the past. And this will benefit everyon<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

. . . WOMEN’S EQUALITY . . . An article from the International Labor Organization A\u00a0future of work\u00a0\u00a0in which women will no longer lag behind men is within reach, but it will take a quantum leap, not just hesitant incremental steps, to get there, according to a new International Labour Organization (ILO) report published for\u00a0International … Continue reading Work-related gender gaps persist but solutions are clear \u2013 new ILO report<\/span> →<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[76,93],"tags":[11,94],"class_list":["post-15283","post","type-post","status-publish","format-standard","hentry","category-global","category-united-nations","tag-global","tag-united-nations"],"_links":{"self":[{"href":"https:\/\/english.cpnn-world.org\/index.php?rest_route=\/wp\/v2\/posts\/15283","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/english.cpnn-world.org\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/english.cpnn-world.org\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/english.cpnn-world.org\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/english.cpnn-world.org\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=15283"}],"version-history":[{"count":0,"href":"https:\/\/english.cpnn-world.org\/index.php?rest_route=\/wp\/v2\/posts\/15283\/revisions"}],"wp:attachment":[{"href":"https:\/\/english.cpnn-world.org\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=15283"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/english.cpnn-world.org\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=15283"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/english.cpnn-world.org\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=15283"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}