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Women in the European Employment Strategy

Women in the European Employment Strategy. Tom Bevers – EMCO Chairman Irish Presidency Conference Dublin, 29 April 2013. The Employment Committee. Guardian of the European Employment Strategy (Art. 148 TFEU) Prepares the EPSCO Council General guidance within the Strategy

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Women in the European Employment Strategy

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  1. Women in the European Employment Strategy Tom Bevers – EMCO ChairmanIrish Presidency Conference Dublin, 29 April 2013

  2. The Employment Committee • Guardian of the European Employment Strategy (Art. 148 TFEU) • Prepares the EPSCO Council • General guidance within the Strategy • Country-Specific Recommendations (CSRs)

  3. General Guidance Draft Joint Employment Report Commission : Annual Growth Survey EMCO KeyMessages Joint Employment Report EMCO / SPC Opinion EPSCO Council Spring European Council

  4. Country SpecificRecommendations CSRs Analysis of the Labour Market Situation Multilateral Surveillance JAF (Joint AssessmentFramework) EPM (Employment Performance Monitor) Follow-up of the CSRs Analysis country desks DG EMPL Country ReviewNHPs Multilateral position Commission proposalrecommendations Proposalforrecommendationsto EPSCO Council

  5. Main indicators on gender • A Baltic/Nordic model ?

  6. Main indicators on gender • Working part-time is better than not working • Reconciliation of work and family life

  7. Main indicators on gender • A trade-off between the employment rate andthe pay gap ?

  8. The GPG and the ER forwomen • Challenge : tackling both at the same time !

  9. The 2012 recommendations • 12 CSRswith a “gender” touch • Multilateral surveillance : sizeableinvestments in childcare in some Member States, lessprogress in others • Increasefemalelabour market volume needed in some Member States • Tax disincentives for second earnerstobetackled

  10. Key Messages and AGS opinion • History of gender mainstreaming • Flexible and secure working arrangements for the benefit of both employers and employees • Sufficient and affordable quality care facilities : relevance for women over 50 • Elimination of tax-benefit disincentives Job creation potential • Care, ICT and greening economy : importance of STEM skills • Tackling gender segregation in education and labour market Importance of overall well-functioning labour markets

  11. Gender andlabour market mobility • More mobility : better for men

  12. Gender andlabour market mobility • More mobility : much better for women ! • No composition effect

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