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Session III: Living with and Managing Gender Stereotypes in Adulthood Employer’s point of view

Conference: Elimination of Gender Stereotypes: Mission (Im)Possible?. Session III: Living with and Managing Gender Stereotypes in Adulthood Employer’s point of view. Helen Hoffmann UEAPME Brdo, 29 - 30 January 2008. UEAPME. European Association of Crafts, Small and Medium- sized Enterprises

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Session III: Living with and Managing Gender Stereotypes in Adulthood Employer’s point of view

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  1. Conference: Elimination of Gender Stereotypes: Mission (Im)Possible? Session III: Living with and Managing Gender Stereotypes in Adulthood Employer’s point of view Helen HoffmannUEAPME Brdo, 29 - 30 January 2008

  2. UEAPME • European Association of Crafts, Small and Medium- sized Enterprises • 99% of all companies in the EU are SMEs, and 92% are micro enterprises with less that 10 employees. • UEAPME is European Social Partner • UEAPME negotiates and signs agreements • http://www.ueapme.com

  3. Joint work of the European Social Partners on Gender Equality • Not only legislation but needs to be practical • European Social Partners agreed on a Framework of Action on Gender Equality (2005-2010) • 2 follow-up reports: • 4 priorities at national level: gender roles and fight against stereotypes, work-life balance, promoting women in decision-making, equal pay • Priority emphasis on desegregation of labour market • Trends: • Development of educational programmes for teachers and pupils in schools • Organisation of career fairs or girls’ days in enterprises, incl. on apprenticeships • Interactive information campaigns to encourage young-people in non-traditional career paths • http://www.ueapme.com/docs/joint_position/2007/0711_2nd_report_SP_gender_equality.pdf

  4. Managing gender stereotypes: a company perspective • Diversity in Member States • Gender equality issue important to the company for a multitude of reasons: • Challenge of demographic change and lack of skilled workers • Key productivity and business issue • Benefits for the company

  5. Measures for addressing gender roles at the work place Goal: Ensure gender mix in male or female dominated sectors and professions • Cooperation with education and guidance bodies • Equal recruitment: job titles and descriptions • Mix of measures and tailored made solutions • Differences between large and small companies: • Limited financial resources to utilise • Adaptation of work place - Ergonomics - Specific aspects

  6. Practical example 1 – ”Who is the best in the country?” • Initiative organised by German Association for Motor Trade and Repairs • First national competition in 2007 for the best young female apprentice in motor mechanics sector • Selection procedure: Country’s 10 best female mechatronics had to fulfill typical tasks of a mechatronic • Aim: - Attract more female apprentices in male dominated profession - Motivate and encourage high performance - Show opportunities - Create high visibility through information campaign - Acts as incentive

  7. Practical example 2 – Framework agreement • Framework agreement signed by French Minister for Social Cohesion and Equality and CAPEB (Association representing Craftsmen and SMEs in the Construction Sector) in January 2007 • Promote gender mix & equality in construction sector • Fight stereotypes that devalorise construction sector jobs and show positive aspects of these professions • Communication and awareness raising • Evaluation & implementation of agreement through expert committee • Duration initially 3 years

  8. Practical example 3 – Women’s Talent (Il Talento delle donne) • Initiative organised by Italian National Crafts and SME Association (CNA) • Female entrepreneurs and daughters in key roles in SMEs and craft enterprises > generational handover of businesses • Goal: Enhance management skills and strengthen women’s self-employment by optimising availability of specific products • Tools: Seminars and training courses on business practices, HR, positive actions for equal opportunities within the company • Facilitate exchange of experience between senior and junior entrepreneurs • Give a structured business transfer plan & personal training plan, incl. generational handover under a gender viewpoint • http://www.ueapme.com/docs/compendium/compendium_print.pdf

  9. Conclusion Elimination of Gender Stereotypes 1)Requires a shared responsibility of society, employers, employees and education and training establishments to change mindset 2) Needs to start at a very early age 3) Is strongly influenced by family sphere 4) Necessitates supportive guidance at school 5) Requires gender neutral recruitment policy 6) Needs a sustained effort in disseminating information at European, national, regional, local and enterprise level

  10. Thank you for your attention! Helen Hoffmann Social Policy Adviser E-mail: h.hoffmann@ueapme.com Tel: +32-(0)2 230 75 99 Fax:+32 (0)22307861 www.ueapme.com

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