1

Catelene Passchier, confederal secretary European Trade Union Confederation

Reconciliation policies: precondition for quality jobs and equal pay

2

Challenges for the next decades(1)

42 Percent of German women believes

that having children will mean the end

of their career …………..

Financial Times Deutschland, Monday 25 June 2007

3

Challenges for the next decades (2)

In the autumn of 2007 in Bulgaria, 85 % of teachers were on strike.

Most of them women. They demanded a substantial wage increase. Their current wage is 150 Euro per month (compared to around 400 for a skilled blue collar worker).

Wages in Bulgaria are the lowest in EU 27. Fertility rates as well ……….

4

Scenario 1: compromise strategies

(fitting women into a male world) • The ‘standard worker’ is a full time (male) worker;

the organization of work is based on full time availability (plus overtime and/or irregular hours…..)

• Careers are linear; career breaks lead to ‘wage penalties’ • Children are a private matter, for which women/families

can receive ‘support’ • Household chores are done by ‘invisible hands’;

care (female work) does not have a ‘value’ • Individual solutions to cope (with ‘income-penalties’):

part time, flexi-time, (unpaid) leave, childcare

5

Scenario 1: results

Perpetuation of – traditional division of labour of men and

women at home – segregation in the workplace– precarious jobs for women

Short term advantages: – low visible costs or investments needed

6

Scenario 1: results (continued)

Long term negative effects: – low fertility,

– stagnating labour market participation

– under-utilisation of female human capital,

– persistent gender gaps in terms of pay and pension rights etc. (majority of working poor are women, because of low wages and/or low working hours)

Burden of adjustment on women !

7

8

Scenario 2: structural changes (for men and women)

• The ‘standard worker’ is a worker (m/f) who cares (in various degrees throughout life course)

• Careers are flexible, with alternating periods of high work intensity and lower work intensity;

• Work organizations are responsive to change and diversity

• It is a public interest to invest in an environment that supports and facilitates the (private) choice to have children, and combine paid work with care

9

Scenario 2: results

Gradual change towards – more equal division of labour between men and women

at home

– diminishing gender segregation in the workplace

– ‘flexibility’ for worker in mainstream job

– care (both paid and unpaid) is higher valued

Short term costs: – (public and private) investment in childcare, dependent

care, social security, leave, etc.

10

Scenario 2: results (continued)

Long term benefits: – higher fertility

– higher (and more adaptable!) labour market participation (and economic performance …?!)

– full utilisation of male and female human capital

– higher wages/ more income security for women, more gender equality

Burden of adjustment more evenly spread over women and men, workplaces and societies

11

Some evidence

• a positive correlation between female employment and fertility (with different outcomes for NMS related to low wage levels)

• a negative correlation between female unemployment and fertility

• a wage gap between full time and part time working women

12

1 May poster 1907: the three eight-s (8 hours work, 8 hours sleep, 8 hours free) by Albert Hahn (source: IISG, NL)

13

8 hours work (NL in 1907: male physical work in agriculture)

Albert Hahn, source: IISG NL

14

8 hours sleep (Albert Hahn, source: IISG NL)

15

8 hours free (for men…..)(and who cares?)

(Albert Hahn, source: IISG NL)

16

21-st century: we need new images

….. and policy coherence! • in flexicurity debate • when revising the Working Time Directive• when tackling demographic change

Longer working lives and more adaptability?

then shorter working days and more flexibility for workers!

17

8 March 1908:

• Mass meeting in New York, organized by women from the clothing and textile trades, for – higher wages– an eight hour working day – women’s suffrage

18

8 march 2008………

• Tackle the pay gap

• Tackle the time gap

• Tackle the representation gap

19

European Social PartnersFramework of actions on Gender equality (2005)

4 priority areas for action:

- Addressing gender stereotypes /segregation

- Promoting women in decision-making

- Supporting work life balance

- Tackling the gender pay gap

20

Tackle the pay gap

– Raise low (women’s) wages – Demand equal pay men/women– Mainstream in general wage policies

ETUC 2008: campaign ‘Europe’s workers need a pay rise’, with emphasis on equal pay

21

22

Tackle the time gap

• Measures to improve reconciliation (men/women): – Leave arrangements – Care infra structure

• Rights to flexibility for workers – schedules working time – volume of work (reversible part time)

23

Reconciliation of work, private and family life

Joint evaluation European Social Partners of Parental Leave Directive:

• evaluation of parental leave arrangements • in connection with other arrangements supporting parents

and work life balance ( flexible work arrangements, childcare, other forms of leave)

• to assess if joint actions need to be taken….Report to Social Summit March 2008 • Yes, joint action will be taken on: leave, care, time • But details to be further decided (before summer)• Negotiations can start after the summer

24

Tackle the representation gap

ETUC Congress 2007

Charter on Gender mainstreaming • Elimination of gender representation gap:

– good and comparable data – increase of women in decision making

• Stronger role equality bodies • Enhancing role and visibility of women in all

ETUC structures

25

First annual 8 March Survey 2008

• Women are driving up trade union membership across majority ETUC affiliates

• Women are still inadequately represented in leadership positions: the glass ceiling is still strongly in place (slow or no progress!)

26

Thank you !

www.etuc.org