Gender and career development
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This comparative study examines the issue of gender and career development and explores the continuing barriers to achieving equality of opportunity in this area. Looking at the current European Union countries (with the exception of Sweden) and Norway, the study explores the extent to which career patterns are changing in response to the restructuring of work and organisations and how this impacts on women’s career experiences. It also examines the attitudes of the social partners regarding gender and career development. The study finds that although careers are changing in most countries, the nature of this change is best described as a gradual erosion of traditional work patterns, rather than a transformation which is likely to improve opportunities for women. Gender segregation remains a significant problem, despite women’s increased activity rates. Female-dominated part-time work, associated with poor opportunities for training and promotion, also persists. The study reveals that most trade unions have been proactive in campaigning on this topic and in increasing their members’ awareness of and ability to raise such issues with employers. However, it also shows that many employers appear to remain unconvinced about the need to prioritise gender and careers. While there are examples of some innovative attempts to tackle the problem, these often occur in isolation. In particular, translating legislation into practice at company level remains a significant problem.
Member States of the European Union are required to take into account the objective of equality between men and women when formulating and implementing laws, regulations, administrative provisions, policies and activities relating to employment, promotion and vocational training, as well as working conditions. However, the European Commission Gender equality report 2005 (226Kb PDF) showed that while gender gaps in labour market participation are closing within the EU, sectoral and occupational segregation and the gender pay gap continue to persist. Several European Industrial Relations Observatory (EIRO) comparative reports on equal opportunities issues also contribute to the body of evidence in this area, investigating gender pay equity in Europe (TN0201101S), the adoption of gender equality plans at the workplace (TN0402101S) and gender mainstreaming in industrial relations (TN0410101S). This present study, largely based on the responses of EIRO national centres to a questionnaire, examines the closely related topic of gender and career development.
Sectoral and occupational segregation
The ‘glass ceiling’ effect
Qualifications and training
Part-time employment
Traditional career models
Changing attitudes
Views of the social partners on gender and careers
Career opportunities for women in social partner organisations
Social partners’ attempts to influence other organisations
Projects carried out under the EQUAL initiative
Conclusions
Annex