Since 1989, Bulgaria has faced the double challenge of economic and political transition and preparation for accession to the European Union (expected in 2007). Since the 1990s, accession has become an over-riding priority, supported unconditionally by all political parties. In line with this priority, Bulgaria has been speeding up the pace of adopting the 'acquis communautaire' (the body of EU law which acceding countries must implement), including with regard to equality and non-discrimination.
Although Bulgaria has transposed various items of EU legislation on gender equality, in practice women still suffer considerable discrimination in employment, with a gender-segregated labour market and a wide gender pay gap. This article reviews the situation in late 2003.
Since 1989, Bulgaria has faced the double challenge of economic and political transition and preparation for accession to the European Union (expected in 2007). Since the 1990s, accession has become an over-riding priority, supported unconditionally by all political parties. In line with this priority, Bulgaria has been speeding up the pace of adopting the 'acquis communautaire' (the body of EU law which acceding countries must implement), including with regard to equality and non-discrimination.
The principle of equality and prohibition of any type of discrimination is proclaimed in the Constitution of Republic of Bulgaria and therefore all items of legislation related to employment are based on this principle. In the area of sex equality, Bulgarian legislation currently meets formally the requirements of a number of EU Directives, notably the 1975 equal pay Directive (75/117/EEC), the 1976 equal treatment Directive (76/207/EEC) and the 1979 Directive on equal treatment in social security (79/7/EEC). Bulgaria is party to all the major international treaties and conventions concerning the elimination of all forms of discrimination against women. Despite the progress, there is no special plan in Bulgaria, adopted and approved by the government, aimed at achieving gender equality in the workplace.
In general, it should be noted that workers' rights, as defined in EU Directives, have long been part of Bulgarian labour legislation. Most cases of non-compliance with EU requirements are not due to a lack of regulations but to their insufficient implementation.
Over the last 10 years the insufficient representation of women in government and political institutions, especially parliament, has been changing slowly. Before the last parliamentary elections in 2001, the number of women members of parliament stood at 11%-13%, placing Bulgaria in ninth position among eastern European countries in terms of women representation. Following the 2001 elections, women comprise 27% of members of parliament, placing Bulgaria in a leading position in eastern Europe and a good position in Europe as a whole.
Current situation in employment
Traditionally, women in Bulgaria have made up half of the workforce. However, they tend to work in defined occupations rather than sharing the whole range of work equally with men. Research indicates that the level of gender discrimination on the labour market is not declining and that women still have a very limited choice of employment opportunities.
Most occupations generally exercised by women - eg teachers, auxiliary medical staff, staff in hotels, catering and services, and auxiliary staff - are widely perceived, based on social stereotypes, as 'female' work. This type of employment does not offer many opportunities from the point of view of pay range, career development and possibilities to participate in the decision-making process. The number of occupations where men are in the majority exceeds almost seven-fold the number of occupations dominated by women. These 'male' profession are also, as a rule, more prestigious. Even when women have administrative or managerial work, most often they are managers at the low or middle level. The key positions in areas such as entrepreneurship, freelance work and politics are taken exclusively by men, with only few exceptions.
One of the most negative impacts of Bulgaria's transition has been a great decrease in real income levels. Furthermore, in spheres where more women than men are employed, the wages are as a rule significantly lower than average pay levels for the country. Moreover, the wages of Bulgarian women in industry and services are only about 70% of those of men in the same sectors.
Most workers seek to compensate for their loss of income with additional employment. Many are trapped in temporary unregulated 'accidental' employment, with no employment contracts, even lower wages, and performing dirty, hard and often dangerous jobs. It is again women who are in the worst position. Under pressure of family obligations, they also tend to be more ready to work for the lowest remuneration, as well as being less likely to insist on exercising any of their employment rights. When women have children, both their relative and real income decrease sharply for several years. The main problem is not whether the maternity leave is for a longer or shorter period, but mostly lies in unrealised career development opportunities and lost qualifications. When children have grown up, many women are forced to accept less skilled work and lower pay, just to be able to return to the labour market.
Gender discrimination affects not only to female employees but also to women who decide to start their own business. Even when they set up businesses, women entrepreneurs have to overcome more obstacles in organising and expanding their business than men. One of the major difficulties they face is having themselves and their businesses taken seriously, as well as getting men to work for them. There are reportedly many cases of 'concealed' but real discrimination against businesswomen by creditors, suppliers and customers. Men dominate all business associations and are often less than friendly towards female entrepreneurs in their field.
There are thus double standards regarding gender equality issues - one the one hand legislation has adapted and modernised so as to provide formally for equality, but on the other hand in reality there is a general attitude of tolerance towards discrimination against women.
Commentary
The de facto lack of gender equality in Bulgaria has been taken up by trade unions which, having sought other avenues for achieving equality, have now changed their tactics and again focused their efforts in parliament. The unions have started a new round of discussions with the leaders of parliamentary groups, calling for legislative measures to be improved. (Ivan Neykov, Balkan Institute for Labour and Social Policy)
Eurofound doporučuje citovat tuto publikaci následujícím způsobem.
Eurofound (2003), Gender equality still far from being achieved, article.
