Monitoring gender equality at the workplace

Perichtová, Beata

Ülevaade

Artikkel

Monitoring gender equality at the workplace

Avaldatud: 9 March 2008

Beata Perichtová

Sooline võrdõiguslikkus

Working conditions are one of the aspects contributing to achieving gender equality in the labour market. The National Labour Inspectorate (Národný inšpektorát práce, NIP [1]) has published results of its monitoring activity in relation to gender equality at the workplace in Slovakia. Meanwhile, the Institute for Labour and Family Research (Inštitút pre výskum práce a rodiny, IVPR [2]) conducted a company survey in 2006. Both initiatives were carried out in the framework of the project IS EQUAL /Working conditions as determinants of gender inequality of work/, financed by the European Social Fund [3].[1] http://www.safework.gov.sk/[2] http://www.sspr.gov.sk/[3] www.eurofound.europa.eu/ef/observatories/eurwork/industrial-relations-dictionary/european-social-fund

Equal treatment for men and women at work is laid down by law in Slovakia. Nevertheless, violations of equal treatment principles continue to exist, as inspections by state authorities and surveys have shown. Inequality is evident particularly in the areas of remuneration, career development, ensuring gender-friendly working conditions and the traditional stereotyping of jobs as being for men or women only.

Monitoring activity

Working conditions are one of the aspects contributing to achieving gender equality in the labour market. The National Labour Inspectorate (Národný inšpektorát práce, NIP) has published results of its monitoring activity in relation to gender equality at the workplace in Slovakia. Meanwhile, the Institute for Labour and Family Research (Inštitút pre výskum práce a rodiny, IVPR) conducted a company survey in 2006. Both initiatives were carried out in the framework of the project IS EQUAL Working conditions as determinants of gender inequality of work, financed by the European Social Fund.

In total, NIP carried out 230 inspections in all regions of Slovakia; the agency prepared a procedure for the monitoring activity and the labour inspectors worked in pairs – comprising a man and a woman – visiting the companies to carry out the inspections. The monitoring aimed to identify cases of direct and indirect gender discrimination and to check compliance with the required employment relations and working conditions of the women and men employed. The checks mainly concerned access to employment, remuneration, working conditions, vocational education and career development.

For its part, IVPR conducted a study of 35 randomly selected companies in order to identify the working conditions of women and men. The institute also assessed employees’ working conditions and factors of work which are considered suitable and unsuitable from a gender perspective, according to the views of female and male employees and managers. An example might be a physically inappropriate workload. The following information sources were used for the company case studies: data on employees’ sex, questionnaires directed to the employees and management, and interviews with employees and managers.

Both the labour inspections and the IVPR survey also aimed to inform employers and employees about principles and procedures of equal treatment of men and women in terms of employment relations. Table 1 outlines the economic sectors in which companies were inspected and assessed.

**Table 1: Sectors which were subject to NIP checks and IVPR study**
This table lists the number of checks and studies carried out in each economic sector.
Sectors	Number of checks	Number of studies
Agriculture, hunting and forestry	9	0
Manufacturing	89	10
Electricity, gas and water supply	4	1
Construction	6	0
Trade, repair of motor vehicles and consumer goods	24	2
Hotels and restaurants	21	2
Transport, storage and communications	7	3
Financial intermediation	16	1
Real estates, renting and business activities	16	2
Public administration	7	1
Education	10	4
Health and social work	18	7
Other community, social and personal service services	3	2
Total	230	35

Source: NIP and IVPR

A total of 76,226 persons worked at the companies that NIP inspected, 57% of whom were women. Overall, 15,329 persons – 67% of whom were women – were employed at the companies where IVPR carried out its study. Some 594 employees participated in the IVPR survey, of whom 375 were women; the number of responding managers was 131, of whom 48 were women. All respondents filled in standardised questionnaires. In cases of incomplete questionnaires and/or confusing answers, individual interviews were conducted.

Results of labour inspections

NIP identified three main areas of violation of legal provisions: access to employment, remuneration issues and working conditions. Tables 2–4 outline these infringements in more detail. The inspections detected no specific deficiencies in the areas of vocational education and career development.

**Table 2: Access to employment**
Discrimination was found in 11 cases, while 23 companies did not inform employees about their working regulations, health and safety measures, or equality provisions.
Subject of violation	Number
Direct discrimination (for example, hiring only men or women) or indirect discrimination (for example, concerning work assignment).	11
Employer asked personal questions about family circumstances.	1
Employers did not inform employees about working regulations, the relevant collective agreement, occupational safety and health (OSH) rules, and provisions on equal treatment.	23
Employer specified the advertised job position as being suitable for men, for example, the head of a department in a chain of supermarkets.	1

Source: NIP

**Table 3: Remuneration issues**
Inequitable wages were found in seven cases, while 12 companies did not specify the job description in the employment contract.
Subject of violation	Number
Employers did not adhere to the equal wage conditions for women and men.	7
Employers did not specify the job description in the employment contract. This situation could result in assigning women tasks that were physically unsuitable or were harmful to their health, such as handling materials over the weight limit.	12

Source: NIP

**Table 4: Working conditions**
Some 18 companies did not comply with risk assessment measures, and five employers neglected to ensure a rest period for pregnant women.
Subject of violation	Number
Employers did not investigate risks to employees’ OSH, did not carry out a risk assessment and did not prepare a written report on the risk assessment for all activities performed by the employees. This situation could result in assigning women tasks that were physically unsuitable or were harmful to their health, such as taking care of stud animals.	18
Employer hired women for jobs that were physically unsuitable for them or were harmful to their health, such as handling materials over the weight limit.	1
Employer did not prepare a list of tasks and work stations prohibited to pregnant women and women who have recently given birth or are breastfeeding, such as handling chemical substances absorbable in dangerous amounts through the skin (Council Directive 92/85/EEC).	1
Employers did not ensure a rest period for pregnant women.	5

Source: NIP

Findings of company study

The IVPR survey examined respondents’ views on issues which are significant from a gender perspective. These included favouring male or female employees in the organisation, gender pay distribution, working conditions, and men’s and women’s use of company social policy measures such as free meals, healthcare or transport.

Respondents held different views with regard to favouring men or women in the workplace. While 18% of women believed that men are completely or mostly favoured at work, only 7% of men expressed the same opinion. In terms of the gender pay gap, the study confirmed that the average monthly wages of men were higher than those of women in the companies surveyed (Table 5).

**Table 5: Average wages of employees**
Women earn about 15% less than men on average, and this pay gap can widen to more than 50% in extreme cases.
		Total	Women	Men
Average wages		SKK 17,446 (€527)	SKK 16,586 (€501)	SKK 19,288 (€583)
Extreme wage gaps	Case 1 (a bank)	–	SKK 16,275 (€492)	SKK 22,990 (€694.50)
Extreme wage gaps	Case 2 (an insurance company)	–	SKK 16,598 (€501.50)	SKK 27,117 (€819)

Note: 1 SKK = €0.03, as at 21 February 2008.

Source: IVPR

Regarding working conditions which are considered as unsuitable from a gender perspective, men were still considered as the ‘main breadwinner’. In the opinion of managers, as well as female employees, a low salary or wage was considered to be the worst employment condition that men could experience. Meanwhile, in line with traditional stereotypes, physically demanding jobs were considered to be most unsuitable for women. Table 6 outlines these findings in more detail.

**Table 6: Working conditions viewed as unsuitable from a gender perspective**
This table outlines the factors of work unsuitable for women and men, in the opinion of managers and employees of both sexes.
Respondents	Factors of work unsuitable for women	Factors of work unsuitable for men
Managers	Carrying heavy loads Physically demanding work Night work Handling heavy tools and instruments Low salary	Low salary Loud noise Mentally demanding work Need for precise manipulation Big responsibility
Female employees		Low salary Mentally demanding work Big responsibility High concentration Monotonous work
Male employees	Physically demanding work Loud noise Toxic fumes Need to make decisions quickly High or low temperatures Work at night

Source: IVPR

The IVPR study did not confirm the hypothesis that employees’ use of company social policy measures differs by sex. Such measures include catering and accommodation, cultural and sport activities, or contribution to employees’ complementary pension scheme. Different preferences were found only in the use of healthcare and rehabilitation services, which women preferred, and in the provision of transport services, which men favoured.

The study revealed that women usually spend about three hours a day in activities performed outside of work related to household tasks, while men spent two hours in this regard. Conversely, men spent about three hours a day on leisure pursuits, while women had only two hours for leisure. This finding confirms the persistence of women’s ‘second work shift’ at home.

Commentary

Employers cooperated well during the inspections and company survey, and tried to meet all of the demands of the inspectors and researchers. This compliant approach was probably due to the fact that part of the inspection and research activity included provision of consultancy services and brochures on good practice in relation to gender equality at the workplace. Many employers were aware of the issue of unequal treatment as a result of press and other media campaigns.

It is difficult to prove to the employer that companies are not applying equal treatment of men and women in employment relations as well as in remuneration. The employers argue, when paying different wages for essentially the same work, that the employees concerned perform other duties than those stipulated in their employment contract, or that differences arose in terms of work performance.

Employers know that certain jobs, such as chamber maid, nurse, teacher or secretary, will traditionally be assigned to women. These jobs are paid less than the traditional jobs for men, such as electrician, serviceman or truck driver. Men are still considered the main breadwinner in Slovakia and are expected to earn as much as possible.

During maternity leave or parental leave – which is usually also taken by women – women lose contact with their employer and the work environment for a sustained period. This reduces their chances of professional development and career promotion. However, it should be acknowledged that some changes have been made in this area. Nowadays, more women work as managers, directors or managing directors.

Insufficient advertising, information and legal awareness are among the obstacles in trying to assert equal opportunities for men and women at the workplace and adhere to the principle of equal treatment. Therefore, activities should be undertaken in these areas focusing on employees, employee representatives and employers.

Perichtova Beata, Institute for Labour and Family Research

Eurofound soovitab viidata sellele väljaandele järgmiselt.

Eurofound (2008), Monitoring gender equality at the workplace, article.