Gender inequality in Europe.Gender inequality in Europe. Findings from the 5Findings from the 5thth European Working European Working

Conditions SurveyConditions Survey

Agnes Parent-Thirion – Eurofound

Brussels, 9 May 2012

Setting the scene: Setting the scene: Employment trends and the situation in 2010 Employment trends and the situation in 2010

(LFS)(LFS)

50

55

60

65

70

75

80

85

90

1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010

Women Men

5th European Working Conditions Survey• 5 waves: 1991, 1995, 2000, 2005 and 2010• Covering EU and neighbouring countries

5th EWCS (2010): 34 countries: EU27 + NO + ACC3 + IPA3 43,816 interviews (1000-4000 interviews per country)

• Cross sectional survey• Surveying workers

employees and self-employed (15+; LFS definition)

• ‘Face to face’ interviews at peoples’ homes Average duration 40 minutes

• Same questionnaire translated in all languages 2010: 25 languages and 16 language variants

Occupational gender segregation, by gender (EU27) Occupational gender segregation, by gender (EU27)

EWCS, 2010

Level of job segregation at the workplaceLevel of job segregation at the workplaceby gender, 2010, EU27 (%)by gender, 2010, EU27 (%)

0%

10%

20%

30%

40%

50%

60%

70%

80%

Men Women All

Mostly men

Mostly women

More or less equal number ofmen and women

Gender segregation

Proportion of women in supervisory positions, Proportion of women in supervisory positions, EC12, EU15 and EU27, 1991 - 2010 (%)EC12, EU15 and EU27, 1991 - 2010 (%)

0%

5%

10%

15%

20%

25%

30%

35%

1991 1995 2000 2005 2010

EC12

EU15

EU27

Gender segregation

Working hours of the householdWorking hours of the household

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Czech

Rep

ublic

Slova

kia

Slove

nia

Lith

uani

a

Cypru

s

Finlan

d

Bulga

ria

Denm

ark

Franc

e

Hunga

ry

Portu

gal

Eston

ia

Polan

d

Latv

ia

Sweden

Spain EU

Italy

Gre

ece

Belgiu

m

Luxe

mbo

urg

Roman

ia

Ger

man

y

Austri

a

Unite

d Kin

gdom

Irelan

dM

alta

Nethe

rland

s

both partners w ork fulltime male breadw inner female breadw inner

modif ied male breadw inner modif ied female breadw inner both partners w ork parttime

Working time durationWorking time duration

• Working time is decreasing on average From 40.5 hrs/week in 1991 (EC12) to 37.5 hrs/week in EU27 (2010)

- On average men work 7 hrs more than women in paid empl

- However: paid + unpaid work: women work more

Time segregation:- Women work more shorter hours

- Men work more longer hours

Number of hours spent on paid and unpaid work per Number of hours spent on paid and unpaid work per week, by gender and working time (EU27)week, by gender and working time (EU27)

EWCS, 2010

Working time preferencesWorking time preferences

Fit between working time and social Fit between working time and social commitments, by gender and age (EU27)commitments, by gender and age (EU27)

EWCS, 2010

Fit between working hours and private commitments Fit between working hours and private commitments

Which elements contribute? Which elements contribute? • Individual and household characteristics

Having children makes a difference

• Working time features Likely to have balance: part-time work, flexibility in working time

arrangements, working the same hours every day, having fixed starting and finishing times, not difficult to take time off during working hours

Not likely to have balance: working long hours, night work, evening work and weekend work

Exposure to physical risks, at least a quarter of the Exposure to physical risks, at least a quarter of the time, by gender (EU27)time, by gender (EU27)

EWCS, 2010

Safe working environmentSafe working environment

EWCS, 2010

Poor general health (fair, bad, very bad)

Mental health at risk (WHO 5)

Absenteeism (>5 days)

men women men women men womenExposure to posture and movement-related risks low 16% 17% 15% 19% 20% 23%

high 25% 30% 20% 26% 25% 26%Exposure to biological and chemical risks low 17% 20% 15% 20% 19% 22%

high 25% 28% 21% 26% 26% 28%Exposure to ambient risks low 16% 18% 14% 18% 19% 23%

high 24% 30% 20% 28% 25% 26%

Psychosocial risksPsychosocial risks

In the report six psychosocial risk factors are distinguished:

1. high demands and work intensity

2. emotional demands

3. lack of autonomy

4. ethical conflicts

5. poor social relationships

6. job and work insecurity

Work-related stress: Work-related stress: Work intensity and job autonomyWork intensity and job autonomy

EWCS, 2010

Emotional demands: Hiding ones feelings, always or Emotional demands: Hiding ones feelings, always or

most of the time, by sector and gender, EU27, 2010most of the time, by sector and gender, EU27, 2010

0%5%

10%15%20%25%30%35%40%45%

Hea

lth

Edu

catio

n

Pub

licad

min

istr

atio

nan

d de

fenc

e

Fin

anci

alse

rvic

es

Who

lesa

le,

reta

il, fo

od a

ndac

com

mod

atio

n

Oth

er s

ervi

ces

Tra

nspo

rt

Con

stru

ctio

n

Indu

stry

Agr

icul

ture

Men Women

Emotional involvement in one’s work, Emotional involvement in one’s work, by sector (NACE), 2010, EU27 (%)by sector (NACE), 2010, EU27 (%)

0% 10% 20% 30% 40% 50% 60% 70%

Agriculture

Industry

Construction

Wholesale, retail, food and accomodation

Transport

Financial services

Public administration and defence

Education

Health

Other services

All sectors

Always

Most of the time

Knowing what is expected in the job, and Knowing what is expected in the job, and feeling of doing useful work, always or most feeling of doing useful work, always or most

of the time, by sectorof the time, by sector

60%

65%

70%

75%

80%

85%

90%

95%

100%

Hea

lth

Edu

catio

n

Con

stru

ctio

n

Indu

stry

Agr

icul

ture

Oth

er s

ervi

ces

Pub

licad

min

istr

atio

n

Fin

anci

alse

rvic

es

Who

lesa

le,

reta

il, f

ood

and

Tra

nspo

rt

Know what is expected

Feeling of job well done

Job and employment (in)security and career prospects, Job and employment (in)security and career prospects, by gender and age (EU27)by gender and age (EU27)

EWCS, 2010

Gender-based harassment and Gender-based harassment and discrimination, by gender and sectordiscrimination, by gender and sector

EWCS, 2010

Job fulfilment, 2010, EU27 (%)Job fulfilment, 2010, EU27 (%)

  Men Women

Does your job require that you hide your feelings? 23.00% 28.50%

Do you get emotionally involved in your work? 39.30% 46.20%

Do you feel you are doing useful work? 83.90% 83.60%

Does your job give you a feeling of work well done? 83.10% 84.10%

You have the feeling of doing useful work You have the feeling of doing useful work

Trusting social environmentTrusting social environment

EWCS, 2010

Poor general health (fair, bad, very bad)

Mental health at risk (WHO 5)

Absenteeism (>5 days)

men women men women men womenWas subjected to bullying or harassment no 19% 21% 16% 20% 21% 23%

yes 29% 30% 27% 32% 33% 32%Participation in workplace changes low 18% 20%14% 17% 21% 24%

high 23% 25%22% 26% 27% 27%Having a good manager no 22% 24%20% 24% 28% 28%

yes 15% 16%11% 14% 22% 24%

Income categories, by gender and ageIncome categories, by gender and age(EU27, full time workers only)(EU27, full time workers only)

EWCS, 2010

Poor general health (fair, bad, very bad)

Mental health at risk (WHO 5)

Absenteeism (>5 days)

men women men women men womenReceived training paid for by employer no 23% 24% 19% 23% 22% 23%

yes 16% 19% 16% 21% 24% 27%Job gives feeling of work well done no 30% 37% 35% 45% 32% 30%

yes 20% 22% 17% 21% 22% 24%Scope for applying own ideas at work no 25% 27% 24% 29% 29% 29%

yes 19% 21% 16% 20% 21% 23%

Well-being, skills development and intrinsic satisfaction

PresenteismPresenteism

presenteism by nace empl

0.00%5.00%

10.00%15.00%20.00%25.00%30.00%35.00%40.00%45.00%50.00%

Edu

catio

n

Hea

lth

Fin

anci

alse

rvic

es

Oth

er s

ervi

ces

Pub

licad

min

istr

atio

nan

d de

fenc

e

EU

27

Who

lesa

le,

reta

il, f

ood

and

acco

mm

odat

ion

Tra

nspo

rt

Indu

stry

Agr

icul

ture

Con

stru

ctio

n

Mqle

Female

Mental Heath at risk by sector of industry Mental Heath at risk by sector of industry

Skills and duties match by sectorSkills and duties match by sector

EWCS, 2010

Job sustainability and Job sustainability and working conditions working conditions

Male Female Male Female

Autonomy Low 48 46 Posture

related index

Low 77 69

High 72 67 High 39 35

Work intensity

Low 64 61 Job offers possibilities for career development

Low 49 49

High 51 50 High 66 64

Worker participation

Low 46 47 Work life balance

Poor 47 42

High 70 65 Good 62 62

Work well done

Rarely/ Never

43 44

Learning new things

Low 49 49

Usually/Always

63 60 High 63 60

EWCS, 2010

Gender inequality still very much an issueGender inequality still very much an issue

• Occupational gender segregation and the gender pay gap require on-going attention.

• Solutions require looking at the situation at the workplace as well as at home. Women still bear much of the burden of care activities, which needs to be tackled by addressing both the facilities for care and the attitudes toward care responsibilities.

• Discrimination and harassment strongly impact wellbeing. Company policies aimed at prevention might not be easy to implement but need not be costly.

Reports and data

• Changes over time – First findings from the fifth European Working Conditions Survey

• Overview Report of the Fifth European Working Conditions Survey

• Secondary analysis on work and gender report to be published in 2013

• Survey mapping tool on Eurofound website• Dataset available to researchers UK Data archive

Thank you for your attention!Thank you for your attention!

www.eurofound.europa.eu

5th EWCS overview report

apt@eurofound.europa.eu

Working long hours …Working long hours …

Working less than 48h Working 48 h or more

Problems with work life balance

16% 38%

Work affects my health negatively

23% 37%

Work intensity

(high speed > ½ time)

44% 54%

Consulted for your work targets

22% 29%

I feel at home at work 22 % 33 %

job quality : which level(s) to considerjob quality : which level(s) to consider

Level of analysis Examples of topics

The worker Matching, preferences

The job Objective or subjective

The labour market Unemployment and participation rates, transitions etc

The legal framework Instruments limiting externalities , promoting good practice

The welfare state Safety net, developing capacities