WOMEN’S IMPLICATION
IN LABOUR MARKET
Italy’s gender regulation
The day after the Unification of Italy, women were completely subordinated to male authority;
maternity was the only protection granted;
granted; the Constitution with the art. 37 at the end of
World War II granted formal equality between women and men where the law is concerned
and in the workplace
Milestones
The first step:
step:
The ‘70s lawmakers acknowledge gender equality in social life (workplace
(workplace included).
included).
Equal opportunity and positive actions
Late ‘80s: targeted measures through the establishment of laws and institutions to
strengthen the social and economic role of women;
The ‘90s: Law n. 125/1991 concerning "positive actions”
actions” to achieve equal opportunities and
application of relevant EU directives.
directives.
Gender “mainstreaming”
mainstreaming”:
Law 53/2000: "work"work-life balance“
balance“
D. lgs.
lgs. n. 198/2006: equal opportunities stated by law between men and women Law
n.120/2011: gender quotas in boardrooms of Societies listed on the stock market.
Source: Marcucci and Evangelisti, 2013
Employment,
Employment, unemployment and inactivity rates
Pesaro e Urbino – 2013
Employment rate
(15(15-64 years)
years)
Unemployment rate
(15(15-64 years)
years)
Inactivity rate
F
M
F
M
F
M
PesaroPesaroUrbino
53%
71%
12,1%
8,1%
38,7%
22,4%
Italy
46%
64,8%
13,1%
11,5%
46,4%
26,6%
Employment,
Employment, unemployment and inactivity rates
Pesaro e Urbino – 2012
Employment rate
(15(15-64 years)
years)
Unemployment rate
(15(15-64 years)
years)
Inactivity rate
F
M
F
M
F
M
PesaroPesaroUrbino
58,4%
74,3%
10,5%
5,9%
34,6%
20,8%
Italy
47,1%
66,5%
11,9%
9,9%
46,5%
26,1%
Workers recruited by gender and age.
age.
Province of Pesaro e Urbino 2012/2013
2013
<= 18
19 -25
2626-29
3030-40
4141-54
55 and over
total
2012
F
M
F
M
253
4424
2823
8765
8051
2014
26330
371
4810
2655
7267
6469
2564
24136
404
5805
3579
9824
8632
2424
30668
502
5692
2968
8473
6523
2851
27009
Workers recruited by gender and work hours
Province of Pesaro e Urbino 20122012- 2013
2013
2012
F
M
F
M
FullFull-time
5584
12070
8685
6460
5451
12233
7449
12862
10343
6747
5609
14009
total
26339
24144
30654
26365
Undefined
PartPart-time
Contract terminations by gender
Province of Pesaro e Urbino 20122012-2013
2012
2013
F
30637
27111
M
27231
25582
Total
57868
52693
Resignation for motherhood and other reasons
Province of Pesaro e Urbino 20092009- 2012
PesaroPesaroUrbino
2009
2010
2011
2012
2009 -2012
134
153
196
171
654
No nursery school places available
35,1%
No relatives available who can help
32,7%
High assistance costs for newborn babies
8,2%
New job in another company
4,1%
Refusal of partpart-time by the company
4,1%
Desire to bring up child exclusively
10,5%
Cahnge of residence, home work distance
5,3%
Company closure,
closure, transfer of business
0,0%
TOTAL
100%
Multiple aspects of gender
inequality
Women
Women are
are less
less likely
likely
to
to enter
enter the
the labour
labour market
market
Women
Women are
are employed
employed in
in
fewer
fewer sectors
sectors
of
of the
the labour
labour market
market
Women
Women spend
spend twice
twice the
the time
time spent
spent
by
by men
men in
in housework,
housework,
and
and five
five times
times the
the time
time
spent
spent by
by men
men on
on child
child care
care
Employed
Employed women
women earn
earn less
less
than
than employed
employed men
men
Women
Women spend
spend half
half
of
of the
the time
time spent
spent
by
by men
men in
in the
the labour
labour market
market
21,4%
21,4% of
of the
the members
members
of
of Parliament
Parliament
are
are women
women
33%
33% of
of University
University researchers
researchers
are
are women
women
WOMEN at WORK
WORK for WOMEN
Equality and equal opportunities in the workplace
Report analysis on male and female staff
(Article no. 46 of Legislative Decree no. 198/2006 "Code of Equal
Equal Opportunities")
Equality and equal opportunities in the workplace
Research: characteristics of the companies
• 60 companies involved, especially manufacturing
sectors and most were in the provinces of Ancona
and Pesaro-Urbino;
• 14.045 workers involved: 9.175 men (65.3%) and
4.870 women (34.7%);
• 64,2% are workers, 31,5% are employees, 2,5%
supervisors and 1,2% are managers.
Source: IRES – CGIL -MARCHE
Equality and equal opportunities in the workplace
Incidence of the province of PU
in the research
more than 30% of the companies involved are in the
province of Pesaro-Urbino
among 14.045 male workers involved, 6.310 (44.9%)
are located in the province of Pesaro-Urbino
among 4.870 female workers involved, 2.118 (43,5%)
are located in the province of Pesaro-Urbino
The Province of Pesaro-Urbino has great
significance in the research
Source: IRES – CGIL -MARCHE
Equality and equal opportunities in the workplace
Data concerning companies in the province of PU
Composizione dipendenti per genere
donne
34%
uomini
66%
Source: IRES – CGIL -MARCHE
Equality and equal opportunities in the workplace
Data concerning companies in the province of PU
Type of employment – gender roles
Composizione personale
92,3%
87,7%
77,3%
48,9%
51,1%
uomini
22,7%
7,7%
Dirigenti
donne
12,3%
Quadri
Impiegati
Operai
Source: IRES – CGIL -MARCHE
Equality and equal opportunities in the workplace
Data concerning companies in the province of PU
PartPart-time work contracts
Contratti part time per genere
uomini
16%
donne
84%
Source: IRES – CGIL -MARCHE
Equality and equal opportunities in the workplace
Data concerning companies in the province of PU
Total wages
Retribuzioni medie lorde annue (euro)
51.705
33.884
29.657
23.701
totale
23.415
18.100
operai
32.595
23.792
uomini
donne
impiegati
quadri
Source: IRES – CGIL -MARCHE
Equality and equal opportunities in the workplace
Data concerning companies in the province of PU
Wages differences
Differenziale retributivo per categoria
totale
operai
-5.956
-5.315
impiegati
quadri
-10.092
-19.110
Source: IRES – CGIL -MARCHE
Equality and equal opportunities in the workplace
Data concerning companies in the province of PU
Promotions
Promozioni
68,5%
33,3%
0,4% 0,0%
1,8% 0,0%
Dirigenti
Quadri
Impiegati
64,0%
uomini
30,6%
donne
Operai
Source: IRES – CGIL -MARCHE
Equality and equal opportunities in the workplace
Conclusions
placement
and professional growth: on average,
women have higher education than men, but have
minor roles and rarely hold traditional male roles;
gap in wages: women earn less than men for the
same placement;
employment contracts: women are mainly
employed with temporary contracts and part time is
almost exclusively female.
Source: IRES – CGIL -MARCHE
Gender Gap
•Jack and Jessica are two children who are
neighbors and become playmates;
•Jack dreams of becoming an engineer like his
father; Jessica dreams of becoming a doctor like her
mother.
•Jack realizes his dream and graduates in Engineering;
•Jessica decides to sign up for Law.
Jack and Jessica are working for the same company;
Jack runs a construction site, while Jessica is head of Human
Resources. Both are committed and demonstrate passion for
their work, but the activity of Jessica is perceived as less
prestigious.
Although everybody recognizes Jessica’s talent, Jack gets a
promotion. It is Jessica who gives up her full-time
job to take care of the family.
•Jessica didn’t have further chances of getting a full-time job;
Consequently, Jessica will receive a lower pension than Jack.
Gender roles
Occupational
segregation
Horizontal
Vertical:
Glass ceiling effect
Women: an underutilized resource
5 Hopes for the economy (Lagarde, 2013):
1. Women contribute to economic growth
2. Women pursue a greater balance between
costs and business and financial benefits
3. Women are the next emerging market
4. Women invest more in the future generations
creating a domino effect
5. Women are the representatives of change.
Source: IMF, 2013, “Women, Work and the Economy:
Macroeconomic Gains from Gender Equity”
Equity”