Work life balance as a factor of gender equality which perspective? Some findings from the European Working Conditions Survey

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1 Work life balance as a factor of gender equality which perspective? Some findings from the European Working Conditions Survey Agnès Parent-Thirion Senior programme manager working conditions Eurofound

2 Good fit between working hours and private commitments by country 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% DK NL SE FI AT RO UK IE PL SK BE CY PT LU DE EU27 MT EE FR HU BG CZ LT ES IT SI LV EL Male Female

3 Longer working lives careers for men 37.4 years in 2011 Duration working life Males, source eurostat

4 .. Than for women 29,4 hence 8 years shorter than men s careers Duration working life Women, source eurostat

5 No simple explanation Women and men at crossroads Welfare & Family system Segregation Working time Quality Well being Labour market structures Gendered Lifecourses & gendered division of domestic labour

6 SEGREGATION

7 Proportion of women in the largest occupations, by employment status / white & blue collar

8 Proportion of women in supervisory positions, EC12, EU15 and EU27, (%) 35% 30% 25% 20% 15% EC12 EU15 EU27 10% 5% 0%

9 Level of job segregation at the workplace by gender, 2010, EU27 (%) 80% 70% 60% 50% 40% 30% Mostly men Mostly women More or less equal number of men and women 20% 10% 0% Men Women All

10 JOB QUALITY OF WOMEN AND MEN OVER THE LIFECOURSE

11 Working time quality per lifestages

12 Prospects across life stages

13 Intrinsic job quality per lifestages

14 Income across life stages

15 TIME USE OF WOMEN AND MEN OVER THE LIFECOURSE

16 Number of hours spent on paid and unpaid work per week, by gender and working time (EU27) men women part time full time part time full time paid work commuting time unpaid work EWCS, 2010

17 Unpaid working time (care and household activities) over the life course Union formation increases unpaid working time for women decreases for men During parenting phase employed women spend twice as much hours on these activities as men When entering parenting phase women reduce paid work by 4 hrs but increase unpaid work by 25 hrs men s unpaid work increases by 12 hrs The decision of men to engage in care work is more circumstance dependent than it is for women working time organisation, atypical working hours

18 Working hours of the household 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Czech Republic Slovakia Slovenia Lithuania Cyprus Finland Bulgaria Denmark France Hungary Portugal Estonia Poland Latvia Sweden Spain both partners w ork fulltime male breadw inner female breadw inner EU Italy Greece Belgium Luxembourg Romania Germany Austria United Kingdom Ireland Malta Netherlands modified male breadw inner modified female breadw inner both partners w ork parttime

19 WELL BEING

20 Well-being across the life stages 4,6 Male Female 4,5 Well-being 4,4 4,3 4,2 4,1 single living with parents single <=45 no children couple no children, woman aged <=45 couple with children <7 years couple with children 7-12 years couple with children years couple no children, woman couple no children, both partners >=60 Gender gap in well-being starts small in the early life stages, with increasing male advantage up to the point when children enter the household. Women s well-being remains lower than men s for the rest of the life stages, and the gap does not close even when the children have left home. Cross-country variation in gender gaps in well-being among working parents

21 Conclusions Complexities of studying gender effects: Gender effects vary across lifestages Gender effects vary across dimensions- women score higher on some, men on others but strong effects Gender effects vary by country- including life stage impacts Gender differences still matter and may widen in the future or narrow through levelling down of men s job quality- hence gender analyses even more important not less EWCS is an important vehicle for monitoring trends in working conditions and job quality over this turbulent time.

22 Policy implications Gender equality and work life balance are fundamental issues to address in order to meet the objective of Europe A number of important social justice choices are to be made. Progress are not natural and require to be supported Segregation Policies to promote desegregation in education and jobs, better valuation of femaledominated occupations/ sectors; more opportunities for vertical progression Time Policies to avoid extremes of long or short working hours and to back up better balance between work and other activities with support for working parents Job quality Policies to ensure that job creation at lower end of labour market takes into account working conditions and pay; policies to facilitate life stage changes without long term consequences for job quality; policies to open up prospects for women in particular and to address risks of poor working conditions for men

23 Policy implications Well being Governments policy objectives to include well being alongside growth and to recognise that gender equality may have positive impacts for well being ( including opportunities for employment for women even in childcare life stage) and employers to take action to promote women s organisational satisfaction Trends Policies to monitor impact of recession/austerity on public sector and gender equality and to ensure that closing of gender gaps comes about through positive upgrading not negative reductions in job quality for men. Addressing short term issues but also preparing for longer term challenges. This may go through the promotion of sustainability of work and employment : Sustainable work is one that allows one to become an older worker and facilitates workers to function not only as a worker, but also member of a household, citizen and an individual. This is done by contributing during their working life duration, to developing their health, well-being, skills and resources and expanding opportunities for choice. This is done by the provision during their various employment situations, of not only manageable but also meaningful work, engagement in collective learning at the workplace, as well as work related and organisation dialogue and reflective practices. Sustainable work will assist workers, companies when they are confronted with dramatic life and work events and will support and facilitate their adaptation to change and transitions. Sustainable work systems are work systems in which human and social resources are not just consumed, but preserved and regenerated.

24 Merci More on Presentation based on analyses of the EWCS: -Parent-Thirion et all (2012), 5th European Working Conditions Survey: overview report -Kummerling, Anxo and Franz (2012), Working Time, Work Life Balance in a Life Course Perspective -Smith, Burchell, Rubery, Rafferty, Piasna, Rose and Carter (2013), Work and gender - Dataset available through Essex data archive

25 Segregation Key findings Multiple layers of segregation- occupational, sectoral, workplace, horizontal and vertical and ownership ( public sector) Harassment linked to segregated occupations Women uneven and lower share of managers but rated just as highly Time Working time patterns associated with segregation Gap between preferred and usual hours by gender suggests a preference for convergence Largest mismatch where working hours longest

26 Key findings Job quality Gender gaps vary in direction- women benefit from intrinsic job quality, men income. Public sector better jobs for all but particularly for women Women work shorter/ less unsocial hours, while men have greater control over their schedules. Women holding supervisory positions enhance job quality for all and offer better prospects for women. Life stage effects but these vary by country group Well being Working in gender mixed occupations or for a boss of opposite sex good for well being Lower well being associated with lifestages especially for women Women more satisfied with work than with organisation compared to men.

27 Exposure to physical risks, at least a quarter of the time, by gender (EU27) Vibrations Noise Breathing in smoke/ dust and/or vapours Heavy loads Low temperatures High temperatures Tobacco smoke Standing Chemical substances Tiring or painful positions Repetitive hand or arm movements Infectious materials Lifting or moving people 0% 10% 20% 30% 40% 50% 60% 70% 80% Men Women EWCS, 2010

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