fÉdÉration gÉnÉrale des travailleurs...

EUROPEAN PROJECT

ELIMINATION OF GENDER STEREOTYPES IN THE LABOUR SPHERE AND IN TRADE UNION ORGANISATIONS

RESEARCH WORK OF THE TRADE UNION

FÉDÉRATION GÉNÉRALE DES TRAVAILLEURS BELGES (FGTB/ABBV)

(BÉLGICA)

Project Co-ordinator: UGT - Spain "With support from the European Community – Programme relating to the Community Framework Strategy on Gender Equality (2001–2005). The information contained in this publication does not necessarily reflect the position or opinion of the European Commission”.

2

FGTB/ABVV

REPORT FROM BELGIUM ON THE RESEARCH PROJECT

« ELIMINATION OF GENDER STEREOTYPES IN THE LABOUR SPHERE AND IN

TRADE UNION ORGANISATIONS »

RRREEEPPPOOORRRTTT

2005

3

CONTENTS

1. INTRODUCTION............................................................................................................ 3 2. SITUATION OF WOMEN IN THE LABOUR MARKET IN BELGIUM .................... 4 3. IDENTIFICATION OF GENDER STEREOTYPES .... 7 4. GOOD PRACTICES IN BELGIUM ............................................................................. 19 5. CONCLUSIONS............................................................................................................ 28

4

11 .. II NNTTRROODDUUCCTTII OONN

UGT-Spain is promoting and coordinating this research project and an association with different foreign trade unions has been created to this effect.

In Belgium, the Fédération Générale des Travailleurs Belges ( FGTB ) is the trade union that has carried out the research for this project. What are the objectives and aims of this project?

In the medium term, the objectives are as follows: (1) analysing in depth the roles and stereotypes that lead to labour discrimination of women in the labour market; (2) carrying out a comparative study of the stereotypes that exist within the framework of the work place and those that are reproduced within trade union organisations; (3) identifying the changes that are necessary in order to eliminate sexist stereotypes from trade union and employer organisations, the labour market and professional training; (4) preparing a catalogue of trade union proposals aimed at institutions and organisations which are responsible for the existence of sexist stereotypes within the labour sphere; (5) writing a guide so as to eliminate sexist stereotypes within the labour sphere and in trade union organisations; (6) designing a web site in which to publish the results of the project.

In the long term, the objective of the project is to promote the elimination of sexist stereotypes within the labour sphere and in trade union and employer organisations so as to try to improve the efficiency of trade union action and the defence of workers’ rights and to try and improve their work conditions.

5

22 .. SSII TTUUAATTIIOO NN OO FF WWOO MM EENN II NN TTHH EE LLAABBOO UURR MMAARRKK EETT IINN

BBEELLGG II UUMM 2.1. BACKGROUND OF DEMOGRAPHIC DATA1

In 2004, taking into account all ages, demographic figures showed there were 5,309,245 women and 5,087,176 men.

There are slightly more women than men, as women represent 51 % of the total population.

The distribution of women, according to regions, is as follows: 10 % in the Brussels-capital region, 57 % in the Flemish region and 33% in the Walloon region.

As for the population of foreign origin, in 2004 there were 442,693 men and 417,648 women, that is, 48 % women and 51 % men.

The distribution of women of foreign origin according to regions is as follows: 31 % in the Brussels-capital region, 33 % in the Flemish region and 36% in the Walloon region.

In terms of the different family configurations, which can be considered family units, in Belgium in 2004 there were 15.6 % single mothers and 5.8 % single fathers.

In 2003, the mother was the head of the family in three out of every four single parent families, whereas the father was only head of the family in one out of every four.

Proportionally, the number of single parent families is higher in Brussels (29.3 %) than in the Walloon region (25.9 %) and in Flanders (16.4 %). 2.2. FEMALE EMPLOYMENT IN BELGIUM

Since the seventies, Belgium has experienced a greater participation of women in its labour market, which has evolved favourably. In Belgium, female employment as a proportion of total employment reached almost 44% in the year 2000, as opposed to 40 % in the year 1990, 35 % in 1980 and 30 % in 19602.

In 2002, there were as many men as women in higher education ( 27 % and 28 % ). Men and women’s qualifications were quite similar.

The employment rate shows the relationship between the sector of the population that has a job and the population which is in the age to work. Despite the positive evolution of the situation of women in the labour market, we can see that the employment rate of women is lower than that of men: in Belgium, it was 67.9 % for men as opposed to 52.7 % for women in 20043. Also, the employment rate does not imply quality work or good work conditions.

How many workers are employed part time in relation to the total number of employed workers?

It is mainly women that have part-time jobs. Amongst working women, 42.4 % work part time, as opposed to 6.9 % men.

The main reason for having a part-time job varies according to gender. In 2001, the

main reason for a man to have a part-time job was not being able to find a full-time job ( 31 %), whereas the main reason for a woman to have a part-time job was taking care of her children

1 These figures are extracted from the following Web site, http://www.statbel.fgob.be 2 Higher Employment Council, 2001 Report, see mainly Participation of Women in the labour market, 66 pages. 3 These figures are extracted from the following Web site, http://www.statbel.fgob.be

6

(29 %). Therefore, when a woman chooses to have a part-time job, she does so in order to take care of her children whereas when men have part-time jobs it is generally against their will.

Unemployment rate according to gender: the proportion of unemployed people in relation to the active population between 15 and 64 years old is 8.5 %. This proportion is 7.6 % for men and 9.6 % for women.

In Belgium, the risk of poverty is higher in women than in men: the risk of poverty affects 14.2 % of men as opposed to 16.2 % of women.

Pay differences between men and women: in 1999 the average gross salary per hour for women was 89% that of men. On the basis of the yearly average gross salary, this represents a 25 % difference.

Nowadays, women have managed to find employment in fields and activities that used to be mainly male such as post delivery, bus driver, police agent and intellectual professions. However, there are still sectors in which their presence is minimal, as can be seen in the following table.

The jobs mainly carried out by women are: cleaner, teacher, child care and domestic help.

Table 1 : Distribution of male or female dominated professions in 2003

Predominantly female

professions

%

Predominantly male professions

%

Cleaner

99,8 %

Excavator and construction machine driver

100 %

School teacher

99 %

Woodcutter, forester

100 %

Child care and domestic help

98,3 %

Electrician

99,6 %

Secretary

94,7 %

Vehicle mechanic

99,2 %

Chemist’s assistant

92 %

Plumber

99 %

However, as a recent article pointed out: « The presence of women is growing in some

sectors: notary (from 1.1% to 34.9%), architect and urban planner ( from 1 % to 25.9 % ), court secretary, justice usher and legal advisor (from 2.1% to 52.5%), judge and magistrate ( from 1.6 % to 39.9 % ), lawyer and legal advisor ( from 8 % to 42.2 % ), specialist doctor and surgeon ( from 6.3 % to 32.2 % ); female presence is also increasing in other professions such as: auditor, tourist guide, translator, interpreter, chemist’s apprentice and secondary school teacher. In the following professions there has been a very large increase in female presence: police agent ( from 0.1 % to 12.1 % ), post delivery ( from 0.2 % to 23.3 % ) and bus driver ( from 0.7 % to 11 % ). 4» 4 Men come from Mars, women come from Venus, info. flash n 17, 19th March 2002.

7

Self-employed activity. In 2002, 11% of men were self-employed, as opposed to 7.6 % of women5.

In Belgium, between December 3rd 1998 and February 6th 2000, a survey was carried out6 with 8,382 Belgian citizens aged between 12 and 95.

The use of time during a free day and a work day was also carefully registered. In the light of the results of this survey, we can see that there is a great difference in the

distribution of work between men and women. On average, women dedicate more time a week than men to family duties: they dedicate more or less 9 hours 30 minutes more than men to household chores and 2 hours and 20 minutes more to educating the children and taking care of them.

However, men dedicate 8 more hours a week to paid work. In other words, if we take into account the total workload, that is, the time dedicated to paid work, household chores, family duties and education and care of children, the total workload is of 35 hours and 2 minutes for men and 37 hours and 35 minutes for women. The use of time still seems to be influenced by gender, although there has been great progress in this sense throughout time.

To conclude, we can see how, with time, there has been an increased participation of women in the Belgian labour market. Despite the fact that higher education is equally accessed by men and women, men and women do not relate in the same way to employment. The employment rate for women is lower than that for men. Women very often have part-time contracts: 42.4 % women as opposed 6.9 % men. Women are more likely to interrupt their careers by means of the time-credit system: career break or theme leaves ( 80 % are women ). Women are more concentrated in executive functions, and in the least valued and worst paid female sectors and professions. Women are more likely to be unemployed: 9.6 % women as opposed 7.6 % men and, at the same time, pay differences persist. In 1999, a study showed that women earned 89 % of a male salary.

5 Glorieux Ignace y Vandeweyer Jessie, 24 hours Belgian style, summary of the results of the survey on the use of time

1999, TOR/VUB, 4 pages. Document available in the web page http://www.statbel.fgov.be/press/pr057_fr.asp 6 This high female percentage can be due to the helping-spouse phenomenon.

8

33 .. II DDEENNTTII FFII CCAATTIIOO NN OO FF GGEENNDDEERR SSTTEERREEOO TTYYPPEESS

As has been said in the introduction, the main objective of this study is to look into the gender stereotypes that lead to the discrimination of women in the labour sphere and in trade union organisations.

In order to carry out this study, perceptions on the role of women and men in the labour sphere were investigated.

Three sectors of activity were chosen to carry out this investigation: a predominantly female sector, teaching; a predominantly male sector, construction and, finally, a more neutral sector, insurance and banking.

The tables below show data obtained through the surveys carried out in these three sectors.

Distribution of interviewees according to age

Question 1 Teaching Construction Banking Men Women Men Women Men Women

18 - 24 years old 10 % 8 % 8 % 0 % 0 % 4 % 25 - 34 years old 21 % 29 % 15 % 13 % 20 % 36 % 35 - 44 years old 32 % 21 % 31 % 27 % 20 % 28 % 45 - 54 years old 21 % 34 % 31 % 40 % 48 % 28 % 55 - 64 years old 16 % 8 % 15 % 20 % 8 % 4 % 65 and over 0 % 0 % 0 % 0 % 4 % 0 %

In teaching, most male interviewees were between 35 and 44 ( 32 % ). However, women

are generally between 45 and 54 years old ( 34 % ). In the construction sector, men who answered the questionnaire were generally between 35 and 44 ( 31 % ) and between 45 and 54 (31%), whereas most women were between 45 and 54 ( 40 % ). Almost one man out of every two in the banking sector was between 45 and 54, whereas women were generally aged between 25 and 34. In general, we can say that in all sectors, over a third of all interviewees ( 35 % ) were between 45 and 54, including women ( 33 % ).

Questions 2 + 4 Teaching Construction Banking Men Women Men Women Men Women

Male 50 % 50 % 50 % 50 % 50 % 50 % Female 50 % 50 % 50 % 50 % 50 % 50 %

Distribution of interviewees according to levels of education

Question 3 Teaching Construction Banking

Men Women Men Women Men Women Primary 0 % 0 % 8 % 0 % 0 % 0 % Lower secondary 0 % 4 % 31 % 0 % 4 % 4 % Upper secondary 0 % 0 % 23 % 40 % 38 % 36 % Non-university higher 74 % 67 % 23 % 27 % 33 % 32 % University 26 % 29 % 15 % 27 % 25 % 28 % None 0 % 0 % 0 % 0 % 0 % 0 % Others 0 % 0 % 0 % 6 % 0 % 0 %

9

In the teaching sector, most interviewees, male ( 74 % ) and female ( 67 % ) have a non-university higher education diploma.

In the construction sector, male interviewees generally have a lower secondary level diploma ( 31 % ) and women have an upper secondary level diploma ( 40 % ).

Finally, in the banking sector, a slight majority of men ( 38 % ) and women ( 36 % ) have a higher education diploma.

Thus, 38 % men and 24 % women have upper secondary education diplomas.

Sex and access to a job


Yes, often 15 % 17 % 15 % 40 % 12 % 12 % Yes, sometimes 45 % 58 % 69 % 60 % 40 % 68 % Yes, occasionally

29 % 13 % 1 % 0 % 36 % 16 %

No, never 11 % 12 % 15 % 0 % 12 % 4 %

A majority of interviewees in all three sectors, regardless of their sex, think that being a man or a woman sometimes has an influence on getting a job. 55 % of interviewees think so. This percentage increases to over 40 % ( in the case of men in the banking sector ) and up to 69 % ( in the case of men in the construction sector ).

Difficulties found by men and women in getting a job


Yes, often 10 % 25 % 23 % 20 % 32 % 8 % Yes, sometimes 47 % 46 % 54 % 53 % 44 % 58 % Yes, occasionally

37 % 21 % 15 % 20 % 20 % 29 %

No, never 6 % 8 % 8 % 7 % 4 % 5 % When asked whether men and women encounter difficulties in getting a job, most of the

interviewees give an affirmative reply: one out of every two people think so. Depending on the sectors and the sex, this proportion varies between 44 % ( in the case of men in banking ) and 58 % ( in the case of women in banking ).

Difficulties encountered in general by women when trying to get a job

Question 7 Education Construction Banking Men Women Men Women Men Women

Lack of training 6 % 0 % 4 % 3 % 5 % 0 % Lack of professional experience

0 % 0 % 8 % 9 % 7 % 7 %

Lack of self-confidence

18 % 15 % 25 % 15 % 9 % 24 %

Lack of time 32 % 39 % 33 % 41 % 36 % 36 % Stereotypes 32 % 39 % 25 % 32 % 34 % 31 % None 12 % 7 % 4 % 0 % 9 % 2 % Others 0 % 0 % 1 % 0 % 0 % 0 %

10

Generally, when women try to get a job, they encounter the following difficulties, expressed in decreasing order of importance: lack of time, unequal distribution of family duties ( 70 % of the interviewees answered this ), persistence of preconceived ideas and stereotypes on the role of women ( 64 % ), women’s lack of confidence in their capacity ( 34 % ). There are slightly more women than men in the education and construction sectors who consider lack of time and stereotypes as obstacles. More men in the education and construction sectors mention lack of self-confidence as a difficulty. This does not apply to the banking sector, in which 24 % of women think this is a difficulty as opposed to 9 % men.

Personal obstacles found by interviewees

Question 8 Education Construction Banking

Men Women Men Women Men Women Yes 5 % 12,5 % 8 % 13 % 17 % 16 % No 90 % 83 % 85 % 73 % 79 % 84 % Don’t know 5 % 4 % 7 % 14 % 4 % 0 %

Most interviewees ( 83 % ) say that they had not found any kind of personal obstacles to

get a job. Banking is the sector in which interviewees say they have found more difficulties: 16 % of women and 17 % of men. In the other sectors, slightly more women than men mention such difficulties.

Nature of personal difficulties encountered

Question 8.1. Education Construction Banking Men Women Men Women Men Women

Lack of training 0 % 0 % 0 % 12 % 25 % 16 % Lack of professional experience

0 % 0 % 0 % 12 % 25 % 17 %

Lack of self-confidence

0 % 0 % 100 % 26 % 25 % 0 %

Lack of time 0 % 50 % 0 % 12 % 0 % 33 % Stereotypes 0 % 25 % 0 % 12 % 0 % 17 % None 0 % 0 % 0 % 0 % 0 % 0 % Others 100 % 25 % 0 % 26 % 25 % 17 %

Very few interviewees ( 16 people out of the total ) say that they have encountered personal obstacles. Therefore, it seems a bit daring to interpret the results obtained. In particular, 5 people mention lack of time and 4 people mention lack of self-confidence.

Stereotypes


Men Women Men Women Men Women Stereotypes True False True False True False True False True False True False

Taking care of others 60 % 40 % 50 % 50 % 50 % 50 % 73 % 27 % 36 % 6 % 63 % 37 %Household chores 15 % 85 % 13 % 87 % 25 % 75 % 27 % 73 % 21 % 79 % 35 % 65 %More honest 6 % 94 % 14 % 86 % 17 % 83 % 7 % 93 % 9 % 91 % 26 % 74 %Physically attractive 60 % 40 % 45 % 55 % 45 % 55 % 26 % 74 % 50 % 50 % 46 % 54 %No supervising 5 % 95 % 4 % 96 % 23 % 77 % 0 % 100 0 % 100 4 % 96 % Less physical strength

95 % 5 % 75 % 25 % 58 % 42 % 94 % 6 % 87 % 13 % 83 % 71 %

11

Less ability for science

15 % 85 % 8 % 82 % 8 % 92 % 0 % 100 %

0 % 100 %

8 % 92 %

Receiving orders 10 % 90 % 8 % 82 % 7 % 93 % 7 % 93 % 0 % 100 8 % 92 %More docile 25 % 75 % 13 % 87 % 16 % 84 % 13 % 87 % 13 % 87 % 29 % 71 %Accept a lower salary 25 % 75 % 48 % 52 % 69 % 31 % 40 % 60 % 33 % 67 % 56 % 44 % The questions asked refer to behaviour, abilities and preferences of women while exercising their professional activity so as to analyse existing stereotypes in the labour sphere. Interviewees were asked whether or not they agreed with the statements in the questionnaire. Interviewees had to express their opinion according to a scale that went from “ completely agree ” to “ completely disagree ”.

The global results show great disagreement for the following statements: women do not want to supervise other people’s work ( 96 % of the interviewees disagreed ), women are more prepared to receive orders ( 94 % ), women are not as good at science and mathematics ( 93 %), women are more honest ( 86 % ).

However, the following statements were majorly agreed with: women have less physical strength, ( 81 % agree ), women are more willing to take care of others ( 54 % ).

Also, 44 % of the interviewees think women are more prepared to accept a lower salary and 46 % think women are more physically attractive.

In the banking and education sectors, more women than men say that women would accept a lower salary ( 48 % of women in the education sector as opposed to 25 % of men and 56 % of women in banking as opposed to 33 % of men ). However, this does not apply to the construction sector, in which a majority of men agree.

The statement « women have less physical strength » was much more accepted by women than men in the construction sector: 94 % of women agree with this statement as opposed to 58 % of men. In the education sector the situation is the opposite: 95 % of men agree with this statement as opposed to 75 % of women.

In the banking and construction sectors there were systematically more women than men who agree with the following statement: « women are, by nature, more willing to take care of others ». This does not apply to the education sector.

The statement: « women are more physically attractive » is more accepted by men than women. It is men in the education sector that agree most with this statement: 60 % of them.

Types of tasks


Administrative tasks 31 % 57 % 0 % 86 % 56 % 78 % Technical tasks 21 % 10 % 54 % 0 % 16 % 0 % Management tasks 48 % 33 % 46 % 14 % 28 % 22 %

Administrative tasks are generally given to women ( 68 % ). As for technical tasks, the proportion of men is 88 %. Finally, in management tasks, there are 60 % men. Education is the sector in which there are more women in management positions ( 33 % ). However, in the construction sector there are very few women in this type of positions ( 14 % ).

Satisfaction in relation to the tasks carried out


Yes 85 % 79 % 92 % 87 % 84 % 72 % No 10 % 13 % 8 % 13 % 12 % 16 % Don’t know 5 % 8 % 0 % 0 % 4 % 12 %

12

In general, interviewees seem satisfied with the tasks they carry out; this is true for 79 % of them. In the sample under study, both men and women in the construction sector seem to be the most satisfied with the tasks they carry out ( 92 % and 87 % respectively ).

Reasons for dissatisfaction


Lack of duties 0 % 0 % 0 % 33 % 0 % 0 % Duties below their abilities

100 % 0 % 100 % 33 % 50 % 50 %

Duties exceeding their abilities

0 % 25 % 0 % 0 % 0 % 0 %

Excess of duties 0 % 75 % 0 % 34 % 50 % 50 % Only 14 people have answered this question and, therefore, the results have to be

interpreted with great care. 8 people say they have an excess of duties ( too much work ) and 7 people complain about duties below their abilities.

Post in relation to abilities


Yes 90 % 87 % 85 % 87 % 92 % 72 % No 10 % 9 % 15 % 6 % 8 % 20 % Don’t know 0 % 4 % 0 % 7 % 0 % 8 %

Does the job fit the abilities of the interviewees? A large majority ( 84 % ) give

affirmative responses to this question. In the education and banking sectors there is no difference between men’s responses and women’s responses. However, in the banking sector, 20 % of women think that their position does not fit their abilities, while only 8 % of men think so.

Necessary skills in the current post


Organisational skills 95 % 92 % 77 % 100 % 84 % 80 % Being objective 65 % 54 % 77 % 53 % 80 % 60 % Being practical – Decision-making capacity

65 % 75 % 100 % 85 % 80 % 76 %

Negotiation skills 50 % 54 % 38 % 27 % 68 % 68 % Verbal skills 90 % 87 % 38 % 47 % 72 % 72 % Management skills 50 % 46 % 46 % 40 % 24 % 10 % Motivation 100 % 92 % 46 % 93 % 80 % 80 % Smart appearance 15 % 33 % 23 % 40 % 52 % 56 % Team-work skills 80 % 71 % 46 % 60 % 68 % 68 % Initiative 70 % 83 % 92 % 93 % 88 % 76 % Helping skills 70 % 71 % 23 % 40 % 32 % 52 % Agility 15 % 25 % 46 % 6 % 4 % 5 % Physical strength 10 % 4 % 46 % 6 % 4 % 0 % Availability to travel 0 % 4 % 8 % 0 % 16 % 5 %

13

Which are the necessary skills for the jobs currently carried out by the interviewees?

Generally, the skills that were mentioned most, in decreasing order of importance are: Organisational skills ( 87 % of interviewees ), motivation ( 82 % ), initiative ( 81 % ), and being practical ( 76 % ).

In the education sector, men and women mention the same skills in the same order of importance: motivation, organisational skills, and verbal skills. The fact that men and women carry out different jobs does not seem to have an influence on the skills required.

In the construction sector, the skills that men mention most are being practical ( 100 %), initiative ( 92 % ), organisational skills ( 77 % ) and being objective ( 77 % ). However, women highlight the importance of organisational skills ( 100 % ), motivation ( 93 % ) and initiative ( 93 % ). Also, 93 % of women mention the importance of motivation as opposed to 46 % of men in the same sector. 46 % of men mention the importance of physical strength and agility as opposed to 6 % of women.

In the banking sector, men highlight initiative ( 88 % ); motivation ( 80 % ) and being practical ( 80 % ), whereas women’s answers highlight the importance of organisation ( 80 % ) and motivation ( 80 % ).

Strategies adopted to employ more women


Yes 0 % 0 % 16 % 8 % 28 % 25 % No 70 % 71 % 69 % 92 % 24 % 29 % Don’t know 30 % 29 % 15 % 0 % 48 % 46 %

Globally, 55 % of interviewees say that there are no strategies to try to employ more

women and 32 % of those people do not know whether such strategies have been adopted or not. In the education and construction sectors most interviewees say that there is a lack of measures and strategies to employ more women. As for the education sector, this is not surprising in as far as this sector employs many women, even if they are not in management posts. In the construction sector, 92 % of women mention the absence of such measures. As for the banking sector, most interviewees ( 48 % of men and 46 % of women ) say they do not know whether such strategies have been adopted.

Type of sector


Men Women Men Women Men Women Mostly female 8 % 20 % 8 % 0 % 75 % 63 % Mostly male 12 % 16 % 85 % 80 % 5 % 0 % Mixed 80 % 64 % 7 % 20 % 20 % 37 %

The survey asked how the interviewees perceived the three sectors in the study in terms of the male/female balance. Thus, they were asked whether they thought each of the sectors was mostly female, mostly male or mixed. The results show that the education sector is considered to be mixed: 80 % of men think so as opposed to 64 % of women. The construction sector is considered to be mostly male: 85 % of men think so as opposed to 80 % of women. The banking sector is considered to be mostly female: 75 % of men think so as opposed to 63 % of women.

14

Existence of equality at work between men and women


Yes 85 % 95 % 46 % 47 % 72 % 28 % No 15 % 5 % 42 % 47 % 16 % 60 % Don’t know 0 % 0 % 12 % 6 % 12 % 12 %

In terms of actual equality at work between women and men, the results show that 64 %

of the interviewees think that men and women are treated equally. The majority of responses in this sense come from women in the education sector. However, in the banking sector, only 28 % think so, while 72 % of men in this same

sector think that equality at work is a fact! In the construction sector, the results are not as extreme, as equal percentages think that

equality at work is a fact and that there is no equality at work.

Reasons for labour inequality between men and women


Lower pay 0 % 0 % 10 % 30 % 7 % 12 % Men’s commitment 20 % 0 % 18 % 16 % 14 % 8 % More promotions for men

10 % 0 % 18 % 11 % 14 % 22 %

Male management 20 % 0 % 18 % 16 % 21 % 26 % Unequal training 10 % 0 % 6 % 0 % 0 % 0 % Preconceived stereotypes

20 % 100 % 18 % 16 % 7 % 4 %

Inequality regarding family duties

10 % 0 % 0 % 11 % 14 % 14 %

More precarious jobs for women

0 % 0 % 0 % 0 % 7 % 0 %

More female part time

10 % 0 % 12 % 0 % 14 % 14 %

Don’t know 0 % 0 % 0 % 0 % 1 % 0 % Others 0 % 0 % 0 % 0 % 1 % 0 %

In terms of labour equality between men and women, the reasons for inequality are the following, in decreasing order of importance: mainly male management ( 65 % ), preference given to men for promotions ( 49 % ), pay inequality ( 41 % ).

Sex of the people in management posts

Question 17. Education Construction Banking Men Women Men Women Men Women

Men 30 % 42 % 100 % 93 % 84 % 87 % Women 50 % 2 9% 0 % 0 % 4 % 0 % Men = Women 20 % 25 % 0 % 7 % 8 % 13 % Don’t know 0 % 4 % 0 % 0 % 4 % 0 %

15

In general, 70 % of interviewees say that most of the people carrying out management duties are men. Most of the people in the construction and banking sectors think so: 100 % of men and 93 % of women in the construction sector and 84 % of men and 87 % of women in the banking sector. However, there is not such agreement in the education sector and most women ( 42 % ) say that management is male, while one out of every two men says that management is mainly female.

Adoption of strategies to increase the participation of women in management posts


Yes 5 % 0 % 15 % 0 % 36 % 28 % No 70 % 67 % 85 % 93 % 28 % 24 % Don’t know/ No answer

25 % 33 % 0 % 7 % 36 % 48 %

Most interviewees say that there are no measures or strategies aimed at increasing the number of women in management or decision-making posts ( 55 % say there are none, whereas 29 % say they do not know whether such measures have been adopted ). In the construction sector, 93 % of women and 85 % of men answered negatively to this question.

In the case of the banking sector, most interviewees say they do not know whether such strategies or measures have been adopted.

Types of measures adopted to increase the number of women in management posts


Quotas 100 % 0 % 0 % 0 % 20 % 40 % Reserved posts 0 % 0 % 0 % 0 % 0 % 0 % Equality training 0 % 0 % 0 % 0 % 20 % 20 % Training for women 0 % 0 % 0 % 0 % 13 % 10 % Timetable 0 % 0 % 0 % 0 % 7 % 10 % Flexibility 0 % 0 % 100 % 0 % 13 % 10 % Crèches 0 % 0 % 0 % 0 % 0 % 0 % Gender mainstreaming

0 % 0 % 0 % 0 % 13 % 0 %

Others 0 % 0 % 0 % 0 % 14 % 10 %

As can be seen in the table above, interviewees in the education and construction sectors mention few measures. In the banking sector, interviewees mention quotas and the organisation of training courses on equality.

16

Types of difficulties found by women in order to hold management posts


Lack of training 0 % 0 % 7 % 3 % 2 % 0 % Lack of experience 19 % 0 % 15 % 13 % 0 % 0 % Lack of self-confidence

19 % 19 % 22 % 9 % 13 % 15 %

Precarious work 0 % 0 % 0 % 3 % 2 % 4 % Inequality regarding family duties

19 % 32 % 15 % 22 % 32 % 33 %

Male domination 19 % 12 % 19 % 25 % 25 % 35 % Stereotypes 14 % 17 % 15 % 16 % 11 % 11 % Discouragement from spouse and family

6 % 8 % 4 % 9 % 7 % 2 %

Others 4 % 2 % 3 % 0 % 8 % 0 % Globally, the most mentioned difficulties are, in decreasing order of importance: inequality in the share of family duties ( 27 % ), male domination in company management ( 23 % ), women’s lack of self-confidence in their own abilities ( 16 % ), stereotypes ( 15 % ). In particular, inequality in the distribution of family duties represents 32 % of the difficulties mentioned both by women in the education sector and by men in the banking sector. Male domination in company management represents 35% of the difficulties mentioned by women in the banking sector and 25 % of difficulties mentioned by women in the construction sector.

Existence of training courses on equality between men and women

Question 20. Education Construction Banking

Men Women Men Women Men Women Yes 0 % 9 % 0 % 0 % 4 % 4 % No 100 % 83 % 77 % 100 % 80 % 84 % Don’t know 0 % 8 % 23 % 0 % 16 % 12 %

Most of the interviewees ( 87 % ) say that there are no training courses on equality between men and women: this percentage goes from 77 % ( for men in the construction sector ) to 100 % ( in the case o men in the education sector and women in the construction sector ).

Content of the courses

Question 20.1. Education Construction Banking

Men Women Men Women Men Women Enough 0 % 100 % 0 % 0 % 100 % 0 % Not enough 0 % 0 % 0 % 0 % 0 % 0 % Don’t know 0 % 0 % 0 % 0 % 0 % 100 % The survey asked whether the content of the training courses on equality between men and women was satisfactory. Only three people answered this question. Therefore, it is impossible to interpret the results.

Time of the courses Question 20.2. Education Construction Banking


17

The survey also inquired about the time of the courses. Only three people answered this question. Therefore, it is impossible to interpret the results.

Training courses to help women into management posts


Yes 5 % 29 % 8 % 14 % 28 % 24 % No 80 % 50 % 58 % 86 % 36 % 42 % Don’t know 15 % 21 % 34 % 0 % 36 % 34 %

55 % of interviewees say that there is a lack of training courses to help women into management posts. 24 % do not know whether there have been such courses, while 20 % say that they have taken place. In the education and banking sectors, 29 % and 24 % respectively say that these courses exist, as opposed to only 14 % in the construction sector.

Contents of the training courses

Question 21.1. Education Construction Banking

Men Women Men Women Men Women Enough 100 % 0 % 100 % 100 % 43 % 56 % Not enough 0 % 33 % 0 % 0 % 0 % 0 % Don’t know 0 % 67 % 0 % 0 % 57 % 44 %

Taking into account the small number of interviewees who answered this question, the results have not been broken down according to gender or sectors. In total, 46 % think that the training courses have been enough, whereas the same percentage did not answer.

Time of the training courses


Yes 100 % 34 % 100 % 100 % 57 % 71 % No 0 % 33 % 0 % 0 % 0 % 0 % Don’t know 0 % 33 % 0 % 0 % 43 % 29 %

Only 24 people answered this question. Out of those people, 62 % think that the time of the training courses makes them compatible with their personal and family life, whereas 25 % say they do not know.

Pay inequality


Yes 18 % 17 % 15 % 28 % 32 % 36 % No 82 % 69 % 69 % 57 % 60 % 48 % Don’t know 0 % 14 % 16 % 15 % 8 % 16 %

18

The survey inquired whether there was unequal pay for the same type of job. Globally, 64 % of the interviewees did not find unequal pay for men and women for work of equal value. The absence of pay inequality is more frequently detected by men than by women: 70 % of men and 58 % of women.

Pay inequality is detected in the banking sector, where it is more frequent, given that 36 % of women and 32 % of men in this sector detect it. The fact that tasks are different in the education and construction sectors perhaps explains why this pay inequality is more “justified”.

Sex of the person suffering from proved pay inequality Question 22.1. Education Construction Banking

Men Women Men Women Men Women Female 100 % 100 % 100 % 75 % 43 % 44 % Male 0 % 0 % 0 % 25 % 57 % 56 %

Only 21 people answered this question. This is a very small amount and it does not allow for a very detailed analysis of the results, so they are presented globally. Amongst those people, 57 % detect pay inequality suffered by women and 43 % detect it suffered by men.

Conciliation Question 23. Education Construction Banking


When asked about the conciliation of professional and personal life, 78 % of interviewees answer that their work hours allow them to reconcile their professional and personal lives. Men and women give relatively similar responses. Depending on the sectors, the percentage varies between 67 % ( in the case of women in the construction sector ) and 100 % ( in the case of men and women in the education sector ). In the education sector, it is not surprising to find such a high percentage. In the rest of the sectors, the fact that women work part time more often could explain the results obtained.

How to fight against gender stereotypes It was important to learn about the opinion of the interviewees regarding the measures

that could be employed to fight against gender stereotypes. Several choices were given and the table below shows the results obtained.


Awareness 60 % 75 % 77 % 53 % 56 % 56 % Campaign 20 % 25 % 15 % 20 % 20 % 12 % Statistics 10 % 4 % 8 % 0 % 20 % 12 % Crèches 40 % 63 % 54 % 65 % 68 % 60 % Fighting pay discrimination 30 % 42 % 46 % 54 % 44 % 44 %

Equality training 20 % 4 % 0 % 15 % 16 % 12 % Training in responsibilities 35 % 12 % 38 % 46 % 20 % 44 %

Economic activities 35 % 8 % 23 % 15 % 16 % 25 % Distribution of family duties 65 % 71 % 46 % 77 % 56 % 64 %

Social rights 12 % 4 % 15 % 15 % 28 % 16 % Others 5 % 8 % 0 % 0 % 0 % 0 %

How can gender stereotypes be fought efficiently in the labour sphere? The global results show that the following measures were the responses most frequently given in

19

decreasing order of importance: distribution of family duties ( 62 % ), awareness building from childhood regarding equality issues ( 61 % ), more crèche services and more services for dependents ( 58 % ). 57 % of men and 70 % of women would like to improve the sharing of family duties. In particular, 77 % of women as opposed to 46 % of men mentioned this.

More women than men in the education and construction sectors say that they would like to have more crèches and more services for dependents: 63 % of women in the education sector and 69 % of women in the construction sector say this, as opposed to 40 % of men in the education sector and 54 % of men in the construction sector.

20

44 .. GGOO OO DD PPRRAACCTTII CCEESS

4.1. LEGISLATION Belgium has important legislation that tends to promote equality between men and women in the labour sphere. The Belgian constitution proclaims the principle of equality between men and women. Several laws and collective agreements proclaim the principle of equal treatment for men and women regarding access to employment, professional promotion, work conditions and remuneration. Despite this important legislative arsenal, all these laws do not impose sanctions in case of non-compliance with the principles they establish. Indirect discrimination persists and this does not mean that equality is a fact in the labour market. GENERAL PRINCIPLES Since February 21st 2002, the Belgian Constitution recognises equality between women and men. Article 10 says: «Equality between women and men is guaranteed». Article 11A was added on that same date. This article states that men and women can exercise their rights and freedoms equally and have access to elective and public mandates.

In Belgium there is also the law of August 4th 1978 on economic reorientation. This law stipulates that the principle of equal treatment for men and women is also applied in access to employment and professional promotion, orientation, training, improvement and retraining, access to a self-employed profession and work conditions. In areas such as access to employment, professional training and work conditions, the law intends to guarantee equality. It also attempts to forbid actions against equality as well as discriminatory practices and behaviours.

The law of May 7th 1999 relating to equal treatment for men and women regarding work conditions, access to employment and promotion possibilities, access to a self-employed profession and to complementary social security regimes adds certain elements to the law of August 4th 1978 relating to economic reorientation. What are they? In this text, there is a clear definition of the concepts of equal treatment and direct and indirect discrimination. Also, the law envisages the distribution of the burden of proof in cases of discrimination based on sex.

From that point on, whenever a person is suffering discrimination in the situations detailed by the law, it will suffice to present those elements which suggest that there is discrimination in order to make it the employer’s responsibility to prove that there has been no discrimination. SPECIFIC PRINCIPLES

Several royal decrees were adopted on July 14th 1987 relating to measures aimed at promoting equal opportunities for men and women in the private sector. In the private sector, positive action plans can be launched within a sector of activity or within a company.

The royal decree of February 27th 1990 organises positive actions in the public sector. Within each Federal Public Service, Professional Insertion Body or Scientific Establishment an official has to be appointed to be in charge of positive actions. A report has to be written to analyse the situation of men and women both quantitatively and qualitatively and a plan including the actions that have to be launched so as to address any imbalances has to be

21

drawn up. The Institute for equality between men and women supports these officials in charge of positive actions in their work.

The royal decree of February 15th 1993 refers to the creation of a Council for Equal Opportunities for men and women. The Council was conceived as a tool to achieve equality between men and women and to eliminate direct and indirect discrimination and is in line with the competencies of the Work Commission for Women and the Council for Emancipation.

The royal decree of August 12th 1993 makes it compulsory for companies in the private sector to write a yearly report on equal opportunities for men and women. This obligation prevails also when a company wishes to be recognised as being in a process of restructuring or as being in difficulties.

A reform of the pension scheme for employed workers came into effect on July 1st 1997. Its main aim was achieving equality in terms of age of retirement of men and women (age of retirement for women was raised from 60 to 65 years old).

The basic law relating to equal opportunities of May 7th 1999 establishes equal treatment for men and women regarding work conditions, access to employment and promotion possibilities, access to a self-employed profession and to complementary social security regimes. The Flemish government has approved a decree on May 8th 2002 relating to proportional participation in the labour market. The Flemish policy in favour of employment has to be organised in agreement with the principles of proportional participation and of equal treatment. The principle of proportional participation implies that participation in the labour market should be proportional to the composition of the active population and that proportional participation is guaranteed to groups with potential. The principle of equal treatment implies the absence of any form of direct or indirect discrimination or any intimidation in the labour market.

Institute 74 for equality between men and women was created on December 16th 2002. The role of this institute is to keep watch on respect for equality between women and men, fighting against any form of discrimination and inequality based on sex and elaborating tools and strategies based on an integrated approach for the gender dimension.

The new statute for the collaborating spouse has been approved by Parliament and it is stipulated in the programme-law of December 24th 2002. Spouses collaborating with self-employed workers, that is, potentially 65,000 people (mainly women), did not have access to the social statute for self-employed workers and only enjoyed social rights indirectly, through their husband.

Given that Belgium is a federal state, it is worth mentioning the fact that federal bodies also play an important role in terms of drawing up regulatory provisions. In this context, the Walloon region adopted on May 27th 2004 a decree relating to equal treatment regarding employment and professional training, while the German-speaking Community adopted a Decree relating to the guarantee of equal treatment in the labour market on May 17th 2004. PRINCIPLES FIGHTING AGAINST EMPLOYMENT TRAPS

For several years, the Belgian federal authorities have been implementing a structural reduction policy in the fiscal and parafiscal aspects of the indirect cost of labour. Several measures have been adopted in order to reduce the risks of employment traps. The measures adopted in this sense are part of a strategy for the promotion of employment amongst the most fragile groups, that is, people with very low salaries and elderly people. Taking into account the persistence of an important pay difference between men and women, this policy also favours women. From this point of view, several measures have been adopted so as to increase the employability of women. Therefore, the benefit of 743,70€ granted to single parents in long-term unemployment is aimed mainly at women. The same applies in the case of the

22

preservation of increased family subsidies for the resumption of work. The reduction of personal contributions to the social security for low salaries and the creation of the reimbursable tax credit for low salaries ( the creation of a tax credit involves paying low-paid workers a complement for their income in order to improve their purchasing power ) have had positive effects in the employment rate for women. PRINCIPLES THAT CAN BE APPLIED BY THE FEDERAL ADMINISTRATION AFTER THE ADOPTION OF THE 2005-2007 «VALUING DIVERSITY» ACTION PLAN PRESENTED ON FEBRUARY 14TH 2005

The « valuing diversity » action plan includes the adoption of 80 measures. The objectives of this plan are as follows:

- promotion of equality between women and men; - participation of people with disabilities in public employment; - integration of foreign people in the public administration;

As an employer, the federal administration wants to guarantee equal opportunities for men and women. As for contracting, it is important to pay attention to success opportunities for both men and women. In this sense, selection tests have to be as neutral and as objective as possible. Also, the objective is to encourage women to present their candidatures, as much as possible, to management posts.

In particular, the campaign « a future woman on top » wants to encourage women to take up management posts within the Federal Administration. Such functions are within the reach of both internal Administration candidates and external candidates. A recent study has shown that only 15.5 % of women run as candidates for elections to mandate functions and that they represent 11 % of the designated agents. The 2005-2007 action plan « Valuing Diversity » of the Federal Administration foresees an objective with figures: a third of future mandate functions must be carried out by women. The campaign is an initiative of the Diversity cell within the Staff and Organisation Federal Public Service which wants to encourage women to participate in elections by means of this initiative. OTHER MEASURES Promoting the integration of women in predominantly male professions. During the 1999-2001 period, the Federal Ministry for Employment and Labour has carried out a project called “ Quo Vadis ” which was co-financed by the European Social Fund. This large scale project aimed at putting an end to stereotyped ideas regarding the roles of women and men at work, as well as improving knowledge on demand and supply in the labour market. Over 150 women, mainly in long-term unemployment and poorly qualified, have been trained and accompanied so as to allow them to carry out predominantly male functions with a view to their integration in the labour market. This project has been a success, particularly thanks to the cooperation of the federal sectorial institutes for training. 82 % of women have found a job and 72 % of them have done so in a predominantly male sector. Companies and sectors also found rewards for their efforts: thanks to this project, they found the necessary workforce with technical training and the employed women have contributed to increasing performance and to qualitative improvement of the final product. Finally, the rise in the number of women at the work places has improved the work environment.

23

Promoting the integration of women in typically male professions Quo Vadis has allowed for the identification of certain critical success factors,

elaborated from practical experiences. Recommendations that could be useful for similar projects were also produced. The final result of the project consists of a manual that will serve as a practical instrument and inspirations for social interlocutors and advisory, training and employment bodies and for professionals in the management of human resources who wish to apply measures aiming at the training and integration of women in male functions and professions. It is necessary to put the success of this project into perspective. In the case of restructuring processes, it is mainly women that tend to leave the company. Also, Quo Vadis focused mainly on individual workers and not really on the environment, which meant that employed women had to leave the company due to lack of support, follow up, etc. This criticism, which was made by the Flora network and SOFFT company has brought about the birth of a new approach: jobcoaching. Improving equal treatment for men and women.

The Eva project – Evaluation and classification of functions: tools for pay equality – emerged as an initiative of the Institute for equal opportunities and thanks to the support of the Federal Public Service for Employment, Labour and Social Harmonising and the European Social Fund ( 2000-2006 programme of the European Social Fund ). This project is aimed at employer and worker organisations, trainers and all people involved in the design of systems for the classification of functions. It is a tool with which to improve equal treatment for men and women by means of the classifications of functions. It represents a big step forward towards equal pay for work of equal value thanks, on the one hand, to the updating of a manual and to training on the classification of functions and, on the other, to a study in progress in the three sectors that have reviewed the classification of functions on the basis of an analytical system so as to evaluate the impact of such a system on equal treatment for male and female workers. The main objective was to find out whether an analytical system served to efficiently guarantee sexual neutrality in terms of remuneration. What are the results obtained? In 2003, several training courses have been run for trade unions and employers. In June 2005, an open training course on the classification of functions was offered. The study will finish with a closing seminar during which the results of the study will be presented. In 2006 all the results of the project will be evaluated. Tools at the service of information for the population Towards the beginning of 2005, a specific web page was designed: http://www.pekin10peking.be. The Institute for equality between men and women has cooperated in designing this web page. The web page aims to improve knowledge about this international process which attempts to consolidate equality between women and men, as well as its impact on policies and actions carried out in Belgium. On the other hand, as legal provisions relating to equal opportunities for men and women are spread across a whole series of volumes and codes, the Federal Ministry for Employment and Labour has taken the initiative of publishing a Code so as to make legislation relating to equal opportunities more accessible. It is available in the following web site: http://www.conseildelegalite.be. 4.2. MEASURES LINKED TO COLLECTIVE WORK AGREEMENTS

The existence of very important legal regulations relating to equality between men and

women in the labour market has allowed for the elimination, in practice, of discriminations. Collective negotiation can consolidate the integration of equality between men and women in the labour market. In Belgium, we can find plenty of examples of collective agreements whose provisions are favourable to equality. Certain agreements make an effort in terms of launching

24

positive actions programmes, fixing objectives and allocating funds to specific actions. Other agreements focus on specific issues. If collective agreements can lead to a consolidation of equal opportunities at work, it is important to say that this potential has not always been fruitful in terms of the launching and following up of its actions. Collective Labour Agreement number 25 of October 15th 1975 of the National Labour Council relating to equal pay for male and female workers.

This collective agreement aims at introducing the principle of equal pay amongst female and male workers. Equal pay implies the elimination of any type of discrimination based on sex for equal work or for work of equal value. This agreement guarantees the principle of «equal pay for work of equal value». By means of royal decree of December 9th 1975, this collective labour agreement has become compulsory. This means that non-compliance can incur criminal sanctions. Within the framework of this agreement, a special commission has been created (not permanent and with wide representation) at the heart of the National Labour Council so as to pass judgement on pay discrimination cases in front of the court. Collective Labour Agreement of May 13th 1991 reached within the Parity Sub-commission for centres which are not included in the law relating to hospitals in terms of the promotion of initiatives in favour of employment and of the formation of risk groups and the development of positive actions for women in the social health sector.

This collective agreement aims to involve employers in taking up initiatives in favour of the training and employment of risk groups as well as in launching positive actions for women. By means of the royal decree of December 17th 1991, this collective labour agreement has become compulsory. Collective Labour Agreement of June 12th 1991 reached within the Parity Commission of Tailors and Seamstresses relating to positive actions.

This collective agreement aims to create a cell on the basis of parity for the implementation of the agreement by means of initiatives within the framework of positive actions in favour of women. This collective labour agreement has become compulsory by means of the royal decree of May 25th 1992. Collective Labour Agreement of April 1st 1992 relating to the drawing up and launching of a positive action plan within the company Ferrero Ardennes d’Arlon.

This collective agreement aims to produce a positive action plan for the improvement of de facto equality between men and women. It envisages the collection of statistical data on selection, contracting, professional career, promotion, training, salaries and staff policy in general. A work group will draw up a precise plan aimed at eliminating any inequalities found. Collective Labour Agreement of February 16th 1993 relating to positive actions for female workers in the food industry.

This agreement plans the creation of a work group focused on the elaboration of principles and recommendations that will allow for the launching of positive actions in companies in the sector. Collective Labour Agreement of February 2nd 2000 reached within the Parity Commission of the Glass Industry relating to equal treatment for men and women regarding work conditions.

This collective agreement applies to employers and workers of companies belonging to the Parity Commission of the Glass Industry. In accordance with article 2, employers commit themselves to respecting the principle of equal treatment as defined by the law of May 7th 1999 relating to equal treatment between men and women, that is, imposing the absence of any type

25

of discrimination based on sex, be it direct or indirect. The parts that have signed this agreement affirm their will to submit to local examination any divergences in the treatment of men and women and to promote the analysis of any problems that may arise in order for them to be solved between the management of the company in question and the trade union delegation with the assistance of the regional emergency courts or the regional emergency courts in the absence of a trade union delegation. Sectorial Agreement of the Transport of People Sector from September 1st 2002 to August 31st 2004.

In this sectorial agreement, the social interlocutors and the Flemish government commit themselves to carrying out an equal opportunities policy in favour of women. Collective Labour Agreement nº 25 A of December 19th 2001 that modifies Collective Labour Agreement nº 25 of October 15th 1975 relating to equal pay for female and male workers.

Article 1 stipulates that a special commission created within the National Labour Council will inform and raise awareness amongst social interlocutors regarding initiatives on function evaluation systems that are neutral on the basis of sex and will also pass verdict and give assistance on request of the parity commissions.

Sectorial Agreement of the Construction Sector from November 1st 2002 to October 31st 2004.

85 % of the construction sector is male. The Flemish government and the social interlocutors intend to cooperate so as to promote and stimulate the structural training of women. By means of the promotion of training courses, this sector wants to attract more women. The construction sector wants to elaborate an example of a diversity plan which would consider women a target group. This plan will focus on contracting, training and staff management issues. Sectorial Agreement of the Graphic Arts Sector from May 1st 2004 to April 30th 2006.

It is planned that 0.10 % of the gross payroll will be deducted for initiatives required in the Flemish community in terms of education, training, retraining of people searching for a job and of people belonging to risk groups such as the following: women, foreign people, people with disabilities and elderly workers. In the region of Tournai training courses have been planned on the valuation of groups of women working in several companies in the region. Collective Labour Agreement of July 17th 2005 of the Parity Commission for Non-Iron Metal Workers.

This agreement envisages the adoption of positive actions for women in article five. The application of this collective agreement became compulsory by means of the royal decree of September 17th 2005. Sectorial Agreement of the Assembly Sector from July 1st 2004 to June 30th 2006.

It aims to encourage female job seekers to follow these training courses in this sector. A policy of positive actions will be employed for the selection of candidates. The intention is to elaborate the training policy in a way that will reach all specific groups such as women. There will be permanent training initiatives aimed at specific groups.

26

4.3. INSTITUTIONAL MEASURES At trade union level The web page http://www.monsalaire.be/main/proyecto

The FGTB has been working on this project since 2004. It is a web page that offers more detailed information on pay discrimination. In this web page, there is (1) an online survey on salaries. The aim is to generate information on pay and income indicators. The completed questionnaires will be used for a world-wide scientific investigation. (2) An online module for the verification of salaries that will allow workers to compare their salary with that of other workers. (3) A scientific study aimed at learning about pay discrimination. It is important to highlight that this web page also includes a specific section on inequalities between men and women. Also, this web page will include instruments to help fight against gender stereotypes and negotiate equality. It is an ongoing project. Integrating the dimensions of gender and equality between men and women in trade union policies.

On September 23rd 2004, the following three Belgian trade unions: CGSLB, CSC and FGTB signed a «mainstreaming of gender and trade unions» charter. This charter aims to (1) improve trade union involvement and the access of women to trade union bodies, an essential, yet insufficient condition for the application of the gender mainstreaming principle and equal opportunities and (2) integrate the gender dimension and equality between men and women in trade union policies. This initiative stems from the European research project «mainstreaming and unions» (MSU) which has been worked on between October 2001 and October 2004, which concluded that women are under-represented in trade union organisations and that there is a lack of data, analysis and knowledge on the notion of gender. Towards the end of this investigation, a work group was created so as to commit the trade unions to improving the situation of women in trade union policies and bodies. This charter starts by stating a declaration of intentions on the importance of equal opportunities and gender mainstreaming. Ten articles relate more specifically to launching the gender mainstreaming principle. In this respect, the following steps were taken: in the CGSLB (1) more explicit attention to the gender dimension; (2) more explicit attention to promote the appointment of more women; in the CSC (1) internal survey on female membership; (2) pilot project aiming to optimise the coding of data relating to the presence of women within CSC bodies; (3) training courses for those in charge of equal opportunities; (4) intention of examining in more detail the staff policy within the organisation. In the FGTB (1) greater involvement and greater trade union presence of women; (2) sensitisation of the federal study services towards equal opportunities between men and women; (3) improvement of internal and external visibility of our efforts; (4) institutional anchorage of the position of women and more systematic attention to equal opportunities between men and women. The main objective of this charter has been paying more attention to women during the debate about the end of careers. The materialisation process is still under way. The three trade unions meet periodically so as to evaluate the situation and exchange ideas. A «women» campaign.

From 6th to 19th May 2004, the FGTB has carried out the “women” campaign. The objective with which it set out was that of obtaining a better representation of women both professionally and within the FGTB. Within this framework, the following resolutions were voted during the last statutory FGTB congress, held from May to June 2002: (1) a resolution aimed at ensuring that women occupied a third of mandate positions in the Committee; (2) a resolution stipulating the objective of the alternation of men and women in social elections for

27

2004. It also attempted to integrate equality between men and women in the general policy of the FGTB and its actions. Women have been encouraged to present their candidatures in the following ways: (1) organisation of meetings so as to support women candidates; (2) organisation of a great concentration of 1000 women on April 23rd 2004. The next social elections will take place in 2008. So far, there is a statistical evaluation of this «women» campaign. It is likely that the three trade unions will sign a commitment protocol so as to improve the situation for the coming social elections. Information relating to pay equality

In Belgium, March 31st 2005 was dedicated to equal pay with the title « Equal Pay Day ». This action was a result of the initiative of the women in FGTB and « Zij Kant » (women’s movement of the Flemish Socialist Party). In Belgium, there is an average pay difference of 24% between men and women in terms of gross annual salary and of 12% in terms of gross hourly wage. In Belgium, women would have to work fifteen months so as to earn as much as men in a year ( gross salary ). Stickers and leaflets highlighting the pay difference between men and women were distributed for the event. The women from FGTB and Zij Kant want to repeat the celebration of « Equal Pay Day » every year and at some point throughout the year.

In other associations Integrating women in the construction sector

The INSERECO project aims to promote the insertion of new workers, amongst which women are particularly important, in the construction sector and, to this effect, it intends to improve the brand image of this sector of activity. This project is alternatively carried out in partnership with the Walloon Construction Confederation, the Walloon Training Institute, self-employed workers and SME’s, the Interdisciplinary Centre for the Training of Trainers of the University of Liej, the Walloon Ministry for Transport Equipment and, finally, the Walloon region. Reversing traditional social roles in the textile sector

The Ariadne project intends to encourage female job seekers to apply for jobs which have been traditionally male. Specifically, it has carried out a promotion campaign. Thanks to this campaign, some female job seekers have benefited from a comprehensive and individualised trip focused on employment in the textile sector. This project took place from October 2002 to December 2004. Informing on employment and training initiatives from a point of view of equality between men and women.

Euwedin 1 was carried out in 1998 and 1999 within the framework of the NOW programme ( New Opportunities for Women ) of the European Social Fund. In Belgium, the objective was finding socio-professional insertion bodies in the field focusing on long-term unemployed men and women so as to study how they take into account gender perspective in their initiatives. In Flanders, in 2000 and 2002, within the framework of Euwedin 2, several training courses have been offered to adults with a medium or higher education level. Training courses for cleaners and Horeca female workers.

In 2005, the Brussels Cultural Centre has launched a new project. This project studies promotion problems encountered by immigrant women. The project intends to involve male and female delegates and employers in the study and then suggest positive action plans in the shape of training plans that will allow women to have access to posts of responsibility.

28

Project: men and crèches. This project was launched by the training centre for the monitoring of children and

carried out in partnership with other associations. This project has the following objectives: encouraging, stimulating and prompting men to work in crèches and finding selection procedures which are neutral in terms of gender. In favour of a non-sexist education: initial training of the teaching staff.

In Belgium, this project has been launched by the Women Solidarity association and Refuge for Women Victims of Violence thanks to the support of the Daphné European programme. It represents a great step forward towards non-sexist education, towards an education that fights against gender stereotypes. This pilot project tries to integrate the problems of inequality between men and women within the sphere of basic training for teachers and has been carried out from January 2003 to June 2005.

29

55 .. CCOO NNCCLLUUSSII OO NNSS

Regarding the situation of women in the labour market in Belgium, there is greater participation of women in the labour market. Despite the fact that both men and women are present in higher education, they do not keep up the same relationship with employment. The rate of employment for women is lower than that of men. Women are more likely to have part-time contracts: 42.4 % of women as opposed 6.9 % of men. Women are more likely to interrupt their careers and there is a greater concentration of them in executive jobs and in predominantly female sectors and professions, which are less valued and not as well paid. There are more unemployed women than men: 9.6 % of women as opposed 7.6 % of men. Also, women run the risk of falling below the poverty line. In 1999, a study showed that women earned 89 % of the salary of men.

The following conclusions can be derived from the results obtained on the identification of gender stereotypes.

In terms of the average age of the interviewees, the global results show that 35 % of men are between 45 and 54, as is the case with 33 % of women.

In terms of the level of education of the interviewees, the global results show that 38 % of men and 24 % of women have upper secondary education diplomas.

Regarding the question of whether gender has an influence on getting a job, it can be said that, in all the sectors studied, interviewees of both sexes think that, in most cases, being a man or a woman sometimes has an influence on getting a job. In total, 55 % of interviewees think so. However, 50 % of interviewees, both men and women, have sometimes encountered difficulties in getting a job.

The difficulties encountered when trying to get a job, mainly by women, are the following: lack of time due to an unequal distribution of family duties, the existence of stereotypes and women’s lack of self-confidence.

As for personal obstacles encountered when trying to get a job, 83 % of interviewees said they had not found any.

In terms of stereotypes, interviewees have been invited to agree or disagree with a series of suggestions. Interviewees have expressed strong disagreement with the following statements: (1) women do not want to supervise other people’s work (96 %), (2) women are more willing to receive orders (94 %), (3) women are not as good at science and mathematics (93 %). However, interviewees agree with the following statements: (1) women have less physical strength (81 %), (2) women are more willing to take care of others (54 %). Also, 44% of interviewees thought that women would accept a lower salary.

In terms of the type of task carried out, we can see that 68 % of women are given administrative tasks and 88 % of men are given technical tasks. Finally, 60 % of men carry out management tasks.

Are interviewees satisfied with the tasks they carry out? Almost eight people out of ten say they are satisfied with the tasks they carry out in their job.

When asked whether their job fits their skills, 84 % of interviewees give affirmative responses.

Another question refers to the skills that are necessary in their current job. The following skills are the most mentioned: organisational skills (87 %), motivation (82 %), initiative (81 %) and being practical (76 %).

Regarding the existence of strategies aimed at increasing the employment of women, only 13% of interviewees mention the existence of measures to this effect. 55 % of interviewees say there are no measures in this sense and 32 % say they do not know.

30

Do interviewees perceive whether their sector is more female or more male? Education is perceived as a mixed sector by 80 % of men and 64% of women. The construction sector is perceived as a male sector by 85 % of men and 80 % of women. The banking sector is perceived as a female sector by 75 % of men and 63 % of women.

64 % of interviewees think that labour equality is a fact nowadays. The largest proportion of interviewees that think so are males and females in the education sector and mostly men in the banking sector. In other cases, the responses are not as clear-cut.

The three fundamental aspects mentioned when talking about labour inequality between men and women are, first, a mainly male management, second, preference given to men for promotion and, third, pay inequality.

70 % of interviewees think that management is almost always trusted to men. A large majority in the construction sector and in the banking sector think so. This consensus has not been found in the education sector.

Have strategies been adopted to increase the participation of women in management posts? 55 % of interviewees say that there is a lack of this kind of measures. Only 16 % of interviewees say that they know about this type of strategies. In this case, all of them seem to be adopted mainly in the banking sector, in which quotas and training courses seem to be the main strategies mentioned.

The difficulties encountered by women in getting into management posts that are mentioned most are: unequal share of family duties, male domination in the company management and women’s lack of self-confidence in their own abilities.

The absence of training courses on equality between men and women is mentioned by 87 % of interviewees, whereas 20 % of interviewees say that training courses for women have been given to help them into management posts. These courses have been given mainly in the banking sector and in the education sector, but very few have been given in the construction sector.

In terms of pay inequality between people in the same job, 64 % of interviewees had not seen any. More men (70 %) than women (58 %) said that there was no pay discrimination.

Almost eight people out of ten think that their work hours allow them to conciliate their professional and personal lives. Obviously, it can be inferred that most interviewees give this affirmative response because they work part time or in a sector ( education ) in which work hours allow for this conciliation.

Finally, the following measures to fight efficiently against gender stereotypes in the labour sphere were mentioned most: share of family duties (62 %), awareness since childhood regarding equality issues (61 %) and more crèche services and services for dependents (58 %). The responses given by men and women are generally similar, except those that refer to a better distribution of family duties, which is something that more women than men want.

Finally, in terms of the Good Practices Guide. Regarding legislation, Belgium can be proud of having important anti-discrimination

legislation that seeks to promote equality between men and women in the labour sphere. Both in the private and the public sector, the legislation attempts to ensure equality in three fundamental areas: access to employment, professional training and work conditions and forbidding anything that is opposed to equality. The law forbids discrimination in employment and pay inequality. Belgium has been implementing a positive actions policy since the 90s which aims to eliminate obstacles found by women in their professional life and to promote a mixed work environment. Subsequently, the positive action plans have been integrated into gender mainstreaming policy. More recently a new trend has emerged regarding equal opportunities: a policy of diversity as can be seen in the recent action plan « valuing diversity », run by the Federal Administration. Despite this important corpus of anti-discrimination legislation, equality has not always been a reality in the labour market. Other measures taken by the public powers can be mentioned, such as the QUO VADIS project, carried out by the Federal Ministry for Employment and Labour,

31

which aims to promote the integration of women in male professions and the EVA project, aimed at improving equal treatment for men and women.

In the area of collective agreements, there are plenty of examples in Belgium which include provisions which promote equality. The selected collective agreements try to launch positive action programmes, fix objectives and allocate funds to specific actions. Other collective agreements focus more on specific issues. Although collective agreements can lead to consolidating equal opportunities in the labour sphere, it is true that they have not always been fruitfully set in motion or followed up.

In the area of institutional measures, we can also find plenty of examples of projects aimed at promoting the integration of women in predominantly male professions ( INSERECO and ARIADNE projects ) or the integration of men in predominantly female professions ( men and crèches project ). Other initiatives have also been taken in order to improve equal treatment for men and women (the MONSALAIRE.BE web site, the EQUAL PAY DAY campaign ). It is also worth highlighting the will to integrate the gender dimension in trade union practices ( the Gender Mainstreaming and Trade Unions charter ).

fÉdÉration gÉnÉrale des travailleurs...

Documents