A future of work in which women will no longer lag behind men is within reach, but it will take a quantum leap, not just hesitant incremental steps, to get there, according to a new International Labour Organisation (ILO) report published for International Women’s Day tomorrow.
"We need to make it happen, and the report, 'A Quantum leap for gender equality: For a better future of work for all', provides a way forward,” said director at the ILO Conditions of Work and Equality Department Manuela Tomei.
The report is the culmination of five years of work under the ILO’s Women at Work Centenary Initiative. It finds that in the last 27 years the difference in the employment rates for men and women has shrunk by less than two percentage points. In 2018, women are still 26 percentage points less likely to be in employment than men. This contrasts with the findings of an ILO-Gallup 2017 global report on women’s and men’s preferences about women’s participation in paid work, which found that 70 per cent of women prefer to have a job rather than staying at home and that men agree.
In addition, between 2005 and 2015, the ‘motherhood employment penalty’, the difference in the proportion of adult women with children under six years in employment, compared to women without young children, increased significantly, by 38 per cent.
Moreover, women are still underrepresented at the top, a situation that has changed very little in the last 30 years. Fewer than one third of managers are women, although they are likely to be better educated than their male counterparts. The report shows generally that education is not the main reason for lower employment rates and lower pay of women, but rather that women do not receive the same dividends for education as men.
There is also a ‘motherhood leadership penalty’: only 25 per cent of managers with children under six years of age are women. Women’s share rises to 31 per cent for managers without young children.
The gender wage gap remains at an average of 20 per cent globally. Mothers experience a ‘motherhood wage penalty’ that compounds across their working life, while fathers enjoy a wage premium.
"We need to make it happen, and the report, 'A Quantum leap for gender equality: For a better future of work for all', provides a way forward,” said director at the ILO Conditions of Work and Equality Department Manuela Tomei.
The report is the culmination of five years of work under the ILO’s Women at Work Centenary Initiative. It finds that in the last 27 years the difference in the employment rates for men and women has shrunk by less than two percentage points. In 2018, women are still 26 percentage points less likely to be in employment than men. This contrasts with the findings of an ILO-Gallup 2017 global report on women’s and men’s preferences about women’s participation in paid work, which found that 70 per cent of women prefer to have a job rather than staying at home and that men agree.
In addition, between 2005 and 2015, the ‘motherhood employment penalty’, the difference in the proportion of adult women with children under six years in employment, compared to women without young children, increased significantly, by 38 per cent.
Moreover, women are still underrepresented at the top, a situation that has changed very little in the last 30 years. Fewer than one third of managers are women, although they are likely to be better educated than their male counterparts. The report shows generally that education is not the main reason for lower employment rates and lower pay of women, but rather that women do not receive the same dividends for education as men.
There is also a ‘motherhood leadership penalty’: only 25 per cent of managers with children under six years of age are women. Women’s share rises to 31 per cent for managers without young children.
The gender wage gap remains at an average of 20 per cent globally. Mothers experience a ‘motherhood wage penalty’ that compounds across their working life, while fathers enjoy a wage premium.
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