Breaking through glass ceiling Women in management
İÇİNDEKİLERCONTENTSPreface Acknowledgements List of abbreviations 1. Gender inequalities in the labour market and in society Introduction Women's increasing participation in the labour force . . . Women's jobs in flexible labour markets Men's jobs, women's jobs: Occupational segregation . . . Closing the pay gap between men and women Reconciling work and family Gender equality in societY: Social and economic indicators Conclusion 2. Women in professional and managerial jobs Introduction Statistical issues involved in classifying professional and managerial employees Women in professional jobs Women in managerial jobs: The figures Uneven and slow progress for women in management Women at the top Women managers in the financial, business and banking sectors Women managers in the public service "Glass walls" Women in politics Earnings gaps between female and male managers Obstacles to breaking through the glass ceiling Conclusion 3. Improving women's qualifications and opportunities: A key element in breaking through the glass ceiling . . . Introduction The improved educational achievements of young women . . . New gender choices in careers Strategies to widen the educational choices of girls and women Eliminating sex-role stereotyping in educational curricula Awareness-raising on educational choices Promoting gender equality in the teaching profession . . . On-the-job training Conclusion Breaking through the glass ceiling 4. At the workplace: Career development in practice Introduction Gender differences in career paths Getting over the recruitment hurdle Promotion opportunities Recruiting for top jobs The right training Working time Job design and work organization Balancing professional and family responsibilities Combating sexual harassment Human resource management to advance women Equal employment opportunity policies Achieving targets: Positive action Diversity management Total E-Quality Human resources information: The need for benchmarking Key career-building strategies Networking Career tracking Mentoring Succession planning A comprehensive approach Ensuring effectiveness Sensitization Evaluation Commitment and accountability Conclusion 5. Policies for promoting women in management Introduction National policies and programmes Promoting positive action Programmes addressing the glass ceiling . The role of the social partners Women networking Conclusion International action to promote equal employment opportunities . Introduction International labour standards on women workers ILO standards on gender equality Discrimination in employment and occupation Equal remuneration Maternity protection Workers with family responsibilities From protection to equal treatment Global actions taken within the United Nations system The United Nations Convention on the Elimination of all Forms of Discrimination against Women The 1995 Fourth World Conference on Women Beijing+5: Global High-level Plenary Review of the Beijing Platform for Action ILO policies and programmes to promote equality in employment . . Women workers' rights "More and Better Jobs for Women" Mainstreaming gender issues Women in management Gender equality and employers' organizations How employers and their organizations can promote gender equality in the workplace Gender equality and trade unions Social dialogue on gender equality Conclusion Select bibliography Annex I. Gender disparity: HDI, GDI and GEM rankings by country . . . Figures 1.1. Women's economic activity rates for the age group 20-54 in 1950, 1970, 1990 and 2010 (world, more-developed and less-developed regions) . . . 1.2. M-shape 1.3. Economic activity rates by sex and age group in 1950, 1970, 1990 and 2010 (world and selected countries) 1.4. Women's share in the labour force in 1970, 1990, 2000 and 2010 (world and by region) 1.5. Proportion of part-time workers compared with total employment, 1996-97 (selected countries) 1.6. Involuntary part-time work as a percentage of total employment, 1993-95 or nearest year (selected countries and areas) 1.7. Women's percentage share of jobs in financing, insurance, real estate and business services, 1989-92 and 1996-98 (selected countries and areas) . . 1.8. Women's gross hourly wages as a percentage of men's, 1995 (selected European countries) 1.9. Mean annual earnings of university-educated women as a percentage of those of university-educated men in two age brackets, 1995-96 (selected OECD countries) 1.10. International comparison of wage differentials and share of housework by sex (selected OECD countries) 2.1. The glass ceiling in the organizational pyramid 2.2. Women's percentage share of professional work, 1993-95 and 1997-98 (selected countries) 2.3. Percentage of people employed in legislative, senior official and managerial positions, 1998 (selected countries) 2.4. Women's percentage share of legislators, senior officials and managers and their share in total employment, 1998-99 (selected countries) . . . . . 2.5. Women's percentage share of administrative and managerial positions, and their share in total employment, 1997-98 (selected countries) 2.6. Women's percentage share of legislators, senior officials and managers, 1993-95 and 1997-98 (selected countries) 2.7. Women's percentage share of senior executive positions in major corporations, Brazil, 1990 2.8. Percentage of women managers in the United Kingdom by function group, 1998 2.9. The glass ceiling and glass walls in the organizational pyramid 2.10. Indicative survey of posts of presidents of parliamentary committees held by women, world overview 2.11. Percentage of government positions occupied by women, 1996 (selected countries by region) 2.12. Percentage of women employers, 1989-91 and 1997-98 (selected countries) 3.1. Overall number of female graduates per 100 male graduates at upper-secondary level in selected EU Member States, 1995-96 3.2. Female graduates per 100 male graduates at upper-secondary level in selected EU Member States (general education), 1995-96 3.3. Female graduates per 100 male graduates at upper-secondary level in selected EU Member States (vocational education), 1995-96 3.4. Women's percentage share of enrolments at third-level institutions, 1985 and 1996 (worldwide and by region) 3.5. Percentage of degrees obtained by women at institutions of higher education by type of degree, 1990 and 1996 (United States) 3.6. Percentage of degrees awarded to women by subject area, 1990 and 1996 (United States) 3.7. Number of science graduates per 100,000 individuals in the labour force, men and women aged 25-34, 1995 (selected OECD countries) 3.8. Percentage of university-level qualifications in different subject categories by sex, 1996 (OECD countries) 3.9. Percentage of non-university qualifications in different subject categories by sex, 1996 (OECD countries) 3.10. Percentage of women engineering students attending third-level institutions, 1990-91 and 1995-97 or nearest years (selected countries) . . 3.11. Percentage of primary degrees (ISCED 6) in maths and computer science awarded to women, 1996-97 or nearest years (selected countries and territories) 3.12. Percentage of postgraduate degrees (ISCED 7) in maths and computer science awarded to women, 1996-97 (selected countries) 3.13. Percentage of female business and administration students in third-level education (ISCED 7), 1990-91 and 1995-97 or nearest year (selected countries) 4.1. Percentage distribution of men and women by career track, Japan 4.2. Why is female representation so low? 4.3. Executives' perceptions of women's opportunities in entry-level jobs in selected Asian countries and territories, 1997 4.4. Balancing career and personal life, United States: How women executives do it ..................................... 4.5. To what extent is sexual harassment in the workplace a problem in your country/territory? (selected Asian countries/territories, 1997) 4.6. Awareness-based diversity-training model Tables 1.1. Attitudes of men and women towards working women in the United States, 1978, 1986 and 1995 1.2. Changes in occupational segregation in the United States, 1974-94 . . . , 1.3. Percentage of women employees and women managers in European banks, 1995 2.1. Proportion of women in executive positions in European banks, 1990 and 1995 2.2. Share of women at decision-making level in EU ministries of finance, 1994-95 2.3. Percentage of men in male-dominated managerial and professional occupations, various years (selected countries and territories) 2.4. Women in committees of the European Parliament: Parliamentary term 1999-2004 2.5. Obstacles to the recruitment and promotion of women to junior, middle and senior management positions in Europe: Viewpoints of personnel managers and female bank managers (in percentages) 3.1. Women's percentage share of enrolment at third-level institutions, 1985 and 1996 (least-developed, developing and developed countries) . . 3.2. Women as a percentage of total staff and student bodies in third-level institutions, 1995-97 or nearest year (selected countries by region) 4.1. Factors suggested by women in Europe for improving women's recruitment at different management levels 4.2. Diversity management and equal opportunities: Different approaches . . 6.1. Women on the governing bodies of selected business or employers' organizations, latest year available (selected Latin American countries) . . 6.2. Women on the national governing bodies of national unions and union confederations, latest year available (selected Latin American countries) . Boxes 4.1. Some typical characteristics of the sexes 4.2. Myths associated with women in business and common reservations about hiring/promoting women 4.3. Making procedures gender neutral: Measures selected by Toronto-Dominion Bank 4.4. Sexual harassment policy statement of the Prudential Insurance Company of America 4.5. Checklist for Total E-Quality label 4.6. Making a mentoring programme successful 4.7. Retaining women: A checklist 4.8. Example of a comprehensive affirmative action programme 4.9. Key actions for genuine commitment 5.1. The Berlin Anti-Discrimination (Public Sector) Act, 1991 6.1. Strengthening social dialogue on gender issues in the Southern Cone . . .  |
