Session III: Living with and Managing Gender Stereotypes in Adulthood

Employer’s point of viewHelen Hoffmann

UEAPME Brdo, 29 - 30 January 2008

Conference: Elimination of Gender Stereotypes: Mission (Im)Possible?

UEAPME• European Association of Crafts, Small

and Medium- sized Enterprises• 99% of all companies in the EU are

SMEs, and 92% are micro enterprises with less that 10 employees.

• UEAPME is European Social Partner• UEAPME negotiates and signs

agreements • http://www.ueapme.com

Joint work of the European Social Partners on Gender Equality

• Not only legislation but needs to be practical • European Social Partners agreed on a Framework of Action

on Gender Equality (2005-2010) • 2 follow-up reports:

– 4 priorities at national level: gender roles and fight against stereotypes, work-life balance, promoting women in decision-making, equal pay

– Priority emphasis on desegregation of labour market– Trends: – Development of educational programmes for teachers and

pupils in schools– Organisation of career fairs or girls’ days in enterprises, incl.

on apprenticeships- Interactive information campaigns to encourage young-people

in non-traditional career paths - http://www.ueapme.com/docs/joint_position/

2007/0711_2nd_report_SP_gender_equality.pdf

Managing gender stereotypes: a company perspective

• Diversity in Member States • Gender equality issue important to

the company for a multitude of reasons:– Challenge of demographic change

and lack of skilled workers– Key productivity and business issue– Benefits for the company

Measures for addressing gender roles at the work

place Goal: Ensure gender mix in male or female dominated sectors and professions

• Cooperation with education and guidance bodies

• Equal recruitment: job titles and descriptions• Mix of measures and tailored made solutions• Differences between large and small companies:

– Limited financial resources to utilise• Adaptation of work place

- Ergonomics- Specific aspects

Practical example 1 – ”Who is the best in the

country?”• Initiative organised by German Association for Motor

Trade and Repairs • First national competition in 2007 for the best young

female apprentice in motor mechanics sector • Selection procedure: Country’s 10 best female

mechatronics had to fulfill typical tasks of a mechatronic

• Aim:- Attract more female apprentices in male dominated profession - Motivate and encourage high performance- Show opportunities - Create high visibility through information campaign

- Acts as incentive

Practical example 2 – Framework agreement

• Framework agreement signed by French Minister for Social Cohesion and Equality and CAPEB (Association representing Craftsmen and SMEs in the Construction Sector) in January 2007

• Promote gender mix & equality in construction sector • Fight stereotypes that devalorise construction sector

jobs and show positive aspects of these professions• Communication and awareness raising• Evaluation & implementation of agreement through

expert committee• Duration initially 3 years

Practical example 3 – Women’s Talent (Il Talento delle

donne)- Initiative organised by Italian National Crafts and SME

Association (CNA)- Female entrepreneurs and daughters in key roles in SMEs

and craft enterprises > generational handover of businesses

- Goal: Enhance management skills and strengthen women’s self-employment by optimising availability of specific products

- Tools: Seminars and training courses on business practices, HR, positive actions for equal opportunities within the company- Facilitate exchange of experience between senior and junior

entrepreneurs- Give a structured business transfer plan & personal training

plan, incl. generational handover under a gender viewpoint- http://www.ueapme.com/docs/compendium/compendium_print.pdf

Conclusion Elimination of Gender

Stereotypes1)Requires a shared responsibility of society,

employers, employees and education and training establishments to change mindset

2) Needs to start at a very early age 3) Is strongly influenced by family sphere4) Necessitates supportive guidance at school 5) Requires gender neutral recruitment policy6) Needs a sustained effort in disseminating

information at European, national, regional, local and enterprise level

Thank you for your attention!

Helen HoffmannSocial Policy Adviser

E-mail: h.hoffmann@ueapme.comTel: +32-(0)2 230 75 99Fax:+32 (0)22307861

www.ueapme.com