Conclusions

• Author: Sansonetti, Silvia; Davern, Eamonn
• Pages: 47-48

Study Report on PES approaches to the promotion of gender equality

47

2020

6. CONCLUSIONS

A number of PES report practices to address areas of labour market gender discrimination,

describing these initiatives as effective. However, limited information was supp lied on the

targets, success criteria/profiles for programmes described, or results achieved. The

initiatives relate t o the following aspects of g ender discrimination: gender stereotyping,

supporting work life balance, supporting women in vulnerable positions to overcome labour

market discrimination – includi ng from recruitment practices stigmatising women from

disadvantaged groups, structural youth unemployed compounded by gender

discrimination, women returners to work, and gender mainstreaming policies. Further

investigation of these promising practices can identify the potential fo r application more

widely, inclu ding across the EU, with possible adaptation to meet t he requirements and

situation in various member states. Though most PES report at least one or in some cases

several objectives to, at least partly, consider the advocacy of inclusion through, promoting

themes such as: women’s employability, standard working contracts, the employment of

women in non-traditional occupation s, women’s career pathways/addr essing pay gaps,

supporting work life balance, and particularly assisting women from vulnerable groups,

almost all PES can do m ore to further these agenda . PES are crucial agents in this regard

and this study has identified particular areas where they have scope to positively intervene.

PES can play an active role in combatting gender stereotyping through active engagement

with employers and workers’ organisations. This can take place at enterprise level and

through employer associations and workers’ organisations discussions within the usual

framework for social dialogue. This can promote the recruitment of women in sectors where

they are under-repr esented including through drawing the attention of enterprises to the

advantages in seeking t o attract workers from the widest pos sible talent pool. Particular

efforts should al so be made to emphasise the possibilities for women in seeking to enter

sectors where they are currently under-represented, especially in the more rewarding and

well remunerated jobs.

Similarly, PES can engage with both employers’ and workers’ representatives within

enterprises to promote and explain the advantages for both business and employees, which

can ensue from the promotion of work life balance policies. Advice in the form of Tool Kits

and other guidance for employers’ and workers’ representatives at firm level, particularly

addressing issues faced by SMEs, can assist in promoting this agenda.

Women from vulnerable groups can face considerable labour market disadvantage due to

barriers to both their social and labour market integration from their precarious situations.

PES are well placed to identify these barriers and intervene to combat and r emove them,

including through combined interventions with other agencies. Their engagement,

interacting with workers’ representatives at firm level or at a higher level with trade unions

could actively challenge negative employer stereotypes i f adopted as a priority for their

employer liaison activities.

Problems experienced by women returning to the labour market were identified a s the

issue most frequently monitored by PES. The PES can off er specific dedicated counselling

to assist women in overcoming and removing barriers, including those experienced b y

returners. This should include identification of training and skills development programmes

suited to women’s’ needs and identification of, and access to, funding to facilitate positive

transitions.

Ultimately, PES success in addressing gender discrimination requires their active promotion

of gender mainstreaming. This needs endorsement from the most senior levels within PES

to ensure equality both within t heir organisations through internal HR policies, and in all

aspects of job matching, counselling, and employer engag ement within the overall

framework of open and effective social dialogue involving workers’ and employers’