breaking through the glass ceiling - international labour 打破玻璃天花板国际劳工

Breaking through the glass ceiling,Women in Management,What is the Glass Ceiling?,The invisible artificial barriers that block women from senior executive jobsIt is a reflection of gender roles and relations which give rise to and perpetuate inequalities between women and men in all walks of lifeSticky floor- keeping women stuck at the bottom of the economic pyramid,The Glass Ceiling,Support staff(Majority women),Pyramidal Organizational Structure,Glass Ceiling,Women,Men,ILO Geneva,Why does the Glass Ceiling exist?,The way the work it self is organizedBalancing work and familyOccupational segregation- mens jobs, womens jobsGender pay gap- 10 to 30 percentage points,Gender division in time spent on work and family Women work longer hours than menWomen perform most unpaid work Womens lack of line management experience,Glass Walls,ILO Geneva,Womengraduates,Men graduates,Glass Ceiling,Glass walls,Support staff(majority women),Pyramidal Organizational Structure,Women Managers/Employment,Some Statistics,Women hold 1 to 3 per cent of top executive jobs in the largest corporations world wideOnly 12 countries have a women head of stateOnly 14 % of the worlds Parliamentarians are womenOnly 1 per cent of trade union leaders are women,Women in Management,ILO Geneva,Top jobs 1-5 percent of executive jobs occupied by women.Senior management 10-20 percent.Managerial jobs 6-30 percent.Administrative and managerial 10-43 percent.Professional and technical 20-60 percent.,% WOMEN PROFESSIONAL STAFF UN SYSTEM DEC.2000,UNFPA 50.4 WHO 33.2UNICEF 44WIPO 30 WFP 42.9 ITU 25UNESCO 42.8 FAO 23.5 UNDP 39 WMO 21.7UNHCR 38.9 UNIDO 20.1 UN 36.2 IAEA 17.3ILO 33.3 TOTAL 33.7,Glass ceiling in the UN System % Women Dec. 2000,Glass ceiling in the UN System % Women Dec. 2000,Glass ceiling in the UN System % Women Dec. 2000,Why Dismantle the Glass Ceiling,Women are a key resource in the race to create new products and resourcesWomens skills level is risingMore and more women are starting businesses Its not only the right thing to do, its also good for business,Gender equality contributes to economic growth and family welfare,Organizations and firms will depend more and more on having a balanced mix of masculine and feminine attributes at all levels.,Strategies to break through the Glass Ceiling,Diversify occupations for women and menFoster greater sharing of family responsibilitiesObjective and unbiased recruitment and promotion procedures Gender-sensitive human resource policiesCultivate and nurture womens entrepreneurial talents,Gender-Sensitive Human Resource Policies,mentoring and networkinggiving young women challenging,varied and visible assignmentswork-family or work-life programmessexual harassment policyflexible working time and work placetraining,Human Resource Management to Advance Women,equal employment opportunity policyachieving targets: positive actiondiversity management - visible and non-visible differences that include factors such as sex, age, background, race, disability, personality and work styleTotal E-Quality- gender equality a pre-condition for the delivery of quality products and services,5 key result areas1. Policy statement2. GMS in structure3. Capacity building 4. GMS in work of ILO 5. Gender-sensitive HRD,ILO ACTION PLAN on Gender Equality and Mainstreaming,ILO Gender Audit Recommendations,Clear set of targets to improve staff sex balance at all levelsContinue to promote female leadership in the Office and actively target women for senior postsCreate a working environment for a more balanced professional and private lifeNon tolerance of sexual and other forms of harassment and all forms of sexist behaviour,ILO objective on gender equality,ILO constituents take positive action to increase gender equality in the world of workIndicator: ILO constituents make measurable progress in the representation of women at decision-making level to attain balanced participation of men and women,ILO objective on gender equality,Target: An accurate count of the number and status of women and men participating in ILO meetings, seminars, training under regular and extra-budgetary funding,ILO objective on gender equality,Strategy:Develop a methodology to collect and track participation rates in order to etablish a baseline for measuring progressAnalyse trends in particpation rates and report on them regularly to the Governing Body and the ILCDocument an