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4C. LABOUR MARKET SEGREGATION
37 EIGE (2021), 'Gender Statistics Database: Transport in the EU: Too few women in decision-making', available at: https://eige.europa.eu/gender-statistics/dgs/data-talks/transport-eu-too-few-women-decision-making
Europe s economy has a strong sectoral gender disbalance, both in training and in the workforce. These disparities mean that parts of the labour market have more men and others more women, and this trend has consequences, especially in the ICT and care sectors. According to 2020 data, only four in ten workers in the EU are employed in a gender-balanced sector, where the workforce comprises at least 40% of both men and women37. Furthermore, women are often absent from leadership positions as a result of discrimination, part-time work, and parental leave.
This persistent gender segregation leads not only to earnings differentials, but also reduced talent pools, untapped potential and unfulfilled career aspirations. A new report by EIGE highlights that artificial intelligence and gig work have the potential to improve gender equality in the workforce, but also harbour possible risks of reinforcing sexism and stereotypes and increasing insecure work.
Narrowing the gender gaps in all sectors has the potential to create fairer economic growth and make significant strides towards economic independence for women. Public employers often have one of the most visible divisions of labour, in that women often work on education or culture, while men are more prevalent in financial or transport related teams. This, along with the underrepresentation of women in senior roles and unequal parental leave arrangements, plays a part in unequal pay within local administrations. These challenges need concerted action at all levels of government and across sectors and stakeholders. Cities have certain levers they can use to contribute, for instance in business support, skills training, schools and careers services, given that gender stereotypes are the motion force behind labour market segregation, influencing subject choices and career aspirations for girls and boys from a young age. See also chapter 4F on training and education for more.
The Story of Gdańsk Women s Shipbuilding [Gdańsk, Poland]
The municipality of Gdańsk has developed an app for smartphones and tablets to feature the changing role of women s employment in its famous Shipyard from 1945 to 1996. The goal is to feature women s perspectives on the Gdańsk Shipyard by giving voice to their career development and everyday working experiences and encourage more girls and women to move into this rewarding and viable local career path. Shipyard is a Woman is an updated version of the application which includes photographs, sound materials and biographies. The voice of Alina Pienkowska is featured, as well as excerpts from a documentary about women in Gdańsk Shipyard recorded in 1968. The digital social archive on the official website further includes podcasts, an audio guide of the shipyard, a book entitled Shipyard is a Woman and lots of archival material.
[ CALL TO ACTION ] Do you want to get to work on reducing labour market segregation? Check out the European Association for Local Democracy s guidance for career advisors to help dismantle gender perceptions of work, and encourage young people to pursue wider studies and aspirations, irrespective of their gender.
Case Study
