Transcript L`économie sociale, actrice de la lutte contre la

Budapest, February 26, 2010
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CHALLENGES AND TOOLS OF WORK/LIFE
BALANCE IN EUROPE IN A GENDER
EQUALITY PERSPECTIVE
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« A TRIO FOR GENDER EQUALITY 20102011 » - INTERNATIONAL CONFERENCE
CHALLENGES AT THE EUROPEAN
LEVEL
o
« Demographic bomb »: low birth rates and ageing of the
population as a challenge for social security shemes
o
Low participation of women to the labour market
o
Diversification of family structures: lone parents, traditional
families, same sex families, couples living apart together,
precarity of couples,..
o
Increasing awareness of the qualitative,
environmental dimensions of economic growth
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social
and
WORK/LIFE BALANCE
OBJECTIVES
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Growth and competitiveness
Improvement of the quality of life and social cohesion
Gender equality
(1) Report from the Commission on Equality between women and men — 2008
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“The possibility of reconciling professional life and private life depends both
on modern work organisation (combining flexibility and security, taking
account of gender) and on the availability of accessible and affordable
quality services.(1) “
TOOLS: EU LEGISLATION
AND SOCIAL DIALOGUE
o
1993 Directive on working time
-
the minimum daily rest period of 11 consecutive hours per period of 24 hours;
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an average weekly working period of not more than 48 hours, including the overtime for each
seven-day period.,…
But « opting out clause »!
o
1997 Directive on part-time working
o
Proposal for a directive on maternity leave
In her second draft report, Mrs Estrela proposes that maternity leave be extended from 14 to 20
weeks. The worker would be paid 100% of her salary for the first six first weeks of the leave
period, and not less than 85% for the rest. The rapporteur also wants to introduce new provisions
on paid paternity leave. The committee vote is scheduled for 23 February 2010 and the plenary
vote for the March II session in Brussels.
o
Political agreement for a directive on the framework agreement
concluded by the EU social partners on parental leave
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Increase from minumum 3 months to minimum 4 months with 1 month mandatorily non
transferable
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Part-time workers, fixed-term contracts workers and temporaly workers are explicitely included in
the scope of the agreement
But: Remuneration remains at the discretion of MS as well as continuity of entitlement to
social security rights
TOOLS: HUMAN RESSOURCES
MANAGEMENT
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But also: children care provisions (for babies under the school
age, for sick children, holidays trainings…), provision of
services (sharpening, washing, shopping,…), extra-legal
financial advantages, gender equality policies
 All those systems are more or less interesting for workers
depending on the way and the spirit according to which they
are developped
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Flexible time schedules
Systems allowing workers to recover overtime
Measures allowing the annualisation of the working time
Working weeks of four days
Saving time accounts
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TOOLS:SSIG OTHER
POLICIES
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Social time policies: opening hours of medical, cultural, or
sport services, after-school care services, adaptation of the
school holidays calendar, etc. (+)
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Technology of information and communication (+/-)
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Mobility solutions: decentralized offices, car sharing,… (+)
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combat stereotypes linked to gender and cultural origin (+)
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Family solidarity (-)
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Social Services of General Interest: care services for children,
aged and/or disable people (+)
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Thank you!