Gender mainstreaming in the enlarged European Union: recent developments in the European employment strategy and Social Inclusion Process

The European Union (EU) has an explicit commitment to raise the employment rate for women and to advance gender mainstreaming (GM) and gender equality in both employment and social inclusion policies. In this article we assess developments in the latest round of National Action Plans (NAPs), with particular attention to the situations in the 10 new member states. GM continues to be patchy and inadequate, with a similarly narrow focus in both ‘old’ and ‘new’ member states. After enlargement, the greater diversity of national situations in conjunction with ongoing reforms to EU policy frameworks create new challenges for GM.     

The ever‐declining role of gender equality in the European Employment Strategy

This article analyses the changing position of gender in the European Employment Strategy (EES) since its 2005 relaunch. Overall, we find a picture of mixed progress towards gender equality goals across Member States. There is evidence of the EU soft law approach leading to positive developments as the use of targets in conjunction with Country‐Specific Recommendations and Points‐to‐Watch have had some influence in promoting gender equality policies among Member States. However, the weakened position of gender mainstreaming in European‐level initiatives has led to gender being marginalised or ignored in national and EU policy responses to the crisis. The prominence of gender has declined further in the 2010 revision of the EES under the 2020 banner. This introduces new risks as the emphasis on gender equality falls further down the list of priorities in the streamlining of the Lisbon Process.     

Gender equality still on the European agenda—but for how long?

While the momentum has certainly not yet disappeared from the gender equality agenda within Europe, the impact of that agenda remains patchy. Progress within individual member states has been significant but not always steady or cumulative. At the European level more attention has been paid to the gender pay gap but policy initiatives remain weak. The loss of the equal opportunities pillar in the new employment guidelines puts this momentum at risk but the new phase still includes commitments to an integrated strategy of gender mainstreaming and equal opportunities.     

Work–life balance in the EU and leave arrangements across welfare regimes

Work–life balance has been a central theme of the EU gender equality framework and has been promoted through both ‘hard’ and ‘soft’ components. Although the EU concern in promoting work–life balance has been more to increase employment and economic productivity than to promote gender equality, all Member States have now established standards in accordance with the EU regulations. Statutory leave arrangements are a key component of work–life balance policies and they vary significantly across Member States with different welfare regime traditions. This study examines the transposition of EU Directives and the implications of the European Employment Strategy for leave arrangements across the UK, Denmark, France and Spain as exemplars of four welfare regimes.     

The renewed Lisbon Strategy and social exclusion policy

In the light of its manifest mid‐term failure to make progress towards its key objectives, the EU introduced in 2005 a major ‘relaunch’ of its Lisbon Strategy for economic, employment and social development. The core aspect of this was ‘prioritisation’, involving an increased focus on growth and jobs. This raised the issue of whether the pursuit of greater competitiveness would lead to a downgrading of the importance of the original social objectives of the programme. In its focal concern on the fight against social exclusion, the EU's strategy involved both employment and social objectives. These emphasised in particular the creation not only of more but of ‘better jobs’ and the pursuit of actions to reinforce ‘social inclusion’ and ‘social cohesion’. This article considers whether a significant shift did occur in policy emphasis and the implications of the Lisbon reform for progress in reducing the risks of social exclusion. It reviews first the basic changes in the formulation of the strategy and then examines in turn the effectiveness of its policy initiatives with respect to employment, the quality of work and social inclusion.     

The ups and downs of European gender equality policy

In 2003, equal opportunities policy in the European Union suffered both ups and downs. New opportunities came in the guise of the hotly contested new directive on gender equality outside the field of employment, in the invitation to present the first of an annual report on equality between women and men to the Spring Council, in the consolidation of gender mainstreaming within the second round of the National Action Plans on social inclusion and in the new commitments to ‘substantial reductions by 2010’ in gender gaps in employment, unemployment and pay that were included in the new employment guidelines in 2003. These new guidelines presented, however, a major challenge to gender equality as the new phase of the European Employment Strategy dispensed with the four pillars, and therefore the equal opportunities pillar. Instead gender equality became just one of 10 new guidelines. In December the launch of the Employment Taskforce report appeared to push employment policy back more to a ‘full employment with flexibility’ approach and away from concerns with job quality. The focus was therefore more on the integration of women into employment rather than on closing the equality gap.     

Job quality in Europe

Promoting job quality and gender equality are objectives of the European Employment Strategy (EES) in spite of a downgrading of the attention given to both in the revised employment guidelines and the relaunch of the Lisbon Process. However, advances on both of these objectives may be important complements to the employment rate targets of the EES, as access to good quality jobs for both sexes is likely to help sustain higher employment rates. While the European Commission has a broad view of the concept of job quality in practice, it relies on a selection of labour market type indicators that say little about the quality of the actual jobs people do. Using data from the 2005 European Working Conditions survey, we analyse job quality along three dimensions: job content, autonomy and working conditions. We conclude that gender and occupational status, along with other job characteristics such as working time and sector, have more influence on an individual's job quality than the country or ‘national model’ they are situated in. Our results also demonstrate the value of developing indicators of job quality that are both gender sensitive and derived at the level of the job rather than the labour market in order to advance EU policy and academic debate on this topic.     

Gender‐based equal opportunities policy and practice in small firms: the impact of HR professionals1

This article assesses the impact of HR qualified professionals on the adoption of gender‐based equal opportunities policies and practices in small businesses. Earlier research has shown a low level of take‐up of equal opportunities initiatives in small firms. This article explores whether the presence of an HR professional in small to medium‐sized enterprises is associated with a greater level of take‐up of (a) gender‐based equality policies and (b) gender‐based equality practices than in small to medium‐sized enterprises that do not have such expertise. In doing so, the authors draw on empirical data from a recent European Social Fund sponsored study of equal opportunities policy and practice in small to medium‐sized enterprises in the UK. The main finding is that the presence of an HR professional is associated with a greater level of take‐up of formal equality policies, but not with the implementation of equality practices. The authors explore possible reasons for this and consider the implications for the HR profession and the promotion of equality of opportunity in the small business sector.     

Gender equality and economic complexity

This study is the first attempt to examine the influence of gender equality on economic complexity. Specifically, we investigate the effects of four aspects (employment, health, education, rights) of gender equality with 20 variables in an economic complexity index. To deal with potential endogeneity, we used the two-step system–generalized method of moments approach with an unbalanced panel of data on 119 economies from 1991 to 2017. First, labor participation in industry or service sectors as well as wage and salaried employment by women appears to improve economic complexity, while women’s employment in agriculture, contributions to family workers, self-employment, and vulnerable employment have a negative impact. Second, better health conditions for women increase economic complexity. Third, gender equality in education has a positive impact on economic complexity. Fourth, the empowerment of women in terms of socioeconomic-political rights is a positive factor for economic complexity. Overall, gender equality has great benefits for economic complexity.     

Is positive action ‘positive’? Collective bargaining and gender relations in the Irish civil service

Participation in the EC has given Irish unions the clout to press for equality policies. However, economic factors combined with an entrenched sex-gender system hinder women's progress in achieving employment equity. Within the civil service, positive action policies have tended to perpetuate women's marginal status and discourage their labour force attachment.     

Gender equality and comparative HRM: A 40-year review

Guided by comparative human resource management (HRM) research, we review and critically assess the literature on gender equality in work settings. To this end, we consider quantitative articles published between 1980 and 2021. We apply a multi-level and multi-dimensional framework focused on three gender equality perspectives (i.e., Hofstede, GLOBE, and socioeconomic) and the HRM chain (e.g., policies and practices) as well as individual and organizational outcomes. Consistent with previous literature in the field of comparative HRM, we find that the three gender equality perspectives explain significant differences in the HRM chain as well as in both individual-level and organizational-level outcomes. Extending comparative HRM literature, we find that the three gender equality perspectives influence our research community differently, show similarities and differences in outcomes, associate with different effects (i.e., enabling and enhancing), and differ in the direction of such effects. Our study contributes to evidence-based policy and practice in organizations that align their HR strategies to the United Nations Sustainable Development Goal 5 (Gender Equality).     

OECD Efforts to Address the Measurement and Policy Challenges Posed by the Information Society

The OECD has acted as a forum for the discussion of policies regarding the information society for over 20-years, producing guidelines and recommendations in areas such as privacy of personal information, computer security, cryptography, regulatory reform of communications, and most recently on-line consumer protection and the taxation of e-commerce. By and large, this work was undertaken without the benefit of statistical measures. But the economic performance of a number of OECD Member countries during the 1990s underscores that the policy challenges being posed by the information society are increasingly economic in nature—how ICT is affecting productivity, growth rates, inflation, labour markets etc.—necessitating the need for statistically rigorous data. This paper outlines how recent efforts by national statistical offices to improve this situation have allowed researchers to gain new insight into the economic impact associated with ICTs and applications like e-commerce, leading to a number of policy recommendations as to how best to exploit the economic potential of these technologies. The paper ends by outlining important policy issues that require new statistical efforts.     

City Children and Genderfied Neighbourhoods: The New Generation as Urban Regeneration Strategy

Former industrial cities in the West are employing gentrification as urban policy. In these policies, women and families currently play an important role as gentrification pioneers. In my analysis of Rotterdam in the Netherlands, I propose the term genderfication to understand the gender dimensions of this process. Genderfication refers to the production of space for different gender relations. I analyse Rotterdam's urban planning program for becoming a ‘child‐friendly city’, which entails replacing existing urban dwellings with new, larger and more expensive ‘family‐friendly homes’ as a strategy for urban re‐generation. Urban re‐generation supplements regeneration in the form of material and economic restructuring, and refers to the replacement of part of the current population by a new and better suited generation. The ‘child‐friendly city program’ is considered in tandem with punitive ‘youth policies’.     

Price distortion in the transition process: A CGE analysis of China's case

The correct evaluation of price distortion is a prerequisite for designing the correct price reform policy which is of tremendous importance in the transitions process from a centrally planned economy to a market economy. The purpose of this paper is to investigate the advantages and shortcomings of various criteria for evaluating price distortion. Based on the characteristics of a two-tiered planned-market system in Chinese economic reform, a computable general equilibrium (CGE) model has been built to evaluate quantitatively the degree of price distortion in the prevailing price system and the effects of price adjustments in order to propose a reasonable price reform policy. The difference between the planned price and the equilibrium price seems to be a better indicator for evaluating the degree of price distortion than others. Furthermore, this difference provides more accurate feedback for price reform policies in order to ensure a stable and controllable price reform process.     

Economic development and growth in Colombia: An empirical analysis with super-efficiency DEA and panel data models

In this paper, we analyse economic development and growth through traditional measures (gross domestic product and human development index) and Data Envelopment Analysis (DEA) in Colombian departments over the period 1993–2007. We use a DEA model to measure and rank economic development and growth from different approaches such as poverty, equality and security. The results show considerable variation in efficiency scores across departments. A second-stage panel data analysis with fixed effects reveals that higher levels of economic activity, quality life, employment and security are associated with a higher efficiency score based on the standards of living, poverty, equality and security. All findings of this analysis should demonstrate that economic development and growth could be achieved most effectively through a decrease in poverty, an increase in equality, a reduction in violence, and improved security. This indicates the need to generate effective policies that guarantee the achievement of these elements in the interest of all members of society.     

The Management Implications of Women's Employment Disadvantage in a Female-Dominated Profession: A Study of NHS Nursing

Current explanations of gender inequality in paid employment fall into two broad groups. Firstly, there are theorists who argue that the actions and strategies of managers maintain and perpetuate unequal outcomes for women in the labour market. Secondly, there are theorists who argue that women's lower commitment to work determines their job choices and outcomes. A survey of 643 qualified female NHS nurses examines both approaches. We argue that recognizing not only the existence of gender-based disadvantage but also its sources are important in devising effective managerial policies and initiatives. Also, conventionally less attention has been given to patterns of individual disadvantage for employees within workforces dominated by members of the same gender. Employment disadvantage is shown to exist in the single gender workforce, as in the more general case, but its operation is subtler and more difficult for managers to detect. This suggests a number of important management implications: a clear need for diagnosing potential patterns of disadvantage which may be relatively covert; the need to recognize the imperative for monitoring employment equity beyond regulatory compliance; the need for the implementation of effective strategy; and managers' need to evaluate the adequacy of not simply equal opportunities policies, but the broader issue of long-term career planning.     

Migration consequences of welfare reform

We investigate whether recent changes in welfare policy affect the migration of low-educated unmarried mothers. Estimates indicate that welfare reform is associated with an increase in employment-related intrastate migration, and a decrease in non-employment related migration, both within and between states. The net effect was a small increase in intrastate migration and a small decrease in interstate migration. The close link between migration and employment suggests that welfare reform has motivated low-income women to move for economic reasons. In general, welfare policy appears to have a much larger effect on residential location because of its relationship to employment than because of benefit differences between states.     

Will Labour’s Economic Programme Work?

If Labour is elected to government on 1 May, it will inherit the lowest inflation of any incoming government over the last fifty years but the highest unemployment. At the same time, public borrowing is running at an unsustainable high level. In this article, Andrew Sentance examines Labour's plans to expand employment while reducing public borrowing and containing inflation. He argues that Labour's economic programme could work but a number of pitfalls need to be avoided. Monetary policy will need to be tightened after the Election and the fiscal squeeze implied by Conservative spending plans maintained – if necessary through higher taxes. The benefits from Labour's employment policies could also be undermined by a high minimum wage, particularly if applied to young workers.     

Living flexibly? How Europe's science researchers manage mobility,fixed-term employment and life outside work

This paper draws from interviews with mobile science researchers to explore experiences of mobility and fixed-term employment in the EU. The paper takes a socio-legal approach, aiming to understand the contribution of EU law and policy to the resource framework within which career decisions are made. The high incidence of fixed-term employment and the expectation of geographic mobility in science labour markets has made science researchers very ‘flexible’ employees and, arguably, model EU citizens. But how are these factors managed in the context of every-day life? Developing sound empirical evidence of how individuals experience mobility and fixed-term employment could lead to more sensitive and effective policy making. This is particularly pertinent as human resource issues in science research have become central to achieving the EU's overarching strategies for growth and jobs (the Lisbon Strategy and Europe 2020). A range of policies designed to increase the mobility of researchers and to manage the use of fixed-term contracts have been put in place. This paper draws on empirical evidence to inform our understandings of these developing areas of law and policy in the EU.     

The economic consequences of environmental regulation in China: From a perspective of the environmental protection admonishing talk policy

Environmental regulation may lead to undesired economic consequences. China has tightened its environmental policies to deal with severe environmental pollution in recent years, but existing studies pay little attention to the economic consequences of China's environmental policies. Using the panel data of 211 prefecture‐level and above cities in China from 2003 to 2016, we for the first time estimate the economic impact of the environmental protection admonishing talk (EPAT) policy, a newly implemented environmental regulation policy in China. We use the difference‐in‐differences strategy to identify the economic effects of the EPAT policy combined with the propensity score matching method to control a potential selection problem. The results show that a relative decline occurs in gross domestic product per capita in target cities after the implementation of the EPAT, and the negative impact is exerted on the secondary industry rather than the tertiary industry. Furthermore, we find that target cities respond to the environmental protection requirements of higher authorities through a one‐size‐fits‐all approach of limiting the production activities of industrial enterprises. Meanwhile, the EPAT policy does not improve environmental efficiency. Such findings are instructive for policymakers who need to trade off economic welfare and environmental quality when formulating and implementing new environmental policies.