实现性别平等的量子飞跃：为了人人享有更美好的劳动世界的未来（英文版）.pdf

A QUANTUM LEAP FOR GENDER EQUALITYFor a Better Future of Work For AllEXECUTIVE SUMMARYA QUANTUM LEAP FOR GENDER EQUALITYFor a Better Future of Work For AllCopyright International Labour Organization 2019First published (2019) Publications of the International Labour Office enjoy copyright under Protocol 2 of the Universal Copyright Convention. Nevertheless, short excerpts from them may be reproduced without authorization, on condition that the source is indicated. For rights of reproduction or translation, application should be made to ILO Publications (Rights and Licensing), International Labour Office, CH-1211 Geneva 22, Switzerland, or by email: rightsilo. The International Labour Office welcomes such applications. Libraries, institutions and other users registered with a reproduction rights organization may make copies in accordance with the licences issued to them for this purpose. Visit ifrro to find the reproduction rights organization in your country. A quantum leap for gender equality : for a better future of work for all / International Labour Office. - Geneva: ILO, 2019. ISBN: 978-92-2-132997-8 (print); 978-92-2-132998-5 (web pdf) International Labour Office. gender equality / women workers / future of work / equal employment opportunity / womens rights / equal pay / working conditions / social protection / care work / unpaid work / ILO Convention / application / role of ILO 04.02.3ILO Cataloguing in Publication DataThe designations employed in ILO publications, which are in conformity with United Nations practice, and the presentation of material therein do not imply the expression of any opinion whatsoever on the part of the International Labour Office concerning the legal status of any country, area or territory or of its authorities, or concerning the delimitation of its frontiers. The responsibility for opinions expressed in signed articles, studies and other contributions rests solely with their authors, and publication does not constitute an endorsement by the International Labour Office of the opinions expressed in them. Reference to names of firms and commercial products and processes does not imply their endorsement by the International Labour Office, and any failure to mention a particular firm, commercial product or process is not a sign of disapproval. Information on ILO publications and digital products can be found at: ilo/publns. Printed in Switzerland A QUANTUM LEAP FOR GENDER EQUALITYFor a Better Future of Work For All“THE WORLD OF THE FUTURE IS IN OUR MAKING. TOMORROW IS NOW.”EleAnor RooseveltIn 2013, we embarked on the Women at Work Centenary Initiative, with the support and guidance of the ILO Director-General. This “culmination report” brings together the research and data undertaken and the learning and insights gained in the context of the Initiative. All the findings of the Initiative indicate that, while there are many paths to addressing gender equality in the world of work, they must ultimately all unite to reinforce each other. Reaching this significant point in the journey is both rewarding and humbling. It is rewarding since today we know much more about the gender gaps in the world of work and what fuels them. We wanted to better understand why progress for women in the world of work was so slow and what could be done to accelerate it, and we have learned a considerable amount in this respect. We know more about what women want in the world of work, and why they are not getting it, through listening to their voices. With what we know now, the often heard excuse that women do not want to work or do not find work meaningful is no longer credible, and no longer acceptable anywhere.Women want to work at paid jobs. But it is the unpaid part of their work that essentially holds them back. Looking at the various gender gaps and the range of obstacles, the road consistently comes back to care. Social norms reinforce the roles of women as caregivers, men as breadwinners. Care needs must be addressed in an intentional and meaningful way for both women and men through laws, policies and services. The implications of the unequal distribution of unpaid care work are far-reaching: women are more vulnerable to violence and harassment at work, to low and unequal pay, to lack of voice and representation. The current imbalance also means that men work long hours for pay and miss out on family life. A transformative and measurable agenda for gender equality and the future of work must take these factors into account. Whether women work in the fields, the boardroom or through digital platforms, whether they are own account workers or managers, the care and paid work conundrum needs to be addressed. Otherwise the future of work for women will simply replicate the past.This stage of the Initiative is also humbling, since it is clear that mindsets still need to change and there is a long way to go in this regard. The journey is far from over. What comes into sharp focus, however, is that it is no longer possible for governments, workers and employers or international organizations to claim that they are advancing gender equality in the absence of a proactive and courageous agenda and unwavering political will. Transformation will not happen organically or by tentative and disjointed steps. Choices need to be made now, and they may not always be popular ones, to ensure a better future of work for all. PREFACEManuela TomeiDirector Conditions of Work (b) Age group 1524 yearsFigure 1.3. Employment-to-population ratios by region and sex, 19912018Figure 1.4. Gender gap in the share of informal employment in total employment, including agriculture, latest yearFigure 1.5. Informal employment as a share of total employment by ethnicity and sex, latest yearFigure 1.6. Incidence of full-time low-paid workers, by sex, latest year Figure 1.7. Share of women in managerial positions by region, 19912018Figure 1.8. Share of women sitting on company boards, 20102016Figure 1.9. Percentage of Chief Executive Officers who are women, latest yearFigure 1.10. Mean and median age of leaders or managers, by sex, latest yearFigure 1.11. Average number of years to reach a director-level position, 2018 Figure 1.12. Share of women and men with advanced university degrees in managerial orleadership positions, latest yearFigure 1.13. Employment-to-population ratio by sex and level of education, age group 25 years and above, latest yearFigure 1.14. Acceptability of work for women, by sex and educational achievement, 2016Figure 1.15. Employed workers and full-time unpaid care workers, by sex, latest yearFigure 1.16. Relationship between the gender gap in the share of time spent in unpaid care workand womens employment-to-population ratio, latest yearFigure 1.17. Time spent daily in unpaid care work, paid work and total work, by sex and incomegroup, latest yearFigure 1.18. Employment-to-population ratios of women and men with and without children under6 years of age, 2005 and 2015Figure 1.19. Motherhood and fatherhood wage gaps for selected economies, latest yearFigure 1.20. Weekly hours worked for pay or profit, by sex and number of children under 6 yearsof age, latest yearFigure 1.21. Share of managers with and without children under 6 years of age, by sex, latest yearFigure 1.22. Relationship between the share of women in managerial positions and the gender gapin the share of time spent on unpaid care work, latest yearFigure 1.23. Employment status, by sex (percentage of female and male total employment), 2018Figure 1.24. Gender pay gaps across the wage distribution for selected countries, latest year: (a)High-income countries; (b) Middle- and low-income countriesFigure 1.25. Share of LinkedIn members with digital skills that are women and men, 2018Figure 1.26. Hourly wage by degree of feminization at the enterprise level and wage profile inEurope, 2014FIGURES, TABLES & BOXES23232526272828303131333334353536373839404143444545478WHATS INSIDEFigure 1.27. Countries where the law mandates for equal remuneration work ofequal value, 2018Figure 1.28. Global share of employment by sex, sector and sectors ability toautomate, latest year Figure 2.1. Countries with at least one restriction on womens employment opportunities, 2018Figure 2.2. Gender pay gap (mean factor-adjusted) and trade union density, latest year Figure 2.3. Population without access to basic infrastructure by region and income group, 201516Figure 2.4. Public expenditure on selected care policies as a percentage of GDP, and employment-to-population ratio of women with care responsibilities, latest yearFigure 2.5. Employment-to-population ratio of women with young children (05 years) and gross enrolment rates in ECED programmes, latest yearFigure 2.6. Total care and related employment in 2015 and 2030, status quo and achieving the SDGsLIST OF TABLESTable 1.1. Ranking of barriers to womens leadership, 2015Table 2.1. The 5R Framework for Decent Care WorkTable 3.1. Sustainable Development Goals for a better future of women at workLIST OF BOXESBox 2.1. The shift from protectionism to substantive equality in the history of the ILOBox 2.2. Labour inspection is key to making gender equality a reality in the world of work: The case of Costa RicaBox 2.3. Reducing the gender pay gap also enhances womens pension entitlementsBox 2.4. More women in parliamentsBox 2.5. Men and boys as part of the solution in changing stereotypes relating to unpaid care workBox 2.6. Recognizing unpaid care work as workBox 2.7. Care and support through a digital platform in New ZealandBox 2.8. Solidarity and technology for women tanners in SenegalBox 2.9. Women leaf pickers unionize: A stronger voice for decent work475065717980818342831036468707273798591939ACKNOWLEDGEMENTSThis report is the result of extensive collaboration across the International Labour Organization (ILO) and represents a major contribution to both the Women at Work and the Future of Work Centenary Initiatives. It was prepared by the Gender, Equality and Diversity & ILOAIDS (GED/ILOAIDS) Branch of the Conditions of Work and Equality Department (WORKQUALITY) of the ILO. The main authors are Valentina Beghini, Umberto Cattaneo and Emanuela Pozzan, with Mari Dahl Schlanbusch providing invaluable research and drafting support. The work was guided, supported and supervised by Shauna Olney and Manuela Tomei.The report benefitted from substantive contributions from Laura Addati, Uma Rani Amara, Petter Anthun, Christina Behrendt, Florence Bonnet, Adrienne Cruz, Rishabh Dhir, Valeria Esquivel, Mai Hattori, Kusum Kali Pal, Steven Kapsos, Stefan Khn, Eva Majurin and Rosalia Vazquez-Alvarezments, contributions and ideas from the anonymous peer reviewers as well as colleagues from a range of Departments at ILO Headquarters are also gratefully acknowledged: Maria Helena Andr, Janine Berg, Anna Biondi, Jae-Hee Chang, Alessandro Chiarabini, Mbuyi-Lusamba Charleine, Andrea Davila, Sukti Dasgupta, Veronica Escudero, Simel Esim, Christine Hofmann, Olga Gomez, Maria Teresa Gomez Gutierrez, Damian Grimshaw, Tchami Guy, Katerine Landuyt, Sangheon Lee, Claire La Hovary, Oliver Liang, Claire Marchand-Campmas, Alicia Mathews, Anton Moller, Aurelio Parisotto, Rafael Peels, Maria Prieto, Irini Proios Torras, Ilka Schoellmann, Esteban Tromel, Maria-Luz Vega and Brigitte Zug-Castillo.Significant feedback, input and support were also provided by Specialists in ILO field Offices, namely Maria Arteta, Mwila Chigaga, Phu Huynh, Frida Khan, Benedetta Magri, Aya Matsuura, Fatime Ndiaye, Hugo opo, Mariko Ouchi and Joni Simpson.Special thanks are also due to LinkedIn for providing data, in particular to Kristin Lena Keveloh and Rachel Bowley, as well as to Chidi King for providing information and guidance. The report has also been enriched by contributions from Christine Nathan, Andrea Fromm and Sidy Dia, who kindly shared their stories and work in the field. 10