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）_146页_11mb

A Quantum Leap for Gender Equality: For a Better Future of Work for All

Core Content

This document, published by the International Labour Organization (ILO) in 2019, outlines a comprehensive agenda for achieving gender equality in the world of work. It reflects on the progress made since the ILO adopted its first conventions on women and work in 1919, and highlights the persistent challenges that still hinder women's employment and working conditions. The report emphasizes that while women have made strides in the workforce, significant gender gaps remain in employment rates, pay, leadership, and working conditions.

Main Viewpoints

1. Women Want to Work, But Barriers Persist

• Employment Rates: Despite high preference for paid work, women's employment rates remain significantly lower than men's. In 2018, only 45.3% of women were employed, compared to 67.5% of men, resulting in a 22.2% gap.
• Unpaid Care Work: Unpaid care work is the primary obstacle to women's employment and career advancement. Women are more likely to be responsible for unpaid care tasks, which limits their ability to engage in paid work.
• Motherhood Penalties: Women with young children face a significant employment and wage penalty, which has worsened over time. This is due to societal expectations that women are the main caregivers, which restricts their opportunities in the workforce.
• Occupational Segregation: Women are overrepresented in low-paying, low-skilled, and informal jobs. In contrast, high-income countries often see women concentrated in low-paying roles, while in low- and middle-income countries, they are more likely to be in informal employment.

2. Technology and the Future of Work

• Automation Impact: The rise of automation threatens women's jobs, particularly in sectors where they are overrepresented, such as accommodation and restaurants. However, sectors like education and health, which involve more personal interaction, are less susceptible to automation.
• Digital Skills Gap: Women are less likely to possess the digital skills needed for high-paying jobs in STEM fields. This gap contributes to the persistence of the gender pay gap.

3. Need for Policy and Legal Reforms

• Equal Pay for Equal Work: Many countries have laws mandating equal pay for equal work, but these are not always enforced. Additional measures, such as wage transparency and minimum wage policies, are needed to close the pay gap.
• Legal Protections: Laws that restrict women's employment opportunities, such as those preventing them from working at night or in certain sectors, must be repealed to ensure equal access to work.
• Social Protection and Care Services: Governments must invest in public care services and social protection systems to support both women and men in balancing work and caregiving responsibilities.

4. Voice and Representation

• Underrepresentation in Trade Unions: Women are underrepresented in trade unions and employers' organizations, which limits their influence in shaping workplace policies.
• Collective Bargaining: Strengthening collective bargaining processes that prioritize gender equality can help improve working conditions and wages for women.

Key Information

1. Global Trends

• Employment Gap: The employment gap between women and men has not significantly narrowed over the past 20 years.
• NEET Youth: In 2017, gender gaps in education and employment had almost closed, but 21.2% of youth were still NEET (Neither in Employment nor in Education or Training), with a high proportion being women.
• Regional Disparities: In low- and middle-income countries, women are more likely to be in informal employment, while in high-income countries, they are overrepresented in low-paying jobs.

2. Caregiving and Work-Life Balance

• Unpaid Care Work: Women spend significantly more time on unpaid care work than men, with 606 million working-age women (21.7%) performing it full-time, compared to 41 million men (1.5%).
• Time Sovereignty: Greater time sovereignty is needed to allow workers to manage their work and caregiving responsibilities more effectively.

3. Leadership and Career Advancement

• Leadership Gap: Women are underrepresented in managerial and leadership roles, with only 27.1% of managers and leaders being women in 2018.
• Age and Education: Women managers are, on average, one year younger than their male counterparts and more likely to have advanced university degrees.

4. Violence and Harassment

• Impact on Women: Violence and harassment in the workplace have a detrimental effect on women's participation and working conditions. It affects all sectors and regions.
• Technological Impact: While technology can increase risks of harassment, it also offers tools for reporting and addressing such issues, such as secure social networks and apps.

5. Call for Action

• Transformative Agenda: A quantum leap for gender equality requires a transformative and measurable agenda that includes legal reforms, investment in care services, and support for women in work transitions.
• Political Will: Governments, employers, and workers must commit to proactive and courageous policies to achieve gender equality in the future of work.

Conclusion

The ILO emphasizes that without a unified and proactive approach, the current trajectory of gender inequality in the world of work will persist. The report calls for the implementation of the 5R Framework for Decent Care Work, which includes Rights, Resources, Representation, Recognition, and Responsiveness. It also highlights the importance of closing the gender data gap and ensuring that all women have equal opportunities in the evolving world of work.