Introduction
The COVID-19 pandemic has brought with it unprecedented challenges for society, with significant repercussions on the labour market and education, especially for women. This article sets out to examine the condition of women aged between 20 and 45 who find themselves on the margins of the world of initial and/or continuing training, as well as the world of work, highlighting developments from the time of the pandemic to the present day.
Gender gaps persist
During the period of confinement and restrictions imposed by the COVID-19 pandemic, a disproportionate impact on women has been observed in various domains, including access to training and the labour market. Women, who make up the majority of workers in health and care professions, have been at the forefront of the response to the pandemic. At the same time, gender disparities in entrepreneurship have increased, as sectors where women are concentrated (e.g. personal services, hospitality and tourism) have been disproportionately affected. The closure of schools and childcare facilities has increased mothers’ share of unpaid work, exacerbating disadvantages and stress in the labour market (OECD, 2023).
With regard to education, Eurostat data shows that during the period of confinement, many women were forced to suspend their studies due to difficulties in reconciling family responsibilities and academic demands. This interruption in initial training can have long-term repercussions on the employability and career development of the women affected.
As the world begins to adapt to the new post-pandemic reality, women between the ages of 20 and 45 continue to face significant challenges in accessing training and the labour market. Although the latest data indicates a slight improvement in the female employment rate, there remains a substantial gap compared to men. The unemployment rate among women is still higher than among men, highlighting the persistence of gender gaps.
As far as continuous training is concerned, the availability of learning programmes and opportunities may not be equally accessible to women who face multiple responsibilities, such as caring for the family and reconciling paid work. This can contribute to perpetuating the cycle of exclusion of women from the labour market and limit their prospects for career progression.
According to the report presented by the G7 on good practices and progress made in fulfilling commitments related to gender equality, “G7 Gender Equality Implementation Report 2023“, women are still under-represented in the labour market. The labour market continues to be fraught with gender-related challenges that prevent women from reaching their full potential, with the prevailing wage gap and glass ceiling preventing them from reaching senior positions. The situation is worse for women from disadvantaged minorities, who face more barriers to paid employment.
Inequalities between men and women often have a multiplier effect, intensifying the disadvantages faced by women and girls from different groups. These disadvantages cut across many dimensions, such as migrant status, race, ethnicity, sexual orientation, gender identity and disability status.
Even though more women are participating in the labour market, the weight of private and care responsibilities, unpaid work, continues to fall largely on their backs. The increase in women’s working hours does not usually lead to a more balanced sharing of domestic and care work between men and women. Thus, when you combine the time dedicated to unpaid work (daily life, household chores, including caring), women generally work more.
Promoting gender equality in access to the labour market and training
In order to promote equality between men and women in the labour market and in access to training, it is imperative to adopt policy measures and strategies that promote and support the reconciliation of professional and personal life. On the other hand, investing in social protection policies, such as accessible crèches and paid parental leave, can help reduce the barriers that prevent women from fully participating in the labour market and education.
The commitments made by European countries to strive for gender equality and the empowerment of women and girls in all their diversity include measures to reduce obstacles and increase the equal and meaningful participation of women in the labour force and entrepreneurship. They also include support for women’s leadership in the public and private sectors, educational programmes focusing on educational choices and initiatives to combat gender-based violence.
Conclusion
In short, the condition of women between the ages of 20 and 45 who find themselves on the margins of the world of training and work remains an urgent concern, especially in light of the additional challenges posed by the COVID-19 pandemic. It is essential that concrete measures are implemented to promote gender equality and ensure that all women have equal opportunities to access training and the labour market. Governments and organisations cannot adequately tackle gender disparities without transparently challenging the power dynamics within the culture of their countries.
Bibliography
- Allard, Camille , Whitfield Grace J. (07 january of 2023) Guilt, care, and the ideal worker: Comparing guilt among working carers and care workers, from https://onlinelibrary.wiley.com/doi/full/10.1111/gwao.12956
- G7 Gender Equality Implementation report 2023, Promoting Gender Equality Through G7 Policy, from https://www.oecd.org/els/g7-gender-equality-implementation-report-2023-b7117089-en.htm
- EUROSTAT, Gender Employment gap from https://ec.europa.eu/eurostat/web/products-datasets/-/tesem060
- Gender equality and work, form https://www.oecd.org/stories/gender/gender-equality-and-work
- https://commission.europa.eu/strategy-and-policy/policies/justice-and-fundamental-rights/gender-equality/women-labour-market-work-life-balance/womens-situation-labour-market_en
- https://www.oecd.org/gender/
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