1. EWHNET The European Women's Health Network (EWHNET) was founded in 1997 as a project in the Medium-Term Community Action Programme on Equal Opportunities for Women and Men and was supported by the German Federal Ministry for Family Affairs, Seniors, Women and Youth.

2. Gender Sensitivity in Occupational Health: as an Issue for Life Quality and Work Efficiency

3. Gender sensitivity in occupational health: as an issue for life quality and work efficiency Gender-sensible Strategies in Occupational Health Visibility Equal OpportunitiesCo-operation Working Group on Occupational Health of the European Women’s Health Network (EWHNET)

4. Why gender sensitivity in occupational health?

5. Why gender sensitivity in occupational health? To accomplish equity in the field of work and health To identify gender-specific health risks at work Women make up 42% of the EU work force To develop appropriate methods, tools, procedures and strategies to deal with gender- specific health risks at work Occupational gender segregation is strong Men and woman are exposed to different workplace environ- ments and different types of demands and strains

6. Example: Noise as a health risk Where? Noise is seen as a predominantly male occupational health risk. A gender-sensitive approach reveals another image: Schools (lower grades), kindergarten, day care centers Men What? Health risk: Clamour from shouting, crying and loud voices Stress, fatigue, concentration and related disorders The vocal cords can be damaged from having to raise one’s voice continuously Women Technical work places Mechanical noise Hearing impairment, stress, accidents or near-accidents

7. Further examples of gender- specific health risks at work Women: client-oriented jobs. Job Profiles Men in technical and manual work. Women in the care sector. Health risk: being exposed to aggression, violence and sexual harassment leading to psychosocial complaints Health risk: exposure to traditional physical risk factors such as chemicals, noise, radiation, and heat Health risk: ergonomically poor working conditions, resulting in musculoskeletal disorders

8. Health risk: injuries, psychosocial complaints Further examples of gender- specific health risks at work Women: part-time jobs, having to adapt working hours to family needs. Working Hours Women: sexual harassment. Men: full-time jobs, less satisfaction with work-home balance Violence and Danger Men: physical danger (accidents, aggression). Source: 3rd European Survey on Gender and Working Conditions, 2000 Health risk: poor control, low status, which are psychosocial risk factors for stress and cardiovascular diseases Health risk: psychosocial problems and stress Health risk: psychosocial disorders such as fatigue, headache and stress

9. Further examples of gender- specific health risks at work Women’s occupational settings have multiple stressors, when considered together they contribute to high levels of stress and illness responsibility to the well-being of others responsibility to multiple supervisors unpredictable schedules lack of social support sex discrimination, unfair treatment low remuneration

10. What is gender-sensitive occupational health?

11. What is gender-sensitive occupational health? Takes into consideration the need for gender equality as well as the need to protect both female and male workers A Gender-sensitive Approach in Occupational Health Takes into account the diversity concerning generation, ethnicity, culture, life-style, sexual orientation, and socio-economic status Acknowledges that certain health problems are unique to or have more serious implications for either women or men Takes into account the differences in social position between men and women and their health consequences Breaks through stereotype images of femininity and masculinity Gives equal weight to knowledge, values and experiences of both women and men Recognizes the need for full participation of women and men in risk assessment and priority setting

12. What is gender-sensitive occupational health? Gender bias needs to be analysed and documented. It can occur in the official organisation or unofficially at the interpersonal level; it can be hidden (covert) or expressed openly (overt).

13. What is gender-sensitive occupational health? A working mother is a strong survivor and problem-solver; she is a good investment Positive Images of Female Workers Negative Stereotypes of Female Workers A double burden may bring double joy; a positive way of combining different spheres of life can also benefit work life 45+ the second “forties” career, a new beginning, new enthusiasm; age management is worthwhile Caring for and connecting people Low career expectations, evading responsibility Complaining and dissatisfaction Low work motivation, women quarrel, can’t work as a team Working for pin money only; in reality work is a must for most Working on the family’s terms, not committed fully to work The combination work-home as a double burden

14. Aims of Gender Sensitivity in Occupational Health

15. Aims of gender sensitivity in occupational health: To improve the quality of work life for both women and men To improve the balance between work and private life for all employees To recognize the importance of the study of gender differences in screening, diagnosis and management of health conditions To reduce work-related health risks and complaints of women and men To emphasize the global view and significance of multiple exposures, both physical and psychological To improve the effectiveness of the occupational health care system To promote well-being and work satisfaction To recognize the diversity of women’s and men’s health needs over the life-cycle To improve the work ability of both men and women To use a gender-specific approach when needed To compile more systematic descriptions of sex similarities and differentials in health risks, exposures and health consequences

16. Aims of gender sensitivity in occupational health: Gender based research Gender Sensitivity in Occupational Health Needs Gender-specific health monitoring Training in gender-based analysis Gendered guidelines Benchmarking Multidisciplinary approach Equal participation of women and men, both have to be heard out Pointing out the special health risks of female-dominated jobs and stressing their importance in occupational health care Gender mainstreaming in occupational health policies These posters reflect part of the results of an international workshop 'Trends in Women and Work, Opportunities for Occupational Health' organised by the EWHNET Working Group on Occupational Health, October 2000.Information about the Working Group, contact: Dr. Kaisa Kauppinen, the Finnish Institute of Occupational Health (FIOH), Finland. Kaisa.Kauppinen@occuphealth.fi EWHNET, contact: Ute Sonntag, Email: lv-gesundheit.nds@t-online.de