1. EQUALITY PAYS EMPLOYMENT GENDER EQUALITY IN SPAIN Luis Simó Moreno March 2011 MINISTRY OF HEALTH, SOCIAL AFFAIRS AND EQUALITY

2. INSTITUTE FOR WOMEN

3. LEGAL FRAMEWORK: Constitutional Act 1/2004 on complete protection against Gender Violence. Plan Concilia since 2006: for more than 500.000 public employees at State Level; improvements in licenses, working- hours reduction and flexibility, and parental leave. Law 39/2006 on the promotion of personal autonomy and care for dependent persons: the 4th pillar of the Welfare State Constitutional Act 3/2007 for effective equality between women and men: 13 days parental leave (4 weeks since 1st January 2011) Strategic Plan for Equal Opportunities (2008-2011)

4. 1 POLITICAL AND SOCIAL PARTICIPATION 2 ECONOMIC PARTICIPATION 3 CORRESPONSABILITY 4 EDUCATION 5 INNOVATION 6 KNOWLEDGE 7 HEALTH 8 IMAGE 9 DIVERSITY AND SOCIAL INCLUSION 10 VIOLENCE 11 FOREIGN AND DEVELOPMENT COOPERATION POLICIES 12 GUARANTEE OF THE RIGHT TO EQUALITY STRATEGIC PLAN FOR EQUAL OPPORTUNITIES 2008- 2011 MAIN LINES OF ACTION

5. LEGAL FRAMEWORK (2): PEIO 2008-2011 - Line 2: Economic Participation STRATEGIC OBJECTIVES Objective 1: Further women’s employability, quality employment and equal pay. Objective 2: Ensure equal opportunities for women and men and foster corporate social responsibility among employers. Objective 3: Promote women’s entrepreneurship and economic empowerment. Objective 4: Analyze and measure women’s and men’s economic participation, to work towards a feminine model of equality.

6. Lower activity and employment rates Concentration in temporary contracts and part-time jobs Concentration in temporary contracts and part-time jobs More responsability on the care of children and dependent persons More responsability on the care of children and dependent persons More leaves and quits of jobs More leaves and quits of jobs Horizontal and vertical occupational segregation Horizontal and vertical occupational segregation Gender pay-gap: Gender pay-gap: Other differencies: lower payments to the social security system, higher risk of poverty, low presence in Board of Directors, low participation in collective bargaining processes, double work in the house & outside …Other differencies: lower payments to the social security system, higher risk of poverty, low presence in Board of Directors, low participation in collective bargaining processes, double work in the house & outside … STILL IMPORTANT DIFFERENCES EQUALITY IN EMPLOYMENT

7. COMPARISON BETWEEN MATERNITY / PATERNITY LEAVES 2008-2010 200820092010 Maternity359.160Maternity340.512Maternity332.557 Paternity279.756Paternity273.024Paternity275.637 %77,89 de H%80,18 de H%82,88 de H

8. COMPANIES WOMEN 1 2 ¿How? EQUALITY IN EMPLOYMENT

9. Equality Plans: Economic support Consulting Service Information and awarness raising “Equalit in the enterprise” Seal Collaboration with the Work and Social Security Inspection COMPANIES EQUALITY IN EMPLOYMENT Promotion of the social corporate responsability

10. WOMEN Collaboration agreements with other Administrations: Collaboration agreements with other Administrations: Special Plans (Teruel, Soria, Northwest, Jaén Extremadura & Canary Islands), Balearic Islands…… Actions for most vulnerable groups : Actions for most vulnerable groups : Immigrants economic initiatives consolidation Work initiatives for gypsy women Labour actions for gender violence victims & trafficked women for sexual exploitation Promotion of self-employment and women entepreneurship: Promotion of self-employment and women entepreneurship:Microcredits On-line and personal assistance in collaboration with the Council of Chambers of Trade and Commerce Professional promotion and access to management positions:Professional promotion and access to management positions: Universities, Institutions, Entities EQUALITY IN EMPLOYMENT

11. Women in emerging sectors Women in emerging sectors Employability in small citiesEmployability in small cities Promotion to the women's incorporation to Boards of DirectorsPromotion to the women's incorporation to Boards of Directors Equality in companiesEquality in companies Special Groups: Roma WomenSpecial Groups: Roma Women Corresponsability: A step forwardCorresponsability: A step forward Non Employment ProjectsNon Employment Projects POSSIBLE COLLABORATION IN EMPLOYMENT

12. SOME POINTS TO REMEMBER Crisis = opportunity for a more inclusive society, socially, environmentally sustainable and knowledge based. Gender MAINSTREAMING is of key importance to Europe's success in a global world and should be at the heart of the EUROPE 2020 reform agenda. Gender MAINSTREAMING is of key importance to Europe's success in a global world and should be at the heart of the EUROPE 2020 reform agenda. Gender sensitive-budgets. Gender sensitive-budgets. EQUALITY IN EMPLOYMENT ONE WAY MORE TOWARDS SOLUTION TO THE CRISIS

13. buzon-dgiecd@migualdad.es THANKS FOR YOUR ATTENTION http://www.migualdad.es