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classifiés présents dans ce dossier ont été déclassifiés conformément à l'article 5 dudit 
règlem ent. 
In accordance with Council Regulation (EEC, Euratom) No 354/83 of 1 February 1983 
concerning the opening to the public of the historical archives of the European Economic 
Community and the European Atomic Energy Communit y (OJ L 43, 15.2.1983, p. 1), as 
amended by Regulation (EC, Euratom) No 1700/2003 of 22 September 2003 (OJ L 243, 
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file have been declassified in conformity with Article 5 of the aforementioned regulation. 
In Übereinstimmung mit der Verordnung (EWG, Euratom) Nr. 354/83 des Rates vom  1. 
Februar 1983 über die Freigabe der historischen Archive der Europäischen 
Wirtschaftsgemeinschaft und der Europäischen Atomgem einschaft (ABI. L 43 vom  15.2.1983, 
S. 1), geändert durch die Verordnung (EG, Euratom) Nr. 1700/2003 vom 22. Septem ber 2003 
(ABI. L 243 vom 27.9.2003, S. 1), ist diese Datei der Öffentlichkeit zugänglich. Soweit 
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der genannten Verordnung freigegeben. 
C O M M ISSIO N  OF THE EU R O PEA N  C O M M U N ITIE S
C O M ( 83) 65 3  final
Brussels,   16t h  N o v em ber 19 8 3
W O M E N 'S  U N E M P L O Y M E N T  IN  T H E  C O M M U N I T Y
(C o m m u n ication from  the C om m ission to the Council)
C O M ( 83) 653 final

W O M E N 'S  U N E M P L O Y M E N T  IN  T H E  C O M M U N I T Y  
Analysis and prospects
I. I N T R O D U C T I O N
II W O M E N 'S  E M P L O Y M E N T : L E V E L  A N D  N A T U R E
III F E M A L E  U N E M P L O Y M E N T
A . C A U S E S  A N D  F A C T O R S
B . S P E C IF IC  A S P E C T S  O F  W O M E N 'S  U N E M P L O Y M E N T
IV  T H E  F IG H T  A G A I N S T  W O M E N 'S  U N E M P L O Y M E N T
A . T Y P E S  O F  P O L IC IE S  A N D  M E A S U R E S  A D O P T E D
B . A S S E S S M E N T  O F  R E S U L T S
V  G U ID E L IN E S  F O R  A C T I O N  T O  C O M B A T  W O M E N 'S  U N E M P L O Y M E N T  
A . O B J E C T IV E S  and basic P R IN C IP L E S
B  G U ID E L IN E S  F O R  F U T U R E  A C T I O N
- J O B  C R E A T I O N  A N D  R E C R U I T M E N T
- T R A IN IN G , G U I D A N C E  A N D  P L A C E M E N T
- A C C O M P A N Y I N G  M E A S U R E S
- D A T A  C O L L E C T I O N  - E X C H A N G E  O F  E X P E R I E N C E
A n n ex  I: statistics
A n n ex  II: su m m ary  of national measures

-1 -
I N T R O D U C T I O N
O ver the Last ten years a  specific problem of w om en's unem ploym ent 
has existed in all M e m b e r States, varying to so m e extent in its level, 
its specific features and in the measures adopted to alleviate it.
T h e  wider political, econom ic and social implications are nevertheless 
similar and need to be considered in a  dual context
- o n  the one hand, an econom ic context m arked by a  general crisis
in em ploym ent and a  radical restructuring of econom ic and industrial 
activity, paralleled b y  a  constant increase in the num ber of w o m e n  
staying in the labour market,
.  - o n the other hand, a  political context characterised b y  a  long 
standing aim  to promote equal opportunities for m e n  and w o m e n  in 
society and in em ploym ent in particular as well as b y  precise 
com m itm ents as regards implementation of the principle of equal 
treatment.
In the present situation, there is cause for increasing concern as 
econom ic difficulties and changes o n  the labour market are not 
merely ham pering further m o v es to establish equal opportunities but 
also actually undermining past achievements in this area, and 
creating n e w  obstacles to the integration of w o m e n  in working life 
o n equal terms with m en.
T h e n e w  C o m m u n ity  Action program m e o n  the promotion of equal opportunities 
for w o m e n  1982-85 refers already to the Com m unity's growing concern 
about the consequences of the current econom ic crisis in this respect, 
and contains a  num ber of specific actions designed to m odify so m e of 
the factors w hich have a  direct influence o n w om en's em ploym ent 
prospectsd.
There are moreover several m ore recent Community-level initiatives 
w hich are designed to contribute to the fight against unem ploym ent, 
including w om en's unem ploym ent, particularly those concerning the 
em ploym ent of young people (2), the reduction and reorganisation of 
working time(3) and the development of vocational training policies(4).
(1) C O M (81) 758 final refers for exam ple to integration into 
working life (Action 10), vocational choices (11), desegregation 
of em ploym ent (12), analysis of trends in female employment(13), 
sharing of occupational responsibilities (15), evolution
in public attitudes (16).
(2) Com m unication to the Council o n  the promotion of em ploym ent 
for young people (C 0 M (8 3 ) 2 1 1  final.
(3) M e m o ra n d u m  o n the reduction and reorganisation fo working 
time (C 0 M (8 2 ) 809 final). Draft Council recommendation
o n the reduction and reorganisation fo working tim e(C0M (83) 54 3  final).
(4) Council Resolution of 2  June concerning vocational training measures 
relating to n e w  information technologies 0 J N o  C  166 of 25.6.83 
Council Resolution of 1 1  July concerning vocational training 
policies in the European C o m m u n ity  in the 1980s, O J  N o  C  19 3  of 20.7.83 
Resolution of the Council and Ministers of Education of 19.9.83
o n  m ea su res relating to the introduction of n e w  inform ation technologies  
in  the field o f education, G .J. C  2 5 6  o f 24-9.83»

2
This paper presents a  brief review of the problem of w om en's 
unem ploym ent a iid  the measures taken to com bat it. T h e final 
section contains a  restatement of the basic objectives and 
principles that should underlie action to com bat w om en's 
unem ploym ent and then provides for each of the various fields 
of intervention, guidelines for future action both at C o m m u n ity  
level and within M e m b e r States.

- 3“
II. W O M E N 'S  E M P L O Y M E N T : L E V E L  A N D  N A T U R E
a) Level
Despite the discouraging econom ic and social context as regards 
em ploym ent, the num ber of w o m e n  working in the C o m m u n ity  continues
to increase rapidly (+  0.8%  in 1981). It rose from  3 5  783 000 
w o m e n  in 1970 to 4 2  928 000 in 1982 (Europe - Nine) (1). This 
w as a  2 0 %  increase in one decade whereas activity rates for r n e n  
remained m ore or less static (0.78%  over the sam e period).
T h e increase in the overall rate of activity a m o n g  w o m e n  
reflects this C o m m u n ity  trend (1970 - 27.7% , 1 9 8 1  - 31.6%)(2).
T h e  proportion of w o m e n  in the working population w as 37.5%  
in 1982 against 33.5%  in 1970 (Europe - Nine) (3). There are 
significant differences between countries, ranging from  28.8%  
in Ireland to 44.9%  in D en m ark  in 1982. In 1981, the rate of activity 
am o n g  young w o m e n  aged under 2 5  w as 48.49%  (4).
This phenom enon is mainly due to the increase in the num ber 
of married w o m e n  and mothers in em ploym ent. In addition, the 
simultaneous rise in the num ber of single-parent families and 
in the average duration of a  single-parent situation in European 
countries has had a  significant impact o n  the behaviour of w o m e n , 
for activity rates a m o n g  w o m e n  are highest in this·group
b) Characteristics
Although a'few w o m e n  have entered so m e traditionally m ale 
occupations, there is as high a  concentration of w o m e n  in certain 
activities or jobs as before. T h e restructuring 
of econom ic activities has resulted in a  sharp drop in industrial 
em ploym ent in large consum er industries such as textiles, clothing, 
leather and skins that em ployed a  high proportion of w o m e n  and 
in an increase in em ploym ent in the service sector (5).
(1) see Table 1
(2) S ee Table 2
(3) S ee Table 3
(4) Eurostat - E m ploym ent and U nem ploym ent (1983)
(5) S ee Table 5

- 4 -
In industry, w o m e n  account for only one quarter of the workforce, 
whereas the service sector em ploys as m a n y  w o m e n  as m en.
T h e  public sector has recruited m a n y  w o m e n  job-seekers w h c  constitute 
a  large and growing proportion in public em ploym ent. W o m e n  have 
continued to enter the labour market but they have mainly been 
em ployed in lo w  level jobs in the service sector, while progress 
for w o m e n  in obtaining better and m ore highly paid jobs with good 
promotion prospects, has been and continues to be slow.
This rather unfavourable trend in w om en's em ploym ent has been 
accompanied in recent years, in m ost countries, b y  an increase 
in the num ber of w o m e n  working part-time. In the Nine, the m ain 
em ploym ent of 2 4 %  of w o m e n  w as o n  a  part-time basis (against 
1 .8 %  of m en ) in 1981.(1)
T h e num ber of w o m e n  working part-time increased twice as fast as 
the num ber working full-time during the sam e period, whereas the 
num ber of m e n  in part-time w ork fell. It has been noted that countries 
with a  high female activity rate are those where part-time w o rk  
is m ost developed (D enm ark, United K ingdom ).
(1) T h e num ber in part-time w o rk  varies considerably from  country
to country: 6 %  of w o m e n  w o rk  part-time in Italy com pared
with 43.5%  in D en m ark  (see Table 4)

- 5  -
III. F E M A L E  U N E M P L O Y M E N T
T h e  recession has increased the risk of unem ploym ent for w om en(1) 
in countries where it w as low . W o m e n  of all ages, qualifications 
and categories are at risk.
Fem ale unem ploym ent (2) in the 1970s rose 1 5 %  m ore than m ale 
unem ploym ent; between 1970 and 1 9 8 1  the m ale unem ploym ent rate 
rose b y  3.4 while the w om en's rate rose b y  5.3.
T h e proportion of w o m e n  (3) am o n g  the jobless reached a  level 
of 40.5%  for the C o m m u n ity  as a  whole in D ecem ber 1982 while 
w o m e n  accounted for only 3 6 %  of the employed. In 1982 w om en's 
unem ploym ent am ounted to 11.2%  for the T en  against 9.5%  in the 
case of m en. In the sam e year, young unem ployed w o m e n  aged 
under 2 5  represented 4 8 %  of the total unem ployed under 25, whilst 
the majority (5 3 % ) of unem ployed w o m e n  are under 2 5  (4).
A)  C auses and factors
This development has been brought about b y  four interrelated 
processes:
1. Insufficient num ber of n e w  jobs to m eet the d em and for 
em ploym ent b y  w o m e n
T h e d em and for em ploym ent b y  w o m e n  has continued to increase 
and although the num ber of w o m e n  with jobs has risen, total 
job offers have been insufficient to absorb all the female labour 
force, and particularly the n e w  entrants to the labour market.
2. W o m en 's skills and em ploym ent opportunities are narrowed 
d o w n  after unem ploym ent
Training, especially the type of training, has a  decisive 
impact o n finding the first job, o n  subsequent opportunities, 
o n  the likelihood of remaining at w ork or returning to 
w ork after a  break. F or w o m e n  it is the type of training and
----- ./.(1
) See Tables 6  to 1 7
(2) S ee Table 7
(3) S ee Table 8
(4) See Table 9  and 9a

- 6  -
skills they possess, together with their lack of informal '  
networks w hich bring job seekers into contact with job 
offers w hich seem  to be the greatest handicap.
Their tendency to stay in channels traditionally leading
to so-called w om en's occupations w here prospects are
poor diminishes w om en's "employability" and places them
at a  disadvantage as regards access to em ploym ent, particularly
in times of econom ic recovery w h en  firms restructure
and begin to introduce n e w  technology w hich calls
for n e w  technical qualifications seldom  possessed b y
w o m en , even young w o m en . Thus, a  period of unem ploym ent
reinforces their tendency to be inadequately skilled
for m ost of the occupations in current expansion.
T h e narrow range of skills held b y  w o m e n  is not only the result 
of their o w n  vocational preferences. It is also a  reflection 
of the still widespread segregation of em ploym ent based o n  sex.
T h e fact that w o m e n  play little part in firms' internal 
labour market (promotion, redeployment) m a y  account for 
their difficulties in benefiting from  the various provisions for 
in-firm re-training and adaptation to n e w  technology.
3. C hanges in labour m anagem ent
In the search for m ore flexibility, employers are tending 
to m ak e increasing use of unstable forms of em ploym ent 
(fixed duration contracts, temporary w ork (1), em ploym ent 
through an agency, h o m e  working) which are offered to 
w o m e n  job-seekers. In m a n y  countries part-time w ork leads 
to a  decline in the quality or the status of the job and in 
the level of social protection (2).
(1) in April 1982, the C om m ission submitted to the Council a  
proposal for a  directive o n part-time w ork (C 0M (82)155 final).
(2) O n  this question, see proposal for a  Council Directive o n  
voluntary part-time w ork (C 0 M (8 2 ) 830 final).

- 7  -
B y  their very nature, these atypical form s of em ploym ent 
inevitably lead to repeated periods of unem ploym ent 
with a  tendency for these to lengthen, until they b eco m e 
long-term unemployment.
4. Discriminatory effects of fluctuations in the econom ic 
eye le
O ver the period 1970-1981, the registered unem ploym ent 
rose at a  faster rate for w o m e n  than for m e n  but generally 
without the ups and d o w n s noted in the case of the latter 
in 1972-1973 and 1978-1979.
Fluctuations in unem ploym ent affect m e n  and w o m e n  differently, 
even am o n g  the young. M ale unem ploym ent is subject to 
wider swings than female, and follows the general econom ic 
pattern. O n  the other hand, paradoxically, w o m e n  are 
relatively less affected than m e n  w h en  the recession is 
at its worst. This is because of their distribution in 
various form s of em ploym ent w here they have so m e degree of 
protection Ce.g. public service). W h e n  the eco n o m y  starts 
to pick up, however, and n e w  recruitment can be done o n a  ' 
very selective basis, they are likely to have m o re difficulty 
than m e n  in finding a  job.

- 8 -
B ) Specific aspects of w om en's unem ploym ent
T h e category of unem ployed w o m e n  em braces a  very w ide 
range of situations and consequently calls for different 
responses geared to the particular problems of the um em ployed 
w o m e n  in question.
S o m e  groups are m ore at risk than others, in particular 
young w o m e n  (1), unmarried mothers, elderly w o m e n  
(particularly breadwinners for their families) and immigrant 
w o m en .
Within the broad category of those particularly affected 
b y  unem ploym ent, w o m e n  therefore constitute a  group as such 
and also m ak e u p a  num ber of the m ore specific sub-groups.
All unem ployea persons are classified b y their skills, 
their age, their previous working experience. Nevertheless 
w o m e n  face a  greater risk of unem ploym ent o n account 
of other specific factors related to their sex and 
the traditional role of w o m e n  in society.
a) Fam ily responsibilities, w hich still largely devolve
o n  w o m en , are an obstacle to the sm ooth development of the 
career of working mothers, whereas in the case of working 
fathers, they represent a  positive factor, if anything, in 
the eyes of employers.
Fam ily responsibilities cause a num ber of w o m e n  to 
interrupt their career to bring u p  their children, 
and 1 9 %  of w o m e n  job-seekers fall into this category.
In addition, w o m e n  w h o  are the sole breadwinners form  
a  category with a  particularly high rate of unem ploym ent.
Finally, the traditional role of w o m e n  as the ones 
responsible for domestic and family life gives credence 
to the view  that w o m e n  are less affected b y unem ploym ent.
(1) See C 0 M (8 3 ) 2 1 1  final

- 9  -
b) M o re than the actual lack of training and skills, it is the 
m ism atch of skills arising from  inappropriate initial training, 
and, particularly, an insufficient technological training w hich 
intensifies job segregation and w hich places w o m e n  job-seekers 
at a  disadvantage com pared with m en. This has even m ore dramatic 
consequences in so far as w o m en , even young w o m en , are so 
poorly prepared for the type of jobs that are being or will
be created that m an y  of them  will not be able to benefit from  
the recovery of the econom y w h en  the time com es.
c) W hile w om en's em ploym ent has grow n fairly rapidly, there has 
at the sam e time been a  growing tendency for the type of jobs 
generally occupied b y  w o m e n  to becom e less secure. T h e em ploym ent 
situation of w o m e n  is thus m ad e m ore marginal; (poorly paid
jobs without responsibility), this increases the frequency 
of spells of unem ploym ent, diminishes ther quality of female 
labour and limits their "employability" in the long term.
d) T h e corollary of the still widespread notion that w om en's 
w o rk  is secondary, merely supplementing the family incom e, 
is that w o m e n  are regarded essentially as a  labour reserve 
w hich m a y  be needed in times of growth and econom ic prosperity 
and ignored in times of recession or at best can be used as 
cheap labour.

- 1 0 -
IV . T H E  F IG H T  A G A I N S T  W O M E N 'S  U N E M P L O Y M E N T
Specific measures to com bat inequalities of m e n  and w o m e n  
o n  the labour market have been adopted b y  all countries.
T hey are not limited to Laying d o w n  the conditions of formal 
equality.
T h e range of measures to com bat w om en's unem ploym ent varies 
widely from  country to country (1). These differences are 
due to the uneven nature of the development of w om en's 
unem ploym ent and the priorities adopted b y the various 
governments as regards em ploym ent, economic, social or general 
policies.
A . Types of policies and measures adopted
T h e policies adopted b y  the various M e m b e r States to 
promote w om en's em ploym ent have certain points in c o m m o n  
and can be su m m e d  u p  as follows:
1. Adoption of general legal provisions o n  equality 
for m e n  and w o m e n
S uch provisions, usually associated with the implementation 
of the C o m m u n ity  Directives o n  equal piy (2), equal 
treatment in em ploym ent (3) and in social security (4), 
are designed to give w o m e n  the sam e rights as m e n  b y  j  
eliminating discriminatory practices. T h ey  d o not of 
themselves serve to eliminate other obstacles, mainly 
social and cultural in nature which give rise to de facto 
rather than de jure inequalities.
(1) S ee annex show ing measures adopted b y  the M e m b e r States
(2) 0J N o  L  45, 19.2.1975, p. 1 9
(3) 0J N o  L  39, 14.2.1976, p. 40
(4) 0 J N o  L  6, 10.1.1979, p. 2 4

- 1 1  -
2. Policies to bring about im provem ents in w om en's em ploym ent 
b y  eliminating format and specific obstacles to access
to em ploym ent (e.g. am ending protective legislation, 
rem oving bans o n  w om en's em ploym ent, improving working 
conditions etc.) and enlarging em ploym ent possibilities 
(e.g. better vocational guidance, diversifying training 
and skills, positive measures to promote equal opportunities 
etc.).
3. Specific measures to com bat female unemployment:  
improving the "employability" of jobless w o m e n  (e.g. 
special recruitment aids, quotas in em ploym ent schem es 
and/or recruitment, assistance of equality advisors
in em ploym ent offices), and minimizing the risk of 
unem ploym ent am o n g  w o m e n  (by reducing the risk of 
redundancy, particularly through training)
4. General policies to com bat unem ploym ent w hich take account 
of the special circumstances of unem ployed w o m en .
F or example, measures are adopted to im prove the em ploym ent 
opportunities of certain categories that include a  
high proportion of w o m en , such as young people, long­
term unem ployed and the unskilled; job creation measures 
in sectors traditionally employing w o m en , or measures 
adapted to particular types of unem ployed w o m e n  and 
work-sharing measures.
B . Assessment of results
In accordance with the extent and nature of the unem ploym ent 
problem, its social and econom ic background w hich decision­
m akers cannot ignore, and w om en's role in the econom y, 
each country had adopted its o w n  strategy for dealing 
directly or indirectly with female unem ploym ent.

-12-
Overall, there are few  statistics o n  the results of the 
various actions undertaken.
Furthermore, a  num ber of the measures w ere pilot or 
experimental schem es w hich are difficult to assess because 
of the small num ber of persons involved. Certain conclusions 
can nevertheless be draw n o n the im pact of these measures.
1. Inadequacy of the various policies to com bat w om en's 
unem ploym ent
a) T h e  specific measures adopted by several M e m b e r 
States, mainly o n  training, guidance, entry and 
re-entry onto the labour market, generally applied 
only to so m e of the m an y  categories of w o m e n  job­
seekers: w o m e n  entering the labour market late or 
re-entering after a  break in their career, or single 
w o m e n  with dependants. T hus a good m a n y  of these 
measures, far from  attacking the real causes of 
unemployment, should rather be regarded as social 
measures, rather than as actions w hich tackled the 
root causes of w om en's unem ploym ent.
M oreover, the resources deployed w ere m inimal com pared 
with the extent of the problem even if the total 
invested and energy expended w ere considerable.
Although interesting lessons w ere learnt from  these 
measures they w ere not assessed with a  view  to 
disseminating the positive aspects and abandoning 
the negative: so far they have had n o  m ore than 
an experimental imapct.
T h e categories concerned while being the m ost 
seriously affected, represent a  small proportion 
of jobless w o m e n  as a  whole.

- 1 3  -
b) Placement services: w o m e n  are not m u c h  helped b y  the placement 
services despite the authorities' general recommendations
and equality legislation. T hey very often reflect the 
employer's tendency to recruit m ale personnel or at least 
their preference for m ale employees.
T o  counteract the exclusion of w o m en , so m e countries have 
appointed, albeit o n a  small scale, advisors w h o  have the 
task of assisting, counselling and training the staff in 
placement offices, and w h o  appear to play an essential role 
in shifting the balance as regards the placement of m e n  and 
w o m e n .
c) Financial incentives for the recruitment of w o m e n  have been 
few  and far between and these have therefore had little effect 
o n  the overall cam paign against w om en's unemployment. T h e  
C om m ission w ould like a  m ore detailed supplementary assessment 
and an analysis of the reasons for these limited results
to be carried out. It is k n o w n  that w here subsidies are granted 
for permanent recruitment of certain types of staff, w o m e n  
are under-represented. T h e incentives offered to w o m e n  to 
take up part-time w ork have been so minimal that the measure 
has had little success.
d) Tem porary em ploym ent measures: W o m e n  have constituted a  
majority of those w h o  have benefitted from  temporary em ploym ent 
measures in the public sector, although once again they seem
to be underrepresented in those schem es w hich are the m ost 
closely related to direct recruitment for permanent em ploym ent.

- 1 4  -
e) Effects of job segregation
Efforts to increase opportunities for w o m e n  and girls in on-the-job 
training schem es or recruitment program m es have characteristically 
been obliged to concentrate o n  traditionally female sectors of 
activity. T h e best results have in effect been obtained in the 
tertiary sector (eg com m erce, social services, administrative services) 
and in m ost cases o n  a  part-time basis.
f) Budget restrictions w hich have had an im pact o n all national policies 
and especially in the area of social security, o n the w hole affect 
w o m e n  m ore than m en. In the area of policies to reduce unem ploym ent, 
savings have been introduced b y  am ending unem ploym ent legislation 
in so m e countries, b y limiting entitlement to benefits (e.g. 
for part-time workers, or persons w h o  do not have the status of 
family breadwinner (1), b y  cutting or abolishing allowances for 
certain categories (w o m e n  returning to w o rk  ...) or b y  imposing 
certain time limits o n these categories.
2. M easures that have proved successful in reducing female unem ploym ent
a) A m o n g  the measures based o n  preferential treatment;, certain M e m b e r 
States have adopted quantitative targets with a  view  to increasing 
w om en's participation in measures to com bat unem ploym ent. For example, 
in France the "Plan Avenir Jeunes"; in the Netherlands, w o m e n  with 
the sam e qualifications as m e n  w ere given preference in recruitment
to the civil service; in the Federal Republic of G erm an y  additional 
aids w ere given to increase the promotion of w o m e n  enrolled in 
training courses etc.
b) T h e public sector is m ore open to w om en's em ploym ent in m ost countries.
It provides a  wider range of em ploym ent and facilitates integration
in higher grade posts, particularly for w o m e n  holding higher education 
certificates. T h e growth of public em ploym ent has given girls w h o  
have difficulty in finding a  job an opportunity to obtain w ork experience. 
Similarly, w o m e n  in straitened circumstances have been helped to
achieve econom ic and social reintegration in local com m unity em ploym ent 
schemes.
(1) In practice, these measures result in indirect discrimination

- 1 5  -
c) M easures to help groups w h o  are particularly disadvantaged o n  account 
of certain characteristics or a  combination, such as age, health, 
family situation, skills etc., and w h o  ultimately b ecom e excluded
from  the labour market. These measures affect a  considerable proportion 
of unem ployed w o m e n  for the target categories include m a n y  w o m e n .
B y  paying special attention to the effect of labour market m echanism s 
o n these persons, better results have been achieved than w ould b e 
achieved b y  simple reference to the sex criterion. S o m e  of the 
measures concern integration, particularly of young people and persons 
returning to the labour market, and others relate to job creation 
in particular in the non market sector.
d) Job promotion schemes, com pared with other measures, have been 
relatively effective although still inadequate. It seems, however, 
that job creation schem es or training for em ploym ent benefit a  
significant num ber of w o m e n  only if they are geared to the present 
skills of the w o m e n  w hich reduces the cost of integration and 
consequently the level of public subsidies.
e) Local initiatives have led to the creation of a  certain num ber of 
jobs w here w o m e n  m a y  or m a y  not have been traditionally employed, 
in the social services or in rural areas. Although this is not a  
radical solution, these experiments are accompanied b y  im proved 
working conditions (pay, working hours, etc). T hey could be the 
beginnings of a  m ore dynam ic solution and should be encouraged and 
developed through local and C om m u n ity  support so sm ooth out 
difficulties stem m ing from  conservative attitudes (access to loans 
etc).
f) Specific accom panying measures: for a  large num ber of w o m e n  it is 
not the lack of skills that m akes it difficult to take u p em ploym ent 
but rather their family situation.
Special measures have been implemented to im prove w om en's opportunities 
for placement. T h ey  include information o n  the current labour market 
situation, training facilities and the possibility of acquiring 
on-the-job experience w hich could im prove their "employability".
A w areness of the family responsibilities of unem ployed w o m e n  has 
given rise in so m e cases to the creation of day centres for 
unem ployed w o m e n  in training or part-time training courses.

- 1 6  -
g) Actions minimizing the risk of unem ploym ent: hitherto there have 
been few  direct initiatives in this area. O n e  or tw o pilot schem es 
for retraining w o m e n  for m ale jobs have been em barked on w h e n  firms 
were modernized in connection with positive action program m es to 
diversify w om en's em ploym ent. Indirect initiatives seem  to be m ore 
frequent and are mainly geared to m aking working hours m ore flexible.
T o  date these measures have mainly resulted in forms of part-time 
w ork and it is debatable whether they really promote the distribution 
of w o rk  between m e n  and w o m e n  or do not rather tend to reinforce 
the segregation of jobs, considering that they are usually limited 
to clerical, semi-skilled tasks without responsibility, and without 
m u ch  prospect of promotion.

-.17 -
V . Guidelines for action to com bat w om en's unem ploym ent
A . Basic objectives and principles
There is clearly no miracle cure for the problem of w om en's unem ploym ent, 
the magnitude of w hich is essentially a  reflection of the severity 
of current econom ic difficulties, but w hose specific characteristics 
are the result of traditional inequalities in the social and econom ic 
situation of w o m en .
Continuing lo w  levels in econom ic activity and a  decline in the overall 
level of em ploym ent will always be to the detriment of those o n  the 
margins of the labour market. There is a  risk also that unem ploym ent 
would'in the end simply be redistributed am ongst different categories 
of people and that n e w  rigidities w ould be introduced into the .  labour 
market. In a  shrinking labour market, moreover, the effectiveness of 
isolated special measures o n  behalf of any particular group m a y  be 
severely limited. A s  in the case of other categories of people particularly 
affected b y  unem ploym ent, therefore, corrective action to bring about, 
an im provem ent in the em ploym ent situation of w o m e n  needs to be devised 
within the fram ew ork of wider measures to stimulate econom ic recovery 
and restore em ploym ent growth.
T h e broad fram ew ork for action to com bat w om en's weoployment w as 
laid d o w n  in the tw o Resolutions adopted by the Council o n 2 7 M a y  1982, 
o n  the one hand with regard to C o m m u n ity  action to com bat unemployment(1) 
and o n  the other with regard to the promotion of equal opportunities 
for w o m e n  (2). T h e  m ore recent C om m ission communication concerning 
the promotion of em ploym ent for young people (3) sets out a  specific 
plan of action w hich should in principle lead to a  reduction of 
unem ploym ent am ongst young w o m e n  under 2 5  w h o  represent nearly 5 0 %  
of total female unem ploym ent.
W ithin this broad fram ework nevertheless, four general principles 
need to be reaffirmed,
1. A  first general principle in the broader strategy to com bat
unem ploym ent is the ful l recognition of w om en's right to w orkand 
to seek econom ic independence even in a  time of econom ic recession.
This very basic principle requires reemphasis in 
the current situation, given a certain tendency within m a n y  M e m b e r 
States to dow ngrade w om en's status as workers or as m em bers of 
the re gistered unemployed, b y reference for instance to their 
contribution to the family budget or to their role as parents.
C o m m u n ity  legislation nevertheless exists to guarantee equal 
treatment as regards remuneration, access to em ploym ent, vocational 
training, promotion and working conditions (4). Equal treatment
(1) 0 J N o  C  186 of 21.7.1982 p. 1
(2) 0J N o  C  186 of 31.7.1982 p.3
(3) C O M (83) final 2 1 1
(4) Directives 75/117 and 76/207

- 1 8  -
in social security is also progressively being covered b y  C o m m u n ity  
directives (T). T h e  prohibition of indirect discrimination 
enshrined in the C o m m u n ity  directives, is of particular significance 
at the present time not merely to protect the situation of w o m e n  
but also to ensure that w o m e n  benefit o n an equal footing as m e n  
from  measures to promote em ploym ent.
2. A  second general principle concerns the integration of objectives:
general measures to stimulate econom ic recovery or prom ote em ploym ent 
growth should not only respect the principle of equal treatment but 
also contribute w here possible to the achievement of equal opportunities 
for w o m e n  in society and in the labour market in particular. This 
refers to both the actual choice of measures and to the m ethod of 
implementation. T h e creation of em ploym ent through the reduction and 
reorganisation of working time is one such field of action which, if 
implemented in such a  w a y  as to reduce weekly working hours,· for instance, 
can m ak e a  very substantial contribution to a  m ore equitable sharing 
of domestic responsibilities between m e n  and w o m e n .
3. A  third general principle w hich should underlie labour market measures 
designed to com bat unem ploym ent is the development of positive action.
A t one level, this implies a  com m itm ent to use labour market policy
to redress the balance in favour of those categories w h o  are 
dispro;- ortionately affected b y  unem ploym ent. W ithout such a  com m itm ent 
labour market policy can easily becom e an instrument of greater 
inequality in society. A t another level, particularly as regards 
w om en's unem ploym ent, positive action implies carefully thought out 
measures to compensate for and counteract de facto inequalities in 
society, stem m ing from  the traditional segregation in the labour 
market,, and stereotyped attitudes about the role of w o m e n  in society.
T h e Council Resolution of 12.7.82 o n the promotion of equal opportunities 
for w o m e n  (2) calls upon the M e m b e r States to develop these action's 
w hich are authorised specifically b y  the Council Directive N o  76/207.
4. T h e three principles referred to above need to be incorporated into 
action at every level, both b y public authorities and b y  the social 
partners .
Initiatives at local level, within the enterprise or through innovative 
action b y labour market authorities, will be required to set the tone 
and inspire action o n  a larger scale.
(1) Directive 79/7 and COM (83) 21 7
(2) O.J. N o  18 6  of 21.7.82 page 3

-19-
B. Fields of Action and Guidelines for the development of measures
Within each area of action of employment and labour market policy,
there is scope, as yet only partially explored, to promote equal
opportunities in society and to contribute directly or indirectly
to a reduction in the unemployment of women in general, or certain
specific categories of women, young women or the long term umemployed
in particular. The following checklist presents an initial summary
of the specific areas where action should be further developed both
at Community level and within Member States. Insofar as certain  
guidelines have already been given in recent Commission communciations,  
these are also included in the list.
Job Creation and Recruitment  
In the private sector
1(a) As regards young women, the Commission has already taken a position on the  
techniques to stimulate additional recruitment in the private
sector, including job creation premiums, exemption from social
security contributions, etc. in the context of youth employment(1).
Member States are urged in particular to establish higher rates
of subsidy to aid young people in particular difficulties or to
assist young women in entering.non-tradiiional, employment. The,
development of positive action in favour of young women figures in the
draft Resolution before the Council.
(b) As regards women over 25 years, it should be noted that, after the  
Review of the Social Fund, recruitment premiums both for young people  
and the long-term unemployed will be eligible for Social Fund support.  
Drawing on the experience of the Social Fund, the Commission, for  
its part, will seek to evaluate the effectiveness of such aids and  
in this context will review their impact on women. It is recognised  
that if recruitment premiums become too generalised, their specific  
impact may be tost (2). If a more selective approach is to be adopted,
(1) COM (83) 211 final of 25.4.83 (paras 43-47)
(2) It is the responsibility of the Commission to determine whether  
such State aids are compatible with Articles 92 and 93 of the  
EEC Treaty.

- 20 -
Member States should place an emphasis on the most needy, such as  
single parents, most of whom are women.
Specific measures to promote the desegregation of women's employment  
should also be envisaged in particular by encouraging women candidates  
for jobs in the new high technology sectors which risk being dominated  
by male personnel.
2. The public sector or publicly funded jobs have also been identified  
both as an important area for corrective action as regards the  
employment of young people (1) and an area for exemplary positive  
action in favour of women (2). More generally, public authorities  
should maintain and enchance their role as employers, committed  
to an equal opportunities policy, taking special steps for example  
to encourage women applicants, and evaluating at regular intervals  
the progress achieved by means of indicative quantified targets.  
Specific efforts shoutd be made by Member States in this respect  
to ensure balanced recruitment in those areas of employment in  
the public sector which are developing new information technologies,  
for example in the fields of communications, especially at regional  
or local Level and in certain parastatal sectors.
Ci) C0M(83) 211 final of 25.4.83 paragraphs 53-60
(2) 0J No C 186 of 21.7.82

- 21 -
3. The reduction and reorganisation of working time according to
the principles set out in the Commission’s proposal for a Council
Recommendation (1.) is an important area for concerted action by
the social partners to increase employment opportunities. Rapid
adoption of the Recommendation by the Council would be of great
significance. Whilst respect for the principle of equal treatment
can be guaranteed by the Directive 76/207, it remains to be seen
how far new collective agreements in this area will also be used
to make a positive contribution to greater equality in the labour
market. General arrangements for shorter and/or more flexible'‘ working
hours should enable occupational and family responsibilities to  
be reconciled more adequately and thus contribute to a better sharing  
of parental duties.
Other issues that can be raised infclude policies of recruitment
for new job vacancies created, trends in retraining, the reallocation
of duties and permanent employment following agreements on the
reorganisation of working time and limitations on overtime. All
these issues lend themselves to positive action programmes within
the enterprise. The social partners have a particular role to play  
in this area.
A. Part-time work
The issue of part-time work poses a particular dilemma in the context  
of efforts to improve the situation of women in the labour market.
On the one hand , part-time jobs may be the choice of many women,  
especially mothers with young children. Moreover, in certain Member  
States, part-time work provides a substantial proportion of the  
jobs currently occupied by women, an important consideration when  
jobs of any kind are scarce. On the other hand, however, part-time  
work tends to be available mainly in low-paid, low-skilled occupations  
and the tendencies for women to be both less skilled than their  
male counterparts and more willing to accept part-time employment  
(or more resigned to doing so) combine to reinforce the segregation of  
the labour market.
(1) COM (83) 543 final

- 22 -
With nearly 12 million unemployed in the Community, there should  
be unequivocal encouragement for the extension of voluntary part-  
time work as one important element in the area of work-sharing.-
However, every effort must be made to ensure that part-time work  
becomes available across a wider range of occupations and at not  
only the lowest Levels. The Commission's approach is embodied in  
its proposal for a Directove on voluntary part-time workd)  
which is designed to remove unjustified discriminations against  
part-timers and to enhance the status of part-time work. There  
is a particular responsibility for the social partners to ensure  
that any measures to encourage part-time work do not discriminate  
directly or indirectly against women.
Local employment initiatives to promote the setting up of small  
businesses is yet another field of action, now of some .  significance,  
in the fight against unemployment. This theme, already referred  
to in connection with the employment of young people, is  
developed further in a recent Commission communication,(2),is  
of special relevance to women. Small businesses, and cooperatives  
in particular, can provide not merely a source of employment.
They can offer women the prospect of comparatively good working  
conditions especially as regards opportunities to undertake  
management responsibilities. Local employment initiatives can  
in effect play an important role in further desegregation in the  
labour market and promoting equal opportunities for women.
CD COM (81) 775 modified by COM (82) 830 of 17.12.82
(2) COM(83) 662

- 23 -
The local authorities and social partners should see that this  
objective is integrated both in the planning and the implementation  
of such initiatives so as to ensure the active participation of  
women. Member States should also ensure that women have access  
to the various facilities, financial or otherwise, that are provided  
for those setting up new businesses, on the same terms as men.
A proposal for a Community legal instrument designed to ensure  
equal treatment in the self-employed occupations is being prepared  
by the Commission (1).
Training, guidance and placement
6. Whilst training measures will not in themselves create jobs they  
can make an important indirect contribution to the reduction of  
unemployment especially amongst women. For young women,.in particular,  
the influence of education curricula, teaching materials and methods  
cannot be over-emphasized. Member States should apply themselves  
to the task of eliminating or counteracting stereotyped notions  
of women's role in society and in employment throughout the education  
system, taking positive action particularly when young people  
begin to make decisions which affect their vocational prospects.
These issues are to be given special attention at Community level  
in the framework of the second programme of pilot projects on  
the preparation of young people for working life (2) and the action  
programme relating to the introduction of new information technologies  
in the field of education (3).
7,As regards the initial vocational training of young people, at
the end of compulsory schooling, the Commission has already produced  
detailed guidelines (4) regarding a training entitlement in the  
form of a social guarantee to be made available to all young people  
to ensure, inter alia, that young women do not come on to the
(1) COM (81) 758 final Action 5
(2) O.J. C 193 of 28 July 1982
(3) O.J. C 256 of 24.9.83
(4) COM (82) 637 final paragraphs 24-34

-24-
Labour market Less skilled than their male counterparts. In the  
effort to expand training capacity to meet demand within five  
years Cl).. Member States are urged to ensure that girls and young  
women do not nevertheless get channelled automatically into  
stereotyped sectors of training and work experience, which is  
a very real risk in the case for instance of traineeships provided  
by private enterprise. In the same context, Member States have  
undertaken to ensure that opportunities for training in new technologies  
are directed especially at those young people whose qualifications  
are unsuitable for entry into working life (2). The effective  
participation of young women in these training opportunities should  
be ensured in order to prepare for more equal participation of women  
in the growth sectors of the future. The Commission intends to  
monitor developments very closely, in liaison with Member States,  
and will use the European Social Fund to support these training  
objectives, including the development of positive action programmes  
for young women.
8 . In the area of training and retraining of unemployed women or  
women reentering the labour market, there are still significant  
differences between Member States particularly as regards the  
scale of positive action programmes that are undertaken. Member  
States have now committed themselves to make increased efforts  
in this area (3) and to give particular attention to the retraining  
of women whose employment is threatened by the introduction of  
new technologies or who want to take up work again (4).
The Commission, using the Social Fund and working in liaison with  
the European Centre for the Development of Vocational Training  
(CEDEFOP) will continue and intensify its work in supporting  
innovatory projects, assisting in their evaluation and in the  
exchange of experience.
./.
f (1) O.J. C 1931 of 20.7.83 page 4 section III
(2) O.J. C 166 of 25.6.83 Section 11(b)
(3) O.J. C 193 of 20.7.83 page 3 Section II
(4) O.J. C 166 of 25.6.83 page 2 Section 11(e)(1) O.J. C 1931 of 20.7.83  page 4 section III
(2) O.J. C 166 of 25.6.83 Section 11(b)
(3) O.J. C 193 of 20.7.83 page 3 Section II
(4) O.J. C 166 of 25.6.83 page 2 Section 11(e)

“25 -
Quite apart from the development of schemes designed specifically  
for women, however, Member States should also apply themselves  
very seriously to the task of obtaining a more balanced participation  
of men and women in 'mainstream' training programmes, especially  
by actively encouraging women applicants in sectors where they  
are normally underreprepresented. They should increasingly set  
indicative targets for female participation  
particularly in training programmes directly related to new  
technology sectors, providing pre-training courses, if necessary,  
to prepare women for access to such programmes.
9. Appropriate in-service training is important as a preventive  
measure against unemployment following industrial restructuring  
and innovation, which particularly affects women employees,  
concentrated as they are in activities which are labour intensive  
and often relatively unskilled. The Commission will continue  
its work in developing guidelines for positive action in this  
respect, within both the public sector and in private enterprise,  
following on from the positive actions promoted by the Commission  
in the banking sector.
The Social Fund will be able to support certain initiatives  
in this area, particularly in small and medium-sized enterprises  
affected by the introduction of new technology. It is the social  
partners however who will essentially be responsible for ensuring  
that a commitment to positive action is adequately reflected  
in collective agreements accompanying restructuring operations.
10 · Placement, guidance and counselling provisions are not merely  
inadequote, dramatically so in certain cases, to cope with the  
constant rise in the number of job-seekers. They are also most  
often very ill-equipped to respond to distinct needs and concerns  
of women-job seekers. Member States should take steps so that  
qualified staff in sufficient numbers may provide a more personalised  
service, and thereby to contribute to the efficiency of labour  
market measures, such as training. It should be noted in this  
context that the training of specialist staff is henceforth eligible  
for support from the Social Fund.

- 26 -
Member States should pay special attention to the development  
of greater awareness and expertise about the particular problems  
faced by unemployed women.
The presence in employment offices of adequately trained staff,  
playing both a promotional and monitoring role in this area(j)
is particularly important. The Commission, for its part, has  
already set up a network of equal opportunity advisors dealing  
particularly with questions of training and guidance (2).
Accompanying measures
11. Quite apart from the action required in the area of economic  
and industrial policy if unemployment is to be reduced, special  
mention should be made of some of the complementary measures  
in the area of social and employment policy that are essential  
if unemployment amongst women in particular is to be reduced,  
especially when economic recovery is apparent.
The improvement of social infrastructure for instance  
^child care facilities, pre-primary education, health services,  
public transport provisions etc) will become of crucial importance  
to unemployed women if they are to be able to participate effectively  
in training schemes or accept job offers.
Measures to encourage a greater sharing of parental responsibilities  
will contribute to greater equality in the labour market.'In  
this context the Commission is presenting a proposal for a Directive^)  
on parental leave.
(1) cf for example, the "Equality Counsellors" in Denmark,  
and the Regional delegates on Women's Rights in France.
(2) C0MC81) 758 final Action 11
(3) COM(83) 555

- 27 -
As already referred to in the Community action programme on  
equality of opportunities (1), information campaigns to ensure  
women are aware of their rights and to encourage a general  
change in attitudes about women's role in society are also  
necessary if women are to benefit fully from any general improvement  
in the employment situation resulting from renewed economic  
growth. Member States should not delay action in this area  
which should be seen as directLy complementary to labour market  
measures.
Data collection and exchange of experience
Much work still needs to be done in Member States to improve  
the collection of data about the situation of women in the  
labour market (employment, unemployment, training and placement),  
not only in order to monitor progress in desegregating employment  
but also to identify more precisely trends in unemployment  
for instance among single parents, women who are principal  
breadwinners for the family, and women seeking to reenter  
the labour market after interrupting their career. The Commission  
will continue its own work in this area (1). It will also  
seek to promote a better exchange of information between Member  
States on measures to combat female umemployment particularly  
within the framework of MISEP (the Mutual Information Sytem  
of employment policies).
These guidelines are submitted for consideration by public  
authorities and the social partners and by all those concerned  
directly or indirectly with labour market policies and the  
promotion of equal opportunities for women.
The results of initial discussions at the level of the Standing  
Committee on Employment should form the basis  
to draw conclusions and adopt general guidelines for further  
action within the Member States.
(1 ) C0M(81) 758 final Action 13

ANNEX I
TABLES
T. 1 - Total working population by sex
T. 2 - Activity rates by sex
T. 3 - Proportion of females in the total working population
T. 4 - Part-time work
T. 5 - Employees by sector of activity
Proportion of females in the employees by sector of activity
T. 6 - Registered unemployed
T. 7 - Unemployment rate
T. 8 - Share of female unemployed in total unemployment
T. 9' - Proportion of unemployed women under 25 years of age in the total
of unemployed women
T. 9bis- % of women in total unemployed under 25 years of age
T. 10 - Share of unemployed under 25 years in total unemployment
T. 11 - Proportion of unemployed registered since more than 6 months
T. 12 - Proportion of unemployed registered since more than 12 months
T. 13 - Registered unemployment by age
T. 14 - Registered unemployment by duration
T. 15 - Unemployed in the principal occupational groups
T. 16 - Main categories of persons seeking paid employment
T. 17 - Unemployed persons by reason for unemployment
T. 18 -Total number of pupils and students
i
T. 19 - Girls per 100 boys at every level of schooling 1
T. 20 - Distribution according to training targets
T. 21 - Distribution by type of vocational training (full-time, part-time in 197

T. 1
I Î *  t I I IBELGIQUE t I UNITED I I I I IDEUTSCH- I FRANCE I ITALIA INEDERLAND1 I LUXEM** 1 1 IRELAND I DANMARK I E U R 9 I UAND I I I 1 IELOIE I BOURG I £ i  NC DOM I I 1 II IELLAS I E U R ICI I I
Total working population by sex
HALES AND FEMALES * HOMHES ET FEMMESX 1 OOO
1970 264172143020573 4795 3430 139,9 25300!114 2360106663 3430 «no113*
1975 264442220521340 4991 4003 157,2 25449 1146 2466109061 3434 «112495 ·
1976 266512244121649 5036 4032 156,6 26120 1154 2537.109411 3494 ·113309 ·
19 7 7265772269522034 5r190 4056 157,3 26209 1172 2579110569 3sie »114067 ■
19 7f t266922249422142 5152 4079 157,7 26342 1195 2645111299 353)  ·1146 36 *
19>9 2691523C5022497 5233 4134 154.3 26559 1219 2627112396 3560 ·115956·
1 9S0271912314722404 5349 4152 159,9 26701 1239 2662113445 3636 ►117941'l  S3 1273952323023100 5547 4161 1 6 0,426544 1264 267!11407? t117713«
1962 275012339423US 5696 4174 160.9 26303 1263 2664114364 116020"
MALES « HOMMES
1970 171791393614664 3560 2604 16363 629 146370699 1
197 5166251402?14922 3607 2626 112,0 16109 636 146370529 t
1976 166391412114965 3625 2623 111,2 16232 642 146070649 11977 165691416414974 3635 2612 110,4 16220 657 149070651 2507 ·
1976 166621424515030 3643 2604 111,6 16219 669 150770691 2521 ·1979 1679f t1422115117 3662 2619lino 16193 642 147671061 2543 *
1969 164931423615215 3707 2606 112.1 16241 692l46?71391 2599*1 vi 11695f t142C115337 3755 2592 112.5 16236 906 1476715751962 169661419415362 3794 2555 112,6 U027 914 14807145673 154» 
73 412« 
73 624«
73 990*74 174« 
74 05*«
FEMALES » FEMMES
1970 96 367494 6009l235 1226 •6937 289 91735783 1
1975 10959 6176 6416 1364 1375 45,2 9740 310 102336532 1
1976 10021 6320 6704 1411 1409 45.4 9686 312 105139161 1
1977 9946 6531 7060 1455 1444 46.9 9989 315 108939918 1Oil ·V9 78 10030 6649 7112 1509 147i 46,1 10123 326 113840408 1016 *
1 979 10117 8629 7380 1571 1519 47,3 10366 337 114941315 1017 «
1960 10298 6909 7589 1662 1546 47,6 10460 347 117542054 1037 F1961 10437 9029 776 31791 1570 47,9 10312 356 119342502 1
1962 10515 9200?826 1902 1569 46,1 10276 36 912044292640 929 *
41 424 k
42 332 »
43 091» 
43 539« 
43 965«
I I.R. I IDEUTSCH“ I FRANCE ILAND II ITALIAII IBELGIQUE 1INEDERLANDI I LUXEM-I I IELOIE I BOUROI UHXTC° J xuiAHD i DANMARK I E U R 9 I 
I KINGDOM I 1 I IELLASI I I E U R 101 1 I
Activity rates by sexT. 2
HALES AND FEHALES » HOMMES ET FEMMES
1970 44,2 42,2 38,9 36,6
36,539,7 41,2
43,645,6 37,9 48.3
1975 43,5 42,1 36,2 40.9 46,2 36,1 49,1
1976 43,3 42,4 38,6 36,6 41,1 43.4 46,7 35,6 49,9
1977 43,3 42,8 39.0 36,7 41.3 43.5 46,9 35.6 50,7
1978 43.5 43,0 39,0 37,0 41.5 43,5 47,1 36,1 51,6
1979 43,9 43,1 39,5 37,3 42,1 43,5 47,5 36,2 51,3
1960 44,2 43,1 40,0 38.1 42,2 43,6 47,7 36,4 52,0
1961 44,4 43,0 40,4 36,9 42,2 43.9 47.2 36,7 52.2
1982 44,6 43,  1 1 39,8 * 44,1 i 36,6 52,442.4
42.2
42.4
42.4 
42.B
43.2
43.4
43.539,0· 
34,0· 
34,2« 
37.4 · 
37,5· 
37,3«  
37,7« *42,3·
42.1"
42,3«
42,5«
42,7*
43,0·
43,2« *
43,2·
MALES ■ HOMMES
1970 59.5 56,2 56,7 54.7 55,2 60,9 60,7 55,9 59,8
1975 57,0 54,3 54,6 53,0 54.6 62,6 59,1 52.3 58,4
1976 56.7 54,5 54,6 52,9
52,654.6 62,3 59,5 51,9 59,0
1977 56.7 54,5 54.3 54,4 61.6 59,5 52,1 59,2
1976 57.0 54,6 54,2 52,6 54,2
54.562,6 59.6 52,2 59.7
19/9 57,4 54.3 54,4 52.5 62,3 59,4 52,1 56,3
1980 57.4 54.1 54,6 52,6
53.254.2
53,962.8 59,5 52.2 56,6
1981 57,5 51,7 54.9 63,1 59,3 52,4 56,5
1962 57,6 53,4 53.5 * 1 52.3 56,754.0
54.1
56.1
56.0
56.1
56.1
56.2 
56.155,0» 
54,6 « 
54,3· 
54.9 ·56,0*
56,0«
56.0·
56,1»56,1·
FEMALES M FEMMES
1970 30,3 2 8 ,6 2 1 ,9 1 8 .9 2 4 ,9 2 2 ,2 31 .3 1 9 .7 3 4 ,9
1975 31.1 3 0,4 2 2 ,5 2 0 .2 2 7 ,5 2 4 ,9 3 3 .9 19,6 4 0 .0
1976 31.1 30 .8 23 .4 2 0 .4 26 .1 2 4 ,9 34.5 1 9,4 4 1 ,0
1977 31.1 31 ,5 2 4 ,5 2 0 .9 2 8 .8 2 5 ,6 34,8 1 9,4 4 2 ,3
1978 3 1.  2 31.8 2 4 ,5 2 1 ,5 29 .4 2 5 .1 35 .3 19,6 4 4,1
197 9 31.5 32,4 25 ,4 2 2 ,2 3 0,2 2 5 .5 36 .1 2 0 .1 4 4,4
1 MO 32.0 32 .5 26 .0 2 3,6 30,7 2 5 .6 36.4 2 0 .5 4 5 ,3
1 > 6 1 32.4 32 .6 2 6 ,5 2 4 ,9 31.1 2 5,6 35 ,7 2 0 ,9 4 6 .0
1*32 32.7 33 .3 2 6 ,3 > 2 1 .3 4 6 .4
S°urce :  EUROSTAT :  employment and unemployment 3-198327,7 1 »
29,11 » 1
29.5 !
29,7· 30.01 21,3*
30,3 21.1*30.0·
30,9 20,9·30,5»
31.4 21.1 ·31.0,
31.6 31.2*

T. 3
%
I I . R .  I 
IDEUTSCH- I FRANCE 
H A N D  II  ITALIA II  IIEIOIQUE l
INEDERLANDI I LUXEM-
I I 1ELOIE I 10UR0I UNITED I  1  1 I KINGDOM Ii  iIRELAND 1 DAhHARK I l  I! U H ELIASe u * u
Proportion of females in the total working population
1170117$
1174
1177
1178 
117 $ 1  180 
1181 
118235.9
37.437.4
37.4
37.4
37.437.9
33.131.233.9 21.1 25.1 32.0 2734.1 30.1 27.7 34.3 2137.1 30.9 21.0 34.9 2937.4 32.0 21.4 35.4 2937.1 32,1 21.3 34,2 2931.3 32.1 30.0 34,7 2931.5 33.3 31.2
32.337.2 2931.9 33.4 37,7 2939,3 33.1 33.4 31,1 29ss.s57.757.1
51.1 51,4
51.1
51.2
51.151.125, 427.127.1 
24,t 
27,5 
27.424.021.}24.131.9
41.241.9
42.2
43.143.744.1
44.7 44,f33.9 i 1
35.3 | i 1
35.7 i 1
34.1 > 21,7 " 35.9«
34.3 21,7* 34.1 •
34,1 21.4* 34,5*
37.1
37,321.5 ►
1 • J J ;’ P
37.5 t 37,3*
Source :  EUROSTAT :  Employment and unemployment 3-1983
T. 4PART TIME WORK
Persons whose main occupation is part-time for an average of 21.5 hours  
per week per sex.
1975 1977 1979 1981
Men
XWomen
XMen
XWomen
XMen
XWomen
XMen
XWomen
X
D1,122/8_1,1_ _ 24,40,924,21,025,7
F2,114,02,3 15,22,015,21,9.15,9
I2,79,91,2 5,91,26,01,45,8
NL1,518,61,5 19,01,823,28,945,2
B0.611,61,0 16,10,816,01,316,3
L0,915,40,8 12,30,717,2
R.U.2,240,92,1 40,41,337,71,437,1
IRL1,89,91,6 9,61,38,0
DK1,940,32,7 42,42,343,03,043,6
GR 1,14,3
EUR 91,923,61^6 23~,7~'1,323,0~1,823,9
Source :  EUROSTAT :  EEC Labour Force Sample Survey
1973-1975-1977-1979-1981.

T. 5
Employees by sector of activity
B.R.
OEUTSCHLANO FRANCE1
ITALIA NE0ERLAN01
BELGIQUE U.KlNGOOn IRELANO DENMARK
X 1000HFHFHFHFHFHFHFHF
197913530829710514.469769834466629561273202311051344996585542821141955
TOTAL
198213481844310314.57132987846132685144819341112119779114546.  3031097985
ACRI-197919857308.45968442959510227890271457
OX TURE198218164293.55964037157710126S66222417
ir.0fS-197980202678532317674992156513011829942346857232726770518155
TRIE198279822550502716314921161411681849102115609184724966452133
C .F P -197996245562488351504158267215961086101986963147241260211578793
VICES198297185829500454424317282916601257101490061037179275235604845
»* * ' * • * · a r  - •  ·.
Q/0Proportion of females in the employees by sector of activity
TOTAL '
et-ploi
SALARIE37.138.539.840.832.132.730.133.435.336.541.743.233.835.545.547.6
AGRICULTURE 23.426.116.017.238.538.17.810.916.69.024.424.93.58.313.414.5
INCUSTRIE 25.025.124.924.423.625.212.213.619.019.725.324.720,720.623.023.1
SERVICES 47,450.448.552.036.239.540.443,046.047,053.454.044,746.058.25a.3
SOLTCE : EUROSTAT (CRONOS).
EUROSTAT :  Employment and unemployment 3-1983.
(1) Italia et Belgique : 1979 et 1981.

T. 6
D F I NL B l UK IRL DK EUR 9* )GREUR 10
Annual averages
REGISTERED UNEMPLOYED (s 1000)
Males and females 1973 273,5 393,9 1044,8 109,9 111,2 0,046 595,6 62,0 17,8 2595,0
3119,11974 582,5 497,7 997,2 134,9 124,1 0,057 599,5 67,2 47,9 3092,0 27,1
1975 1074,2 839,7 1106,9 195,3 207,8 0,264 940,9 96,2 113,5 4632,9 35,0 4l>6 7,9
1976 1060,3 933,5 1181,7 210,8 266,6 0,456 1301,7 107,8 118,2 5242,4 28,5 5270,9
1977 1030,0 1071,8 1381,9 206,9 307,6 0,820 1402,7 106,4 147,0 5713*7 27,7 5741,4
1970 992,9 1166,9 1528,6 205,6 333,4 1,166 1382,9 99,2 169,8 5937,7 30,9 5968,t
1979 076,1 1349,9 1653,4 210,0 351,6 1,055 1295,7 89,6 137,5 6023,1 31,6 6054, '
1980 888,9 1450,6 1776,2 248,0 382,3 1,094 1664,9 101,5 161,5 6739 1 37,2 6776,<
1981 1271,6 1772,9 1992,6 385,3 471,6 1,559 2520,4 127,9 218,4 8840,J 4?, 1 868?, · * ·
1982p 1833,2 2007,8 2377,2 541,7 535,0 2,039 2916,9 156,6 235,1 10718,4 50,210768,1
Males 1973 149,9 193,4 663,0 88,4 57,9 0,014 505,2 50,8 13.71752,1
1974 324,7 234,6 638,6 106,7 58,0 0,022 509,8 54,4 35,2 1998,0 17,0 2015,'
1975 622,6 427,5 700,3 153,0 99,1 0,171 764,6 77,4 00,3 2976,3 22,9 ?999,.
1976 566,5 443,5 741 ,0 159,8 114 ,7 0,280 1005,6 87,0 74,2 3240,2 17,6 3263,8
1977 518,1 499,1 841,0 145,9 124,6 0,494 1044,8 84,8 84,9 3392,3 l(i, 6 3400,·»
1978 488,8 551,4 894,6 136,4 132,4 0,659 1009,5 78,6 93,1 3430,7 18,6 3449, ·
1979 416,9 632,5 926,8 132,4 132,4 0,535 930,1 69,1 69,7 3354,3 18,6 3 172,9
1980 426,4 658,4 958,6 159,9 143,8 0,526 1180,6 77,2 87,6 3740,3 22,1 3762,4
1981 652,2 859,2 1043,1 262,1 198,6 0,830 1843,3 97,9 127,2 5140,l 25,4 5160.'
19Q2p 1021,1 1004,8 1223,0 376,2 242,9 1,090 2133,2 118,8 134,0 6324,y 30,7 6355,'
Females 1973 123,6 200,5 341 ,8 21,5 53,3 0,032 90,4 11,2 4,1 843,0
1974 257,8 263,1 358,6 26,2 66,1 0,035 89,7 12,8 12,7 1093,9 10,1 1104,».·
1975 451,6 412,2 406,6 42,3 108,7 0,093 176,3 18,8 33,2 1656,6 12,1 1660, ’
1976 493,8 490,0 440,7 51,0 151,9 0,176 296,1 20,8 44,0 1996,3 10,9 2007, ;·
1977 511,9 572,7 540,9 61 ,0 103,0 0,326 357,9 21,6 62,1 2321 ,4 11,1 2 132.’
1970 504,1 615,5 634,0 69,2 201,0 0,507 373,4 20,6 70,7 2b07,0 13,3 7M9, ·
1979 459,2 717,4 726,6 77,6 219,4 0,520 365,6 20,5 67,8 2668,8 13,0 Ji .>11 , ·
1980 462,6 792,2 817,6 88,1 238,5 0,568 484,3 24,3 73,9 2998.8 15,1
1981 619,4 913,7 949,5 123,2 273,0 0,729 677,0 30,0 91.2 3700,2 16,7 3/16,"
4413,'·1982p 012,2 1003,1 1154,2 165.5 292,1 0,949 783,7 37,8 101 ,0 4393,6 19,5
UNEMPLOYMENT RATE % of civilian working populationT .  7
Males and females 1973 1,0 1,8 4,9 2,3 2,9 0,0 2,4 5,6 0,7 2,4
1974 2,2 2,3 4,8 2,8 3,2 0,0 2,4 6,0 2,0 2,9
1975 4,1 3,9 5,3 4,0 5,3 0,2 3,7 8,5 4,6 4,3
1976 4,1 4,3 5,6 4,3 6,8 0,3 5,0 9,5 4,7 4,9
1977 4,0 4,8 6,4 4,1 7,8 0,5 5,4 9,2 5,8 5, 3 0,8 6. ·
1978 3,8 5,2 7,1 4,1 8,4 0,7 5,3 8,4 6,5 5.4 0,9 '
1979 3,3 6,0 7,5 4,1 8,7 0,7 4.9 7,4 5,3 6, 5 0,9 !-· '
1980 3,3 6,4 8,0 4,7 9,4 0,7 6,3 8,3 6,1 f > , 1 1 ,  1
1981 4,7 7,8 8,8 7,2 11,6 1,0 9,6 10,2 8,3 1,2 1,3
1982p 6,8 8,9 10,5 12,0* 13,2 1,3 11,1 12,5 8,9 ·),(. l  , 6
Males 1973 0,9 1,4 4,7 2,5 2,3 0,0* 3,2 6,3 1,0 2,6
1974 2,0 1.7 4,5 3,0 2,3 0,0* 3,3 6,6 2,5 2,")
1975 3,8 3,2 4,9 4,4 3,9 0,2* 4,8 9,4 5,6 4,4
1976 3,5 3,3 5,1 4,5 4,5 0,3* 6,3 10,5 5,1 4,7
4,1977 3,2 3.7 5,8 4,1 4,9 0,4* 6,6 10,1 5,8 \>,  ’  >
1978 3,0 4,0 6,2 3,9 5,3 0,6* 6,3 9,2 6,3 6,0 0,8
1979 2,6 4,6 6,4 3.7 5,2 0,5· 5,9 8,0 4,8 4,9 0,8
1980 2,1» 4,8 6,5 4,5 5,7 0,5* 7,4 8,8 6,0 6.4 0,r»
1981 4,0 6,3 7,1 7,2 7,9 0,7· 11,6 11,0 8,8 7,4 1 , i •
19R2p 6,2 7,4 8,3 12,2* 9,7 1,0* 13,4 13,3 9,2 9,1 1 , <
Females 1973 1,2 2,6 5,5 1 ,6 4,1 0,1· 1,0 3,7 0,4 ?, 3
1974 2,6 3,3 5,7 ?,1 4.9 0,1* 0,9 4,4 1,3 2,9
1975 4,5 5,0 6,3 3,1 7,9 0,2* 1,8 6,1 3,2 4, 1
1976 4,9 5,9 6,6 3,6 10,8 0,4* 3,0 6,7 4,2 6,1
1,1 5,3 977 5,1 6,7 7,7 4,2 12,7 0,7* 3,6 6,9 5,7 5,8
1978 5,0 7,1 8,9 4,6 13,7 1.1* 3,7 6,3 6,7 6.7 1 ,2
1979 4,5 8,1 9,6 4,9 14,5 1.1· 3,5 6,1 5,9 6,5 1,3 t,.
7,i1980 4,5 8,9 10,8 5,3 15,5 1,2· 4,6 7.0 6,3 7, 1 1,5
1981 5,9 10,1 12,2 7,1 17,4 1.5* 6,6 8,4 7,6 8,7 1, G 8, f
1987p 7,8 11,1 14,8 11,6* 18,6 2,0* 7,6 10,6 8,5 10,3 1.9 10,.
Vr<vr. b,illi*tin no. 6 '.nwards the unemployment: rates for 190? and 1983 are calculated on the basi 
■  <f m i·*  v.llnn working population in 198? (1980 for Greece).
Revisions for previous years are included.
Source :  EUROSTAT :  unemployment 4-1983

T. 8
BNoeuTSCH- L ANOFRANCEITALIANCDtft’LANOBCLOlOUt 1 •ElQli !
____LU
KI ! . . BOUMUNITEDKINGDOMIRELANDOANMARKBUR ·ELLASEUR 1 0
Share of female unemployed in total unemployment - annual averages
197037,644,430,121,642,162,515,317,018,027,9A t
197145,544,432,018,541,590,015,919,919,529,3197242,945,932,715,941,578,616,818,618,829,7
197345,250,934,019,647,969,616,716,123,033,2197444,352,936,020,953,359,616,519,025,735,937,3J ‘ ,,l
197542,049,136,721,752,334,820,619,529,336,3J 4 , t i1 1 .  ,  i
197646,652,537,324,257,038,724,719.337,238,7.28,3
197749,853,439,129,559,539,827,920,342,241,340,1•1l,i
197850,852,741,533,760,343,529,520,845,242,81 J9,8
197952,453,143,837,062,449,330,722,949,344,841,144,«
196052,054,646,135,562,451,931,323,945,745,040,64-J,  ■ >
196148,751,547,632,057,946,828,923,541,842,239.74 .  '  ,
Source:  EUROSTAT employment and unemployment 2 - 1982
T 9
Proportion of unemployed women under 25 years of age in the total of unemployed women
D F IT NL B LUX UK IRL DK EUR 9
1978 29,9 62,9 71,3 74,2 46,7 71,5 83,7 - 38,7 60,0
1982 31,2 57,4 59,1 73,8 45,5 72,8 65,7 46,8 37,1 53,7
T. 9 bis
% of women in total unemployed under 25 years of age
1980 1981 1982
D 60,5 54,2 45,9
a 61,6 58,5 58,5
DK 55,5 53,2 53,5
F 63 58,6 57,1
GR « - -
IRL' 33,6 33,8 36,2
IT 54,3 55,7 53,5
L 64,8 55,9 56
NL 49,9 45,9 44,5
U.K. 42,3 49,0 39,5
EUR 9 (1) 50,, 4· 50, a 48,3
(1) EUROSTAT estimate
Source :  employment and unemployment 1 - 1983

i
'  October BRD r1NL BLUKXRLDKSUB 9 caEUR 10
Males and Females SHARE OF UNEMPLOYED UNDER 25 YEARS IN 1 •OTAL lJNEMPl.OYMENT(E) T.10
1979
I960
1981
198226,1
27.3 
29,8
30.346.3
46.4 
46,9
46.447.3
51.4
54.0
51.147.1
47.2 
47,4
46.341,1
41,4
41.3
40.458.6
53,3
51.8
50.941,2
44,6
43,1
39,525,1·
25,2
27.5
29.530,9
32,6
31.0
29.041,9*
43.6
43.7 
41,6
Males 1979
1980
1981
198221,4
24,1
27,9
28,637'. 0 
38,4
40.3
40.441,4
44.7
46.7
46.734,7
37.2
38.3 
37,6so ;o
40,6
39,8
38,046,0
41.7
39.8 
42,531,9
36,5
35,7
34,021,8
23,8
25,022,5
26,8
25,7
25,137^0
37.3 ,
36.4
Females 1979
1980 
19B1 
198229.7 
29,9
31.8 
32,453,4
52.9
52.9 
52,254,3
58,9
61,6
55,865,0
64,5
65,7
65,242.3 
41, B
42.4 
42,369,1
62,8
65,6
60,363.2
64.2 
62,5 
52,836,0
39,6
43,337.4
39.4
37.8
33.851 ■  7 
52,2 
48,6
Males and FemalesPROPORTION OF UNEMPLOYED REGISTERED SINCE  MORETHAN 6 MONTHS(%)
1979
1980
1981
198239,9
36,2
38,1
46,438.2
38.7
40.7
42.351,6
52,9
51.»
56,041.1 
36,3
45.1 
54,661,0
58,2
62,6
62,517,244.3
36.3 
53,2 
59,139,1·
47.2
47.3 
48,514.4
12.5 
10,4 
11,344,5*
42.1 
46,7
51.2T.11
Males 1979
1980
1981
198240.1
36.2
36.2 
46,537,2
36,6
38,9
41,551,4
51.0
48.1 
54.644,6
36.3 
46,0
56.350.6
45.7 
54,3
59.746,7
39,9
55,5
61,449,8
53,5
52,314,5
11,4
10,0
11,3t
40,9*
46,6
52.4
Females 1979
1980
1981
198239,7
36.2
39.3 
46,239,0
40.5 
42,4
43.651.8 
55,1
55.8 
55,436.0
36.3
43.4
51.066.9 
66,2
68.9 
64,738.6
34.6 
47,2 
53,139,1
40,3
36,514.2 
13,7 
10,9
11.243.5 
46,9
49.5
Males and FemalesPROPORTION OF UNEMPLOYED REGISTERED SINCEMORETHAN12 MONTH
IS (%> 
T.12
1979
1980
1981
198219,2
15.8
14.9 
20,121,8
22,3
22,2
25,232.8 
36,4
34.8
39.925,7
21,1
24,2
33,649.0 
46,2
48.0
49.01
i
t28,2
20,9
28,3
35,540,6*
31.3
30,5
30,06,4·
6.7
3.7 
5,027,7·
26,8
26,9
31,8
Mates 1979
1980
1981
198221.4
16,9
14.6
19.719.4 
20,2
19.4
23.133.9 
36,2
32.9 
39,828,9
21,2
24,2
34,538.1 
32,4
36.2
44.2I 31.6 
23,2
30.7 
39,634^1
34,0
34,21
6,1
3.4
4,91
25.3
26.4 
32,911
Females 1979
1980
1981
198217.6 
14,9 
15,2
20.623.7 
24,0
24.7 
27,231,4
36.6
36.7 
39,921.2
20.7 
24,2
31.755,3
55,1
56,9
53,520,1
15,5
22,1
25.721.0
19,3
17,07,6
4.0
5.026.4 ,
27.4 
30,3
£. ·  EUROSTAT :  employment and unemployment 2-1983

T. 13
OCTOBER 19820
(a)FIML B LUKXRLDKEUR 9
REGISTERED UNEMPLOYMENT BY AGE (%)
Males Females * iooc
< 18
18 - 19
20
25
35
45
55
6024
34
44
54
59
64
651 818,6 
100,0
2.7
8,0
19,6
26,9
17,8
14,2
7.8 
3.02 176,7
100,0
5,1 
26,14 
15,1a 
22,4x 
10.3a 
11,0a 
7,3a 
2,62 500,0
100,0
12,2
10.7
25.8
21,2
12.9
12,0
4.0
1.0
0.1
1 270,3
10 0 ,0
11.5
8,6
26,2
20.5
11.9 
13,2
6,2
1,8
0.2
1 229,5
1 0 0 ,0
13.0
12.9 
25,4
22.0 
14,1 
1 0 ,8
1.6
0,2
0,1591,9
100,0
4,6
13.1
28.4
27.5
14.1 
7,9 
2.4 
0,2571,7
100,0
3,1
4,6
32,7
28,2
13,0
12,3
6,0
0,02,419
100,0
18,7
48,7
j >  0,-3 295,1 163,4 217,911337,7
100,0100,0 100,0 100,0
8,31,2 0,3 7,0
11,6 7,1 7,213,2*
19,720,7 22,6 21,>
21,428,5 31,0 :3, - t «
13,018,5 17,5 13, 5*
11,813,2 11.7 11 ,Sf
7,25,6 6,3 6,2
7,0
0,15,2 2.8
0,5}3.5
2 318,7 123,3 120,46552,5
100,0100,0 100,0 100,0
6,61,0 0,2 6,1
9.45,6 5,4 9,r
18,018,1 19,4 2i, a
21,728,8 30,0 22,8’
14,120,2 19,1 14.2*
12,414,4 13,6 13,2*
7,96,0 7,7 7,8*
9,8
0,25.9 3,8
0,8}5,4
976,5 40,2 95,5 A785,2
100,0100,0 100,0 100,0
12,5 2.0 0,3■8,2
16,311,8 9,4t18, 7*
23,728,8 26,5 21,2"
20,627,6 32,2 24,1*
10,513,1 15,6 12,4*
10,4 9.7 9,410,2*
5,44,1 4,7 4,2*
0,33,0 1,5
0,2}1,0Males x 1000
* 18 
18 - 19 
20 - 24 
25 - 34 
35 - 44 
45 - 54 
55 - 59 
60 - 64 
> 65982,4
100,0
2,2
7,6
18.7 
25,5
18.8 
15,2
7,8
4,11 072,0
100,0
4,9 
12,54 
23,04 
21,2a 
11, lx 
13.6a 
10,5a 
3,2404,4
100,0
3.3
9.0 
25,3 
30,6 
16,8
9,7
3.0
2.3259,6
10 0 ,0
3.7
4.8
29.6
23.1
13.1 
15,0
10.6
0,01,273
100,0
15,6 
| 26,9
Females x 1000
< 18 
18 - 19 
20 - 24 
25 - 34 
35 - 44 
45 - 54 
55 - .59 
60 - 64 
* 65836,2
100,0
3,2
8,5
20,7
26,6
16,5
13,1
7.7
1.81 104,7
100,0
5,3
39,4a
7,5a
23,6a
9,4a
8,4a
4,3a
l 2,1187,5
100,0
8 ,0
21,9
35,3
20,7
8,3
4,1
1,0
0,6312,1
100,0
2.6
4,5
35,3
32,5
12,9
10,1
2,1-  57,1
0.4
1,146
100,0
22,2
38,1
39,4
0,3
Males and Females
■ *  1 month  
1-* 3 months  
3-t 6 months  
6- *12 months  
12-*24 months  
• j  24 months
MalesREGISTERED UNEMPLOYMENT BY DURATION (X)
100,0 100,0 100,0 100,0 100,0 100,0 100,0 100,0
* 1 
1-* 3
3-, 6 
6 -* 1 2month
months
months
months
12-^24 months  
> 24 months12,0
23.4 
18,3
25.1
15.2
6,1
1 0 0,0
12,6
23.2 
17.7
25.6
14.7
6,2
100,0
11.3
23.5 
18,9
24.6
15.7
5,915.1 
24,7
17.6
17.4
16.4
8,8
100,0
16.6
24.3
17.7
18.4
15.1
8,0
100,0
13,7
25,1
17.6 
16,4
17.6
9.713,6
17,5
13,9
15,3
39,87,9
16,8
20.7 
21,0  
21,9 
11,6
100,0
8,3
16,6
18.8 
21,8
22.7
11.7
100,0
6,8
17,4
24,8
19.3
20.3
11.46.1
14.8
13.3
13.8
18.7
33.3
100,0
7,5
17,1
14.5
15.9
21.3
23.8
1 0 0,0.
4.9
13.0
12.3
12.1
16.5 
41,231.7
31.7
^ 36,59.7
19.3
16.3 
19,2 
21,0
14.5
100,0
9,0
17.4
15.1 
18,8 
22,9
16.7
100,0
11.4 
23,7
19.1
20.1
16.6 
9,113.8 
21,4
15.9 
18,7 
30,2T. 14
10 0 ,0  100,0
31,2 
38,8 
17.4 
7.0 
5.512,2
20,6
16.4
18.5 
23,1
9.2
Females
1
1-- 3 
3-* 6 
6 - * 1 2month
months
months
months
12-*24 months  
• *  24 months1 0 0 ,0
14.2 
17,9
13.3
14.8
39.8
100,0
12,9
17,1
14,5
15.7
39.7100,0
32.1
33.1
34,8
100,0
31.3
30.3
38,410 0 ,0
12.3 
20,0 
15,0
18.3
34.4
1 0 0 ,0
18,4
25.7
18.7 
19,9 
17,3100,0
33.1
37.1 
17,3
7,0
5,4
100.0
28.9
40.9 
17,4
7,0
5,7100.0
12,2
19.8
15.8
18.8 
23,5
9.8
100 ,0
12.1
21,7
17,3
18,1
22.5
8,3
(a) September
Source :  EUROSTATemployment and unemployment 2-198332,2

UNEMPLOYED IN THE PRINCIPAL OCCUPATIONAL GROUPS - OCTOBER 1973 to 198*?
r ™ — — — - - - - - - - - - - - -- - - - - - - - - - - - - - - - - - - - - - - -T 
15/1
X-i.978 S C -1978 X-WBQ x-isai X-1932
M A L E S * 1  O O O  
< * >2aa,7
100,0316.4
100,03 6 7 ,a
100,0B f i  D tm S C H LftB B
(b)
616,a
100,0(a)
983.0
1 0 0 .0
Prod, of motel and metal goods 
locksmith, mech.and the like
Building trailr, fittin g s and 
furnishings, upholstery, pain­
ting and allied trades
Warehouse managers.storage and 
transport worker*
Organl*., ad*, end cleric, s ta ff
Other metal workers
Unskilled labourers
Goods and serv.sales pars.
Transport, rood haulage
F E M A L E S  X  I 000
(5)
Organ. .admin. an-J c le ric .sta ff 
Goods and aerw. sale:* pcr-t.
Other metal workers
Soc.sere, ,oduc. , research work.
Checkers and packers
Cleaning sta ff
TrxUl* tind clothing oeeti?,
Health ksrvicw workers16,0
9,4
10, s
7.6
5.6
6,1
4,9
■4,2
475,6
100,0
22,9
13,1
6,1
5 ,3
3,214,5
0,4
11,0
8,2
5.4 
5,3
5.2
4.2
420,4
1 0 0 ,0
21,8
13,0
6,1
5,8
5.514.9
11,2
10,2
7.0
6,2
5.1
4,8
4,7
454,5
100,0
20.9 
12,7
9,5
6,0
3 ..S16,7
15,4
9.3
5.6
5.4
4.3
4.3
5.51 9 .4
17.4
6.5
5,1
4.6
3.5 
•«,2
5.5X  2  000 M A E H W E R
{*) |
Metallerzeuger, -be&rbeller, 
Schloaaer, Median! her, new.
Bauberufe, 8au-, Raumausst., 
Polaterer, Tiechler, Haler u.verw. 
Berufe
Lagervorwalter, Lager- und Trane- 
portarbelter
Org.,Verwalt., und Bueroberufe
Montiarar, Metallberufe
Hilfssrb.o.n.Teetigksitsangabe
Warenkaufleuta
Verkehraberufe
* 1  O O Q  F f lA U E W  
(»)640,2 837,0
1 0 0 ,0  100 ,0
2 0 ,7
1 2 ,4
6,7
5,9
5 ,42 0 ,6  O rg a n ., V e t-w a it.u n d  B u e ro b e ru fe  
1 3 ,1  W a rs n k a u fle u ta
5 .2  tO c n tie re .-j M e ta llb e r u fe
3 ,4  . S o s ia l-  und E re ia h u n g s b a s u fe
5.3 tfarenpruefor
: SeSniganasbarufe
&,*» T e x t i l -  unS B a k H 'ld u n g s b s ru f®
i
5.4
H AtSS 000
: l%)5,1 ' 5.1 j 5 fA '!5,5 j
3,5 i 5,8 ; 5,4 ! 5,2 *
? * * ” -1 S ;*5
52s. 3 i 344,® ! 710,8 i $,?.2 !
103,0 i ico,a j S O O .O  iri
! • ? * , £ i\
;s ,s 16/4  ■ 17,?
is,o  ! 13,0 11.6 ■ .  ? ■
, , 0  | 5  ,  4 VC,3 ■3,6
n,r 10,5 10,6
5.3 . 5,6 5,0 7,1
3,3 5,5 5,5 3,4
4,5 4,7 4,9 5,1
5,1 ;  4,s 4,5 4,3.9 a a n
iv.i
17,2 [  Trsnafora, das »64*u* orSinaires
■  .  .  iianuter.tirn r '.  atbcks^T
i9 ,2  : E e p lo is  Oe S itM ta
5,4.S l C o n a u -K S tlc r.
7,0 ‘  Conduits des a u to so b imConversion of dtivscn stiteis 
llatalling awl storage 
Clericiji work and jiv 3i!>i 
Construction 
Driving
Commerce and the like 
E lectricity
Designers and technical sta ff
F E M A L E S  * 3  000
<*)
Clerical work and the like 
Convnerce and the like 
Domestic service and the Ilka 
Conversion of com m on metals 
Domestic services and the like 
Use of taut.and assoc, goods 
Handling end storage 
Soc.and health aerv. occupat.722,9 315,0 874,5 S94s a 11067,3
100,0 100,0 100,0 100,0 j 133,0
36,2 35,6 34,S  1 34,e | 35,0
14,1 14,5 14,9 15,0 5115,4
7 2 5.X 7,2 7,0 !
i7.5
6.5 6.5 7.0;7,0 0,5
4,6 5.1 ■ j  6,4 7,0 6,0
4,6 4,4 I  4,8 5,4 4,8
5,1 4,9i ‘ -74,5 4,2
4.2 i  4,4 :  4,3 3,9 4.0I 5 ,2  ■ ta p  lo s s  rid eomaisn
4,S E lactricttS
a .,-?  D«*Binfct*ur»,agents te c hniquea
« S  C3G1 < V  *Femmes
a )  September Source :  EUROSTAT :  employment and unemployment 2-1983Exploits de bureau asH i& iii* 
E m plO '.-u du cownarc® fit avaimildfi 
Ewjiloi® d«a services dom.?^tir,u©o 
Truiittforffl- dee fnAtaux erdlnatcet* 
E^ploi& i*o®sst.£t se tie rs ccnnoxaa 
U til, des tissus et ast. conf»ex*s 
H*Rut®r\tion et stockags 
Ewolois des serv.soc.et de aant6

UNEMPLOYED IN THE PRINCIPAL OCCUPATIONAL GROUPS - OCTOBER 1978 to 1982T 15/2
X-1976X-1979X-1980X-1981X-1982
I TALIA
MALES X 1 OOO 
<*)897,1
100,0908,5
100,0944,6
100,01080,7
100,01270,3
100,0X  1 000 UOMINI
(X)
Unskilled labourer* 19,520,321,420,6Manodopera generica
^anajjb .-srcploy.and junior staff 18,019.321,120,7Dirigenti, icipiegati e aufeiaiterni
Construction work 15,91 5 -, 414,614,3Lavorazioni edilij
F a r s r . i i ,  .horti. .animal husbandry 12,811,710,213,0Lavorazione delle terre, etc.
. ·Production of me tils and  
atech&rti cal work:11,711,711,210,9Produzione dei nettili e lavora-  
sioni ftetell. e «ec„
PruHuctSon, distribution and  
uii l i  zatjou of electric power 4,24.34.03,9Produzione, distribuzione ad  
iap&ego di en&rgia elettrica
Transport and ancill. service» 3,13,13.13,1Trasp.e rslat. servisi auailari
C&rp-;  etc .  jasanuf bc .  of furn. 
um£ wooden vehicles 3,02.92.72,8Lavorsstcse del legno e affini
FEMALES x 1 000 
(S)673,4
100,0765,1
100,0852,1
100,01032,8
100,01229,5
100,0x 1 000 C O i f f i J E  
(Sì
Kansg., capley.and jun.staff 37,740,740,840,5Dirigenti, impiegati e subalterni
Unskilled labourers 19,520,521,521,6Manodopere generica
Ker;f.'6-orkf  horticuiturs.etc. 16,113,411,814,6Lavorazione .itila terra, etc.
.or ?loth,and dresswe&r  
Turn 1  siting and the like 8,07,e7,67,0Confezione di urtieoi.per  
vestiario, abbigliamento
Afte.'-aelca service 4,04.13.93,7Servizi di vendita
Here: and restaurant serv. 2,72,52,52,4Servizi di albergo e mensa
.of foodw.and drink 2.22.02,12,0Lavor.derr.«liment. e bevande
SaBl'iWi and hyg.service» 1,31,92,03,0Servizi Igienici e sanitari
H H U H D
feaLES x 1 OOO  
(*)129,2
100,0122,3
100,0176,5
100,0205,7
100,0404,4
100,0X  1 COO MAMME«  
(X)
Hot fully able for work 24,125,820,717,814,3Minder geachikten
Construction. worker*•*20,323,223,3Bouwvakarbeiders
Persona In general service 13,212,712,813,S14,3Personeel in algemene dienst
Clerical work, teachers 15,515,612.411,010,9Kantoor-, onderwijzend personeel
Mete·! workers 12,0 9,810,012,214,0Metaalbewerkers
Commerce 6,05,95,14,85,1Handslapersoneel
Transport workers 3.«3,23,64,14,8Hlat-verend verkeeraperaoneel
Hotels, rsstauranta, etc. 3,94el3,23,13,2Hotel-, rest.- en cafépersoneei
FEMALES * 1 OOO 
{*)79,0
100,085,1
100,0101,7
100,0141,5
100,0187,5
100,0X 1 000 WOUWEN
is)
Clerical work, teachers 31,530,329,S29,639,8Kantoor-, omdarwtJtand personeel
Commerce 15,015,915,715,916,9Handel«personeel |
Not fully able for work U.812.6i£i13,310,7Minder geschikt.«»!
f ' ’ i»4u':al doc U * . l  wsliars  
'  : o ne j > .  t i  e ? .  - s  rv an ts22,2 
9, « I
5,9U,75.1 3 13, Q
5,85,1'
5,1a · . -
5,2Huishoudt' |
Hotels;,. restaurants, <s£c,
■5,25,25,05,35,6 qi> . ■ .
H ejrdr.arid cleaning workers 2,12,12,12,02,1Kappers «n y&'oötfrl jperavmo«/,

T. 15/3
UNEMPLOYED IN THE PRINCIPAL OCCUPATIONAL bKUUPS - OCTOBER 1978 to 198Ü
X—1978X-1979X-1980X-1961X—1982
BELGIOUE/BELGIE
MALES x 1 OOO  
l~)138,2
100,0136,3
100,0166,1 
1 0 0,  u222,0
100,0259,6
100,0X 1  000 MANNEN
(r.)
Employees 24,925,023,522,122,5Bedienden
Unskilled labourers 15.115,614,712,912,5Cewone handarbeiders
Mech.,tool makers»electricians 15,513,814,114,914,8Werktuigkund.,geredschapsmakers
Bricklayers, floor tilers,  
ceiling plasterers 8,79.112,014,013,9Metselaars, vloerenmakera, stuka­
doors
Carp., Joiners, cab. makers 5,25,5 6,67,57,6Timmerlieden en schrijnwerkers
Transport and communications 4,44.44,44,74,8Verknem. in sect. vervoer en verbind
Electricians 3,93.53,73,73,7Elektriciens
Dock work, and warehousemen 2,72,82,82,72,8Dokwerkers en pakhuisknechten
FEMALES x 1 000  
(X)215.0
100.0235,8
100,0259,6
100,0294,7
100,0312,1
100,0x 1 000 VROUWEN  
(%)l
Employed persons 39,840,040,943,846,1Bedienden
Tailors, cutters, furriers 15,314,814,714,013,0Kleermakers, coupeursj bontwerkers
Other spec.service workers 10,711,411,511,411.5In andere dienst.gespte. werknemers
Houuek., cooks, chambermaids 4,74,95,05,25,1Huish.,koks, kamermeisjes, kelners
Unski11ed labourers 4,84,84,74.34.0Gewone handarbeiders
Packers and allied workers 4.34,34,13,83.5Pakkers en gslijkgast. werknemers
Spinners, weavers, knitters 4,14,03,73,33.0Spinners, wevers, breiers
Electricians 3.13,1
LUX3,1
E N B 02,9
URG2,7Elektriciens
MALES X 1 000
(X)0,482
100,00,499
100,00,552
100,00,966
100,01,273
100,0x 1 000 HOMMES  
<%>
Specialist service workers 65,161,155,650,449,8Travailleurs qualifiés
of which: employees 21,020,816,814,912,7dont: employés de bureau
Unskilled labourers 34,938,944,449,650,2Travailleurs non qualifiés
of which: others not defined 31,536,544,447,046,3dont: autres ouvr. non qualifiés
FEMALES x 1 000  
(X)0,573
100,00,521
100,00,675
100,00,840
100,01,146
100,0X 1 000 FEMMES
(X)
Specialist service workers 63,763,959,352,447,7Travailleurs qualifiés
of which: employees 38,2 38,926,428,927,7dont: employas de bureau
Unskilled labourers 36,3 36,140,747,652,3Travailleurs non qualifiés
of which: others not definod 20,1 26,929,335,743,7dont: autres ouvr.non qualifiés
UNITE D  X IN  a D  0  M( a )
MALES x i 000
(X)970,4
100,0924,4
j.00,01506,1
100,02104,6
100,02123,0
100,0x 1 000 MALES
(X)
General labourers 42,6 ''"',640,535,934,3Cenersl lsbourers |
Processine making, reparing  
(metal and electrical)9,9 s,a12,114.118,2Processing making, reparing  
(métal end eleetrical)
Transport operating, materials  
moving and storing and  
related9,7 9,510,811,311,2Ti-anoport opération .matériels  
moving and storing and  
related
Clerical and related 9,0 9,17.66,46,6Clérical and related
Construction,  mining and  
related not identified  
elsewhere6,9 6,27,17,77,1Construction, mining and  
related not identjficd  
elsewhere
(«) Septemoer

T. 15M
U N E M P L O Y E D  IN  T H E  P R IN C IP A L  O C C U P A T IO N A L  G R O U P S  - O C T O B E R  1978 to 1982
X-1978 X—1979 X-1960 X-1981 X-1982
U NI T E D K 1 n:gD O M  (Cont.)
FEMALES x 1 OOO
(X)421
100.6
.0430,8
100,0656,8
100,0894,2
100,0(a)
830,5
100,0X 1 000 FEMALES
(X)
Clerical and related 31.531,9 30,8 30,5 30,1 Clarlcal and related
General labourer· 21.120,6 20,6 18,5 16,1 General labourers
Catering, cleaning, hairdr. 
and other personal services 13914,0 13,8 14,6 15,6Catering, cleaning, hairdr. 
and other personal aarvicaa
Sell ing 13.4 13,5 13,6 14,0 15,0 Sailing
Professional and related in 
educ., welfare and health 676,6 5,6 6,0 6,61
Professional and related in 
educ., welfare and health
I R E L A N D (a)
MALES x 1 000
(X)71
1007
062.7
100,073,2
100,096,9
100,0121,3
100,0X 1 000 MALES
(X)
Agriculture and fishing 25926,1 22,6 18,1 156Agriculture and fishing
General labourer· 17718,2 15,3 17,4 172Csnaral labourers
Other und undefined workers 10510,6 11.0 14,0 153Other and undefined workers
Unskilled building workers 939,2 10,0 10,4 110Unskilled building workers
Skilled workers not else­
where clasuified 635,7 7,9 7,5 79Skilled workers not else­
where classified
FEMALES X  1 000 
(X)20
1005
019,9
100,023,3
100,030,4
100,038,9
100,0x 1 000 FEMALES
(X)
Clercs, typlata, bookkeepers 21618,4 17,2 17,5 172Clares, typists, bookkeepara
Textile and clothing workers 14212,0 13,4 10,2 9«Textile and clothing workers
Other and undafinad worker* 14718,2 20,0 23,8 24 6Other and undefined workers
Domestic servants 12313,4 12,7 11,8 U6Domestic servants
Sales men and shop assistants 11.1 11,7 10,0 10,3 104Sales men and shop aaslstants
DE N M A R X1
MALES x 1 000
(X)85,3
100,056,1
100,0131,3
100,0127,2
100,0132
1003
0x 1 000 MAEND
(X)
Unskilled male worker· 48735,6 40,3 38,6 381Specialarbejderne
Metal workers 1048,6 8,7 9,5 98Metalarbejderne
Joiners and carpenters 302,2 5,7 4,9 36Snedker- og tomrerfaget
Cou-iiurc .and cleric .employ··· 566,6 4,4 4,6 44Handele- og kontorfunktlonaer.ema
Dr.cklayers1.3 1.2 3,1 3,0 23Murerfaget
Workers of wood industry 160,9 1,9 1,7 19Tr··indu·triarbejderne
Llectncians 151,4 1,8 2,2 22EL-Faget
FEMALES x 1 000
(X)82,6
100,068 «  4 
100,091.5
100,098,8
100,0111,1
100,0x 1 000 KVINDER
(X)
Comrnerc .and cleric .employees 26,7 21,3 18,6 19,1 174Handele- og kontorfunktion.
Specialized female workers 6,2 7,2 7,2 72Ikke Specialarbejderne
..ipi‘ r-nt on«1 textile workers 9,9 6,0 6,1 4.2 52Beklttedninga- og Text iLarbejdernr
t*er*vitnT5,3.4 4 , b 4,6 4,4 41Huslige Arbejdere
•  . r  :  \* rv .in  i4,9 4.1 3,8 3,9!  4 9Kunkt ioruierc: 1  j-.r.-s „ i.···■
■*il w n r^ eio ,aj  3 , 2 • 1  _ ‘  5,6 1  41J Kom»iunu)ôX f e j d e r ·  « _
•  i  ·  «"‘A' . v t h i Id r a t  t ? 4 , 1 , A: i  * .1
J .jForebyg*·· r.d*· ... »r
September

T. 16
T52 MAIN CATEGORIES OF PERSONS SEEKING PAID EMPLOYMENTPRINCIPAUX GROUPES DE PERSONNES A LA RECHERCHE D'UN EMPLOI SALARIE 
100« 1000
0PINI6UKIRLOKEUR 0 GAEUR lo]
UhCMPLOTEO Pt R SOIS T7761SÎ71126 2714521066V
ni2576516 1504646
persowes  sans emploi nISA444SV»iso1011101 1021105405 775662
p190671soo 042*1507 201102952 51290«
OP HHICH :  AP TCR VOLUNTARY INTERRUPTION r10616E 2011 460S 12417
DONT :  APRES INTERRUPTION VOLONTAIRE nM>612 4 ,16] 7150
P106126 17 5 • 0262 5267
OP HHICH îSEEKINO A FIRST JOB Tm220661 44 9 211270 441121
DONT :  RECHERCHANT UN PRENIER EMPLOI n5701101 22 15) 9566 17586
P7*166650 22 (6) 12711 26710
NON-ACTIVE PERSONS SEEKXNG EMPLOYAIENT T167141020242 767 562412 212615
PCRS. NON ACTIVES CHERCHANT UN EMPLOI n09612 76 49 267 22005 7013
P90299544171 441 321607 141422
OP NMICH:AFTER VOLUNTARY INTERRUPTION T 16S 44116 116 144S6131441
DONT :  APRES INTERRUPTION VOLONTAIRE n.(SI ,27 10 451,52
p •160 65106 106 0407(2)409
OP UHICHiSEEKING A FIRST J00 T 67256 94 22S 11607 10707
OONT: RECHERCHANT UN PREMIER EMPLOI n 277616 101 n25411)256
P •40162 57 122 10441 0 449
TOTAL INOCCUP. PERS. SEEKIN6 WORK T06116001066 (196(22715 1111110950 1510101
TOTAL PERS. SANS EMPLi CHERCH. EMPLOI n671727620256 1677 1021604411 444495
P90011721126 2572611056 201516510 606606'
PERS. MITH AN OCCUP..SEEKIHG ANOTHER TE7S722120261 (67 .612251 502101
PERS.AYANT UN EMPL.CHERCHANT UN AUTRE nISA162206161 126 201265 401125
Plis161116100 210 •15066 10076
TOTALTIE3«26212266 790 6 (21122 11157411201 20111405
n61111001026 661 2006 1021005606 1265620
p40*15111210 1572411117 241045505 705565
T. 17T53 UNEMPLOYED PERSON· BY REASON FOR UNEMPLOYMENT
CHOMEURS SELON LA CAUSE DE LA RECHERCHE D'UN EMPLOI SALARIE
° 1" H "INL•UKIRLDK2!* o|GR |EUR 10 f
LOS) OP OCCUPATION 
PCR TC 0'UN inPLOlT
«
p56.0
6E.6
51,676.5
02.6 
66,(10,
tl,
17,0
0
l70,0
06.5
66.500,5
00,6
00,207,0
02,6
62,771.1
76.1 
62,757.0 
60,6
10.171.0
76.0 
62,2
6Y OISMSSAL 
PAR LICENCIEMENTT
M
P61,1
60,0
15,261,2
56.8
11.0a,
10
62
6
056,0
67.6
16.656.1
66.2 
17,161,2
66,6
70,062.7
52,1
11,016.7
66.7 
22,262,6
52,0
10,6
6Y RESIGNATION 
PAR OEMISSIONT
N
P16.1  
11,7 
16,511.8 
12.6 
16,62
2
l2
5
017,0
16,2
26.626,7
16.5
10,0•16,0
12.0
17,610.6
10,7
10.516,6
12.0
17,2
67 RETIREMENT
PAR ADMISSION A U  RETRAITET
n
t<0,61
10,01 •• •0,7
0,0*0,6
0.5
10,21•0,4 
0.5 
10. El
LOSS OP SELP-EMPLOTEO EMPLOYMENT 
PERTE O'UH EMPLOI IHJEPE1CAHTT
N
P1,6
(0,01
11.011,1
1.6
(6,0)6.0
11.11(1.61
(1.6)0.0
1,10,5
6.1
12.611.1
1.6
0.71.6
(5,011,2
1.5
0,.
LOSS OP AN OCCASIONAL OCCUPATION 
PERTE 0‘UN EMPLOI OCCASIONNELT
M
P•16,6
17,6
10,10
ê
0.5
.1
.71.6
11,2)
12.6117.2
10,0
22.1•12.2
11,2
11.66,2
6,6
<5.6112.1
It.l
11.2
VOLUNTARY SPELL AUAY PROU WORK 
INTERRUPTION VOLONTAIRET
M
Pes,a 
22.7 
27,110,6
5.6
16,52
2
3(4
.1
,06,1
1.2
6.1•1.7
6.76.9
6,6
10.10,0
0,7
0,06,0
6,5
10,0
SEEKING A FIRST J06 
RECHERCHE 0‘UN PREMIER EMPLOIT
M
P17.0 
16,7
10.116,0
12.2
17,677
74
60.5
,6
,016,0
12,1
27.10.5
10,6)
(0,7)6,0
6,5
10,21.8
17,6
27.116,0
21.0
51,622.0
17.5
27,7
T O T A L T
n
P100*9
100,0
100.0100,0
100,0
100.0100
100
100,0
,0
.0100,0
100,0
100,0100,
100.
100,l£à,0
100.0
100,0100.0
100,*
100.6
1 '100,0 100,0 
100,0 100,0
100.0 100,0,
-  — 1100,0
100,0
100.0100.0
100,0
100.0
Source :  E U R O S T A T  :  E E C  labour force sample survey 1981
Enquête par sondage sur les forces de travail 1981

T. 18
T O T A L  N U M B E R  O F  P U P IL S  A N D  S T U D E N T S
x loaoB.R.
oeuTsc
HIH L A N O
FF  R M  
HCE
FIT M .
H.IA
FN E O E F
HIL A N O
FB E L G 1
Ho u e
FL U X E P
H1 0 O U R G  
F  ’U .A IF
HI G D O T 1
FIREl
HA N D
FD E W
H1 A R K .
FEU
MA S
FE U R
M10
F
T O T A L  7e- 796668 6242 6840 6693 6731 6105 1903 1682 1198 1125 3 1 29 6037 5675 453 441 560 520 1022 673 31475 29378
3G-61 6436 6019 6759 6693 6576 6047 1860 1653 1177 1111 29 28 5792 5478 460 450 565 537 - -30660* 28680*
1st 7 9 - 7 9 1744 1641 2564 2392 2361 2223 776 723 461 436 15 14 2762 2617 218 206 228 219 478 444 10325 10920
level80-81 1480 1395 2527 2382 2284 2151 738 687 441 415 13 12 2549 2413 220 209 222 212 - - 10925* 10320»
2nd 78-79 3444 3375 2481 2501 2788 2507 724 652 433 418 12 12 2787 2689 141 151 245 221 397 312 13440 12941
levet - - - - -£0
-81 3453 3371 2499 2637 2767 2542 730 665 429 419 12 12 2752 2679 145 15S 256 242 - - 13440* 13050*
3rd 7 8 ' 7 9  
Level s 0 _ 8 1657
713446
499520
524467
500604
586436
452177
18092
100102
10978
870.4
0.60.2
0.3316
319204
21621
2315
1656
5449
52 -49 2532*
2580*1839
1970*
source  : euboscct -  · Education and Training, Statistical Bulletin -  2-1982
* Estimation EUROSTAT.

G IR L S  P E R  100 B O Y S  A T  E V E R Y  L E V E L  O F  S C H O O L IN G
B.R.
DEUTSCHLAND FRANCE ITALIA NEDERLAND BELGIQUE LUXEMBOURG U.KINGDOM IRELANO DENMARK ELLAS EUR 10
TOTAL78/79 93 98 91 88 94 92 94 97 93 85 93
80/81 94’ 97 92 89 94 95 94 98 95 94s
" St78/79 94 93 94 93 94 94 95 96 96 93 94
level 8 0 / 6 1 94 94 34 S3 94 93 95 95 95 94*
2nd76/79 98 105 90 90 97 100 97 107 91 79 96
level 80/81 98 106 92 91 98 100 97 107 54 37*
3rd
level78/79 68 90 72 52 76 48 65 73 39 64 73
80/81 70 95 77 56 BO 62 68 78 96 76*
so tsc z  ;  p j f o s T A T  - Education and Training, Statistical Bulletin - 2-1982
* Estimation de l'HJFOSTOT.

D IS T R IB U T IO N  A C C O R D I N G  T O  T R A IN IN G  T A R G E T S  (1)T. 20
! B .R . j ! ! | | L
; DEUTSCHLAND i FRANCE ! IT A L IA  ! NEOERLANO : BELGIOUE ÌLUXE0B008G ! U . KINGDOM!____________ i_ _ _ _ _ _ _ _ ;_ _ _ _ _ _ _ _ :_ _ _ _ _ _ _ _ ;  j  J
)  
14-44
o /o ;  Sns-  2 5  
ans14-44
ans-25 -14-44; -25-14-44; -25 J14-44; -25 ll4-44 
ans ;  ans ;  ans j  ans ans ·  ans *  ans j  ans-25 ·14-44 
ans .» n s' -25
;  -in s
i  Following
(initial
jtraining
F i rst
training
post-school
ilmproving 
ithe require: 
(vocational 
■training
Further
vocational
training| T  j 70,9 80.2 -82,4 89,6 •79,6 .82,9 Ì  71.4 '.87.5 i  89.7 '92.6 :  87.1 09 iOÌ75.1 i f l 1  .1•  ’ — — i... —  - - - - -- - - - - - ?- - - - - - - - -- - - - -- h- - - - - - - 7- - - - - - ;- - - - - - - -- - - - - - - - :- - - - - - - - -- - - - --  - . . _ _ _ _ ..
..i- - - -r  ·
>  . . . .
:  H  ; 76,1 27.5 ;7g,5 «7,6 ;  78.6 ;  02.5 ■68.6 ]  86,7 !  87,9 191.7 [83,9 06.4 1 69,1 ■  77,3 . . . . . . ."". . . . . . . . . . . -- - - - --. .
.... . . . . ;_ __
!  F : 02.2 A3.2 !85.4 91,6 !  80.7 ‘83.3 !  74.7 '88,3 191.7 ‘93.4 !  91.2 g?.4 !a? 7 .  A A  * 1
T  :  17,9  '■ ,a· 7  !  s · 7 !  s·8 !  9·'*  |10.0 ;  3.4 3,1 !  3,7 ’  3,6 i  9,2 :  9.5 Ìi2,Q I 1 2 3
— ! . . . . . . . . . . . . . . . . . r. . . . . . . . . . . . . . . . r. . . . . . . . . . . :. . . . . . . . . . ?. . . . . . . . . . . . : . . . . . . . . . . . . . i . . . . . . . . . . . .f . . . . . . . . . . . i. . . . . . . . . . . . -. . . . . . . . . . i. . . . . . . . . . . . . -. . . . . . . . . . . i
H  
;  20,0 ;  21.4 :  6.1 ;  8.5 510.0 MO.8  !  3.8 ;  3.5 !  4,1 !  4,0 111.7 M2,1 Ì16.8 M7 5
— I.......... :.......... r....... :......?....... :........ !....... j....... »....... -......i........ -....... i-.l
F  
'  15·5  !  15·8  !  5·3  !  5·2  !  a·8  !  9· 1  ·  3.0 ;  2,5 i  3,2 :  3.2 !r5.9J!(so)  I  6,0 i  5 9
T  :  2,1 ;  0.8 j  6.8 ;  2.1 ;  2,7 |  1.1 :14,4 ‘  6,2 !  2.3 !  1,0 1(2.61* . )  6 8  i  3  4
— !.......... :........ i......... :........ !....... :......i........ ;....... i................ .i........ :- - - -i........ ;..l.
H  
!  2.8 .  0,9 !  8.1 :  2.4 \ 2.8 | 1,0 i 19,0 | 7.2 !  3.2 ' 1.3 !C3.4)' . !  8  3 ·  4  2— !........ ;.......... J....... :....... }....... 7......... J........ 7....... »..............  .i.........! -......i-.l
F  
:  1.3 .  0.6 I  5,5 | 1.7 j  2,5 .  1.2 | 8.2 ;  5.1 i  1,2 5  1,7 !  .  ’  . j  4  g  !  , B
T 0 . 4 ( 0 . 1 ) 2 .S 1 . 1 1 . 6 1 . 2 4 . 1 1 . 8 ? 4  1*1  3 !  !  i__
_ i  -  -  - . . . .  1  . .. . . . . t -. . . . i -. . . .  * .  1 . :i— ;
H  ! o . s (0.1)i2.5:1.1 1.511.1 i4.0 1,5 2.5j1 s i  . ' [
F i 0.3 . 12.5 1,0 1.6 1.3 i4.2 1.8 11.211.2 i  . ‘  .  i 4  7 7.4
so upce  : E x ro s T A T , Education and Training (Rapid information) 1- 1981 
ill Persons following training course of 100 hours and more.
T. 2 1
D IS T R IB U T IO N  B Y  T Y P E  O F  V O C A T IO N A L  T R A IN IN G  
Fuli 4 ime, part time in 1979
Persons (14-44) 
in vocational 
training
Full-time
Part-time
of which persons 
under 25 years
full-time
p a r t - t i m e
souice  : eu io stat , education and framing (Rapid information) 1  - 1 9 B 1iB.R. i  Ì  i  i  I  .  jjDEUTSCHLANO |  FRANCE |  ITALIA j  NEPERIANO i  BELGIQUE| LUXEMBOURG i  U.KINGOOM
t ) 100,0 j  100.0 I 100,0 | 100.0 I  100,0 I 100,0f  ■ ■
100,0
h ;100,0 j  100,0 | 100,0 j 100,0 )  ioo.o | 100,0 100,0
F  |100.0 ;  100.0 j 100,0 j 10C . 0 i  100.0 j 100,0 100,0
T  i 95,1 j  73.6 I 64,9 ! 14,0 79,4 1
H  : 94,7 1  72,8 j 64,3 j 14.3 76,2 80.1|
F  ; 95.6 1  7 4  ·9  i65.7 j 13,5 78.5 i 70,0
!  T  ■ 4,9 26.4 ; 35.1 · 86.0 !  20,6 | 20.4 ; 26.9. . . . . . . . . . . . .j... . . . . . .  j. - - - - - - - - - - - j-. . .
. . . . . . . . . . . . . . . . . . . . . . . . . . . .!.. . . . . . . . .
!  H  | 5.3 !  27.2 | 35.7 j 85.7 i  23.8 ; (19,9) I 25.2■ ■ ■ ■ {. . . . . . . . . . . . -J. . . . . . . . . . . . . . . . . ? ". . . . . . . . . . . . . . . r·· . .
. . . . . .•f. . . . . . . . . . . . . . . . . . . . . I*“. .
. . . . . . . . ! . . . . . . . . . .
i  F  j 4,4 1  25.5 j 34.2 } 86,5 i  15,8 i (21.5) j 30,0
t 1 77,9 j  74,1 j 79.0 | 35,1 Ì  81.6 j 82.9 I 73.9
:  H  i 73.1 I  71.8 j 79,2 ! 31.7
1 F  I85,0 | 77.0 j 78.8 | 41.0i  B7·4  j 85,0 j 73,4
I 1
|  T  j 76,31  1  
j  66.3 jJ
51.0 ; 9.61  1  
j  73,7 jJ
74,0 · 61.4
!  ^  !71.6 ;  64,3 ; 51,8 I 3.3 j  69.1 ;i
74,4 } 62.9
I  r iaj.z  i  i!  I 10,2 i 80.7 j 72.4 j 58.5
;  t | 1.6 ; 7.4 j  1S,0 i 25.5 | 7.3 ! (9.0) j 12.5|- - - - -1. .
. . . . . . . . . . . . . . .. . . . . . . . . :. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . -  :  - -  
-  -- - - - -*··}■ —  
-  -. . . . . . . . . .
I  h ; .1,4 : 7 . 5 :  : '7.5 j 4,7 l 1,7
:  I..... . . . . . . . . . . . . . . . . . . . . . . . . J  ’. .
. . . . . . . . . . . . . . . . .i· -- - - - - - - - - - - - - - - - - - - ;.
!  F  ; 1,ft j 6,2 l 19,3 j ir 4  j R,7  j*  114,3

1 -
A N N E X E  I I
M ain provisions favouring the employment of w o m e n  in each of 
the M em ber States of the European Communities.
Sum m ary table (*)
B E L G IU M
§£££§£2y£!2 :  W o m e n  account for 53.8 %  of unemployed persons (December 1982) 
and 37.7 %  of the total workina DODulation (1981).
(1) A N T I-D IS C R IM IN A T O R Y  M E A S U R E S
Discrimination on the basis of sex is prohibited and Article 119 of the ‘
L a w  of 4  August 1978 authorises measures to be taken to remedy the de facto
inequalities affecting women's opportunities.
(2) G E N E R A L  M E A S U R E S  T O  A B S O R B  U N E M P L O Y M E N T
2.1. Temporary recruitment by local authorities whereby it is compulsory 
for offices employing more than 50 persons to recruit for their first 
job a number of trainees under 30 years corresponding to 2  %  of their 
staff (one year training period).
2.2. Special temporary recruitment (recruitment of unemployed persons for 
jobs of service to the community).
Programme extended since 1980 to long-term projects for unemployed 
workers w h o  hat/e been receiving benefit for two years (mostly w om en).
2.3. Allocation of special employment subsidies C £ > rim e s de réadaptation 
et d'adaptation") to new  employers liable to social security contri­
butions under the new  aid programme to create jobs for the long-term 
unemployed.
2.4. Extension of contractual programmes to reduce working time by 
developing the opportunities for reduced working hours and part-time 
work.
(*) The detailed list of these provisions and their effects appear in the 
reports supplied by the M em ber States to Working Party N r 6  on the 
O E C D  economy and replies to Commission surveys and questionnaires.
/in
I

-  2 -
(3) SPE C IFIC  M E A S U R E S  O N  B E H A L F  O F  W O M E N
3.1. Improvement in the counselling and training of w o m e n  :
3.1.1. Opening of reception, observation and guidance centres by the 
National Employment Office for 6  months for young female job seekers 
in the secondary sector. These facilities are no w  available to w o m e n  
on a permanent basis.
3.1.2. T he O N E M 's 1980 project to facilitate the vocational integration or 
reintegration of adult w o m e n  in new  occupations.
3.1.3. Initiatives by such associations as the "Vrouwen OverlGg Komittee", 
the"Centre féminin d'éducation permanente" and "Repartir", in the 
field of training in non-traditional occupations.
3.1.4. T he pioneering role of the Belgian Post Office in implementing 
schemes to promote and diversify opportunities.
3.2. Diversification of placement
Pilot schemes with financial aid from the European Social Fund in tw o 
regions of the country with a high level of female unemployment for the 
training and recruitment for jobs not traditionally exercised by w o m e n  
with the allocation of special subsidies to employers and unemployed 
persons granted by the O N E M .
3.3. Prevention of unemployment
Allocation of subsidies by the O N E M  for the retraining of the staff 
of business in sectors at risk. The retraining schemes are open to 
female unemployed workers in the region.
D E N M A R K
§M £G R0yN D _:  W o m e n  account for 44 of unemployed persons (December 1982) 
and 44.7 %  of the total working population (1981).
(1) A N T I-D IS C R IM IN A T O R Y  M E A S U R E S
The 1978 law on equal treatment guarantees equal access to all voca­
tional training programmes, deals with indirect discrimination and obliges 
employers to modify their vocational training practices.

- 3 -
(2) SPE C IFIC  M E A S U R E S
2.1. Diversification of training
2.1.1. Organization of special training courses for non-traditional 
occupations for the council on equal status.
2.1.2- Allocation of subsidies on an experimental basis to help w o m e n  
to enter spheres traditionally occupied by m en.
2.1.3. Payment of subsidies to firms employing male staff to enable 
such firms to install sanitary facilities and cloakrooms for 
w om en.
2.2. Organization of guidance1 ,  courses for young mothers liable to lose 
touch with the labour market and young unemployed w o m e n  uncertain 
about the type of training to choose.
2.3. Courses for unemployed immigrant w o m e n  which comprise language 
education and occupational studies.
(3) A N C IL L A R Y  IN T E G R A T IO N  M E A S U R E S
3.1. Development of childminding facilities for w o m e n  undergoing training.
3.2. Promotion of part-time training.
(4) I M P R O V E M E N T  O F  P L A C E M E N T
4.1. Appointment of equal opportunity advisers in the placaraent services 
in 1981 with a view to modifying the attitudes of employers and 
vocational guidance counsellors.
I

- 4  -
(5) G E N E R A L  M E A S U R E S  T O  C O M B A T  U N E M P L O Y M E N T
5.1. Development of schemes for the most disadvantaged unemployed persons, 
young people in particular.
5.1.1. Introduction of special assistance and training measures (EIFL) 
for less qualified young people with, in particular, the develop­
m ent of courses in preparation for working life.
5.1.2. In connection with the guarantee for young people (training for 
all unemployed workers), a series of courses of the sam e duration 
and other training opportunities designed specifically for w o m e n  
have been developed.
These attempts to provide a guarantee for young people are 
being assessed with a view to setting up a nation-wide scheme 
provision to be m ade available in the near future to young w o m e n  
w h o  have been unemployed for a long time.
5.2. Job creation measures
5.2.1. Creation of jobs in the public sector, in particular part-time jobs.
5.2.2. Experiments in job-sharing.
F R A N C E
B A C K G R O U N D  :  W o m e n  account for 49.7 %  of unemployed persons (December 1982)
and 38.9 %  of the total working population (1981).
d ) A N T I-D IS C R IM IN A T O R Y  M E A S U R E S
1.1. T he law  on vocational, equality (draft before Parliament) embodies 
the principal of positive actions of preferential treatment on a  
temporary basis with the introduction of plans for voluntary euqality
and the creation of implementing bodies (equality board and mission forequality).
1.2. L 'a w  of 7  M a y  1982 relating to the civil service and the circular 
of 23 February 1983 implementing an equal opportunity programme.
(2) SPE C IFIC  M E A S U R E S
2.1. Access to employment
2.1.1. Raising of age limits in the civil service in general and, 
specifically to take account of family situation.
2.1.2* Elimination of obstacles to access to certain jobs by modifying
working conditions (weight of postbags or of change bags) and the 
relaxing of prohibitions relating to employment (redefinition of 
"night work").

— 5  -
2.2. Diversification of vocational choices
2.2.1. M aking all the vocational training openings accessible to girls 
and providing subsidies to adapt premises.
2.2.2. Campaigns to stimulate the awareness of teachers and vocational 
guidance counsellors to ensure that girls are directed towards 
training courses likely to result in employment.
2.2.3. Reviewing textbooks and rethinking the selection of such books 
with a view to removing sexist clichés.
2.2.4. Updating of ONISEP^clocumentation and educational material for 
families and pupils and C N D P  (*) teachers.
2.2.5. A  campaign in the form of a series of television programmes on 
careers guidance for girls and the need to diversify training, 
distribution of numerous publicity items, posters, brochures, 
puzzles, etc.
2.3. Development of training for w o m e n
2.3.1. Introduction of vocational reintegration measures for w o m e n  
with remuneration for trainees and priority for single w o m e n  
with urgent social problems.
Launching in 1983 of a national pilot scheme to induce single mother· 
to integrate into working Life with a guarantee of resources.
2.3.2. Organization of pilot schemes on diversification by the Ministry for 
W om en's Rights in each region, in particular in the sphere of the 
new  technologies and new  openings for employment (54 operations in 
1982 plus 27 operations which were not pilot schemes also financed 
by the Ministry).
These schemes gave a new  lease on life to the training programmes 
introduced in 1978-80 in som e occupational branches (Union des 
Industries Minières et Métallurgiques - Fédération du Bâtiment).
2.3.3. Specific back-up measures for training and integration schemes :  
organizations of child-minding facilities, transport, compensation.
(*) Office National d'information Sur les Enseignements et les Professions 
(National Office for Education and Careers Information).
Centre National de Documentation Pédagogique (National Centre for 
Educational Documentation).

-  6 -
(3) G E N E R A L  M E A S U R E S  T O  C O M B A T  U N E M P L O Y M E N T
3.1. Job Creation measures
3.1.1. Development of employment in the public sector in areas correspondis 
to women's qualifications.
3.1.2. Subsidy for new  recruitment in associations and promotion of 
employment on local initiative in a broader ‘ field than that 
covered by the experiment with jobs of service to the community.
3.1.3. Negotiated measures to shorten working hours with a view to 
creating employment by m eans of solidarity contracts and the 
various public aids corresponding to them. Relaxation of the 
conditions for part-time w ork in the civil service.
3.2. Improvement in the quality of employment
)
3.2.1. Measures to combat insecure employment by m eans of the'1982 Auroux 
orders and laws improving protection for part-time workers and 
restricting the opportunities for recourses to fixed-term contracts 
and temporary work.
3*3* Training and integration programmes for young people
3.3.1. T he Plan Avenir Jeune (Youth future plan) replacing the employment 
pacts and followed by programmes for the 16-18 year olds and 
18-25 year olds.
Setting up of reception and counselling structures supplemented 
by training schemes and preparation for working life for young 
people.
Efforts concentrated on the Least qualified.
3.3.2. Adjustment of the employment/training contract which has taken on 
a permanent nature with a prolonged recruitment period subsidized 
by the public authorities.
Girls and w o m e n  are given priority access to measures for young 
people so that their ratio am ong recipients corresponds to their 
ratio am ong unemployed workers (60 %  in 1981). Particular attention 
should also be given to the situation of single mothers.

IR E L A N D- 7  -
B A C K G R O U N D W o m e n  account for 24.9 %  of unemployed persons (December 1982)
and 27.7 /. of the working population (1980).
(D A N T I-D IS C R IM IN A T O R Y  M E A S U R E S
T he 1977 Employm ent Equality Act set up the Employment Equality Agency 
(E E A ) responsible for introducing measures to implement the law. This 
body has taken m any steps to provide information and arouse awareness 
cfthis topic am ong all sectors of the population and defines procedures 
for applying non-discriminatory principles (e.g. guidelines for elimi­
nating discrimination from job advertisments). This law resulted in the 
removal of the ban on night work.
(2) SPE C IFIC  M E A S U R E S
The Employment Equality A ct allows for specific positive action in the 
field of training for occupations in which w o m e n  are under-represented.
2.1. Schemes favouring w o m e n
2.1.2. Leading role of public undertakings and state bodies in promoting 
equal opportunity.
2.1.3. Increase in the number of A N C D  (Industrial Training Authority) 
training schemes for w om en.
2.1.4. Organization of management training courses for w o m e n  with the 
cooperation of firms backed up by measures to assist them in 
finding work.
2.2. Schemes to diversify vocational choices
2.2.1. Campaigns to inform the public and schemes to acquaint pupils
in their last year at school with technical training courses not 
usually taken by w om en.
2.2.2. Establishment of a quota of 40 %  of available places at training 
centres teaching occupations regarded as non-traditional.
2.3. Vocational reintegration measures
2.3.1. Introduction of pilot programmes in counselling and social integrate
2.3.2. Sdhemes to develop child-minding facilities.

-  8 -
G R E E C E
B A C K G R O U N D  :  In 1982, w o m e n  accounted for 30. 1  X  of the working population 
and 4 1  %  of unemployed persons.
(1) A N T I-D IS C R IM IN A T O R Y  M E A S U R E S
Article 4  §  2  of the 1975 Greek Constitution establishes equality of 
rights and of duties of m e n  and w om en.
(2) SPE C IFIC  M E A S U R E S
2.1. Programmes of practical vocational guidance for w o m e n  over 25 seeking 
employment and requiring information. Special attention is paid to 
the choice of occupations in traditionally male sectors.
■V
2.2. Vocational training programmes for management staff of women's orga­
nizations and cooperatives.
2.3. Setting up of child-minding facilities for working mothers.
2.4. The prévisions of the protection of motherhood law (1082/1980)
forbid dismissal during and after pregnancy. (
(3) G E N E R A L  M E A S U R E S
3.1. Subsidies for the creation of jobs for young people in the private 
sector in 1982.
Allocation of a uniform subsidy for the recruitment of young people 
in the tertiary sector.
Modulation of the rate of subsidy according to sex (30 %  for girls 
a nd 20 % for boys) for recruitment in the industrial sector to 
encourage diversification of women's jobs.
3.2. W o m e n  are to form 33 %  of the beneficiaries of programmes involving 
training and employment premiums aimed at return migrants.

- 9  -
IT A L Y
B A C K G R O U N D  :  W o m e n  account for 48. 3 %  of unemployed persons (December 1982) 
and 33.6 %  of the working population (1981).
(1) A N T I-D IS C R IM IN A T O R Y  M E A S U R E S
L a w  903/77 of 9  December 1977 forbids all derogations to the principle of 
equal treatment.
(2) SPE C IFIC  M E A S U R E S
2.1. Measures to promote public awareness of equality. Information about 
the law has m ade it possible to improve the efficiency of the 
employment services, increasing from 40 %  in 1977 to 44.7 %  in 1979, 
the proportion of w o m e n  am ong the unemployed workers placed.
2.2. Action taken to promote compliance with the law has L ed  to the 
recruitment of w o m e n  for manual occupations which they have not 
traditionally exercised.
2.3. T he abolition of legal obstacles to the employment of w o m e n  such as 
the ban on night w ork or rules on transport or carrying weights
has m ade it possible to am end the rules and notices for competitions 
for employment in the public service.
(3) G E N E R A L  M E A S U R E S
- Development of training.
T he outline law N ° 845 of 2 1  December 1978 on vocational training has 
enabled trade union organizations to take initiatives to promote the 
diversification of training for w om en.
L U X E M B O U R G
t
B A C K G R O U N D  :  W o m e n  account for 46 %  of the total of unemployed persons
(December 1982) and 29.9 %  of the working population (1981).
(D C R E A T IO N  O FSPE C IFIC  L E G A L  IN S T R U M E N T S
1.1. The law instituting the equal treatment Directive.
1.2. Ministerial Decree of 19 February 1980 setting up a committee on 
female employment in the Ministry of Employment and Social Security.
(2) G E N E R A L  M E A S U R E S
2.1. Vocational training measures apply to both sexes but the creation 
of a centre for those returning to work is being planned.
2.2. Schemes for informing pupils and parents and making them aware of the 
situation are being conducted to diversify girls' vocational choices.

-  10  -
T H E  N E T H E R L A N D SI
B A C K G R 0 U N D _ ;  W o m e n  account for 3 1  %  of unemployed persons (December 1982) 
and 31.6 %  of the working population (1981).
C D  E Q U A L IT Y  M E A S U R E S
T he law  of 1  M arch 1980 on equal treatment for m en  and w o m e n  abolished 
the concept of head of household and any reference to marital status.
(2) G E N E R A L  M E A S U R E S  T O  C O M B A T  U N E M P L O Y M E N T
2.1. Placement measures
Allocation of subsidies to reduce the cost of recruiting workers 
w h o  have been unemployed for a long time, part-time workers, young 
people and handicapped persons. W o m e n  are under-represented am ong 
recipients with the exception of the temporary recruitment subsidies 
for young people.
2.2.1. Creation of temporary jobs (6 months) in the cooperative and 
related undertakings sector.
A  target in respect of equal access for m en  and w o m e n  w as set, 
which resulted in an increase in the proportion of w o m e n  to 
benefit in 1980.
2.2.2. Creation of supplementary jobs, useful for certain periods, in 
order to (re) integrate the longrterm unemployed.
2.2.3. Experimental programme of long-term employment projects, (m inim um  
of 4  years) regarded as being in the public interest and mainly
of a socio-educational type, and aimed at young unemployed persons 
having difficulty in entering the labour market owing to their 
training (45 % of wom en).
2.3. Training measures
2.3.1. Subsidies for the training of job seekers having difficulty in 
entering or remaining on the job market/owing to unsuitable 
training (36 % of wom en).

1 1  -
2.3.2. Training organized jointly with undertakings for those having 
difficulties in entering or remaining on the labour market
(8 %  of wom en).
2.3.3. Training, retraining and refresher classes for unemployed persons, 
persons facing unemployment, unskilled workers and special categorie· 
(3 X of wom en).
2.3. A . For young persons aged under 23 :  vocational training subsidies
through apprenticeship. Employers w h o  conclude contracts with 
apprentices which include practical experience for the latter 
receive a subsidy (8 %  of wom en).
Training for young unemployed workers without qualifications in 
a vulnerable situation on the labour market, such courses being 
tailored to openings on the labour market.
Centres for vocational guidance and initiation aimed at job seekers 
without the skills needed to hold a normal unskilled job or at 
enabling persons to attend more advanced vocational training 
courses (25 % of wom en).
2-A . Promotion of part-time employment in the public sector
2.A.1. Experimental project launched by the Ministry of Social Affairs 
in 1980/81 in the local employment services with 2  subsidies, 
one for the employer and the other for the salaried worker 
to m ake the reduction in income a gradual one.
2.A.2. Extension of the experimental project by the Ministry of the
Interior to take in the public sector though without being able 
to prevent most of the part-time jobs, being taken by w om en.

-  12  -
(3) SPE C IFIC  M E A S U R E S
3.1. Preferential treatment \1
Training placement and job creation measures comprise objectives 
designed to ensure that each sex benefits from the measures in 
relation to the proportion of the unemployed population it represents 
in the region to which the measure applies.
3.2. Broadening of vocational choices
3.2.1. Introduction of an experimental programme providing access for 
girls to vocational training courses for boys in response to the 
report on improving training for girls.
3.2.2. Pilot experiments in job diversification in five regional training 
centres as from 1980.
3.2.3. Program m e aimed at increasing confidence in women's ability to 
perform technical jobs ; information schemes with various back-up 
measures for the guidance services ; organization of counselling 
sessions in schools.
3.2.4. Endeavours by the employment services to familiarize employers with 
the idea of recruiting w o m e n  for jobs which they have not tradi­
tionally performed.
3.3. Consideration being given to family situation
3.3.1. Development of opportunities for part-time w ork as a m eans of 
broadening the range of qualifications and careers for w o m e n  
in the public sector.
3.3.2. Organization of training courses for jobs in the health and social 
services sector for w o m e n  wishing to return to work.
F E D E R A L  R E P U B L IC  O F  G E R M A N Y
§ iS £ iS G R Q I J N D _ :  W o m e n  account for 42.4 %  of unemployed persons (December 1982) 
and 38.4 %  of the working population (1981).
(1) A N T I-D IS C R IM IN A T O R Y  M E A S U R E S
T he L a w  of 2 1  August 1980 prohibits discrimination on the basis of sex

- 13 -
and did aw ay with collective protective measures, leaving only individual 
protective measures (e.g. Regulation of 29 July 1980 on dangerous substances)
(2) G E N E R A L  E M P L O Y M E N T  M E A S U R E S
2.1. T he Federal Government’s m anpower policy programme for the regions 
most severely affected by employment problems includes the following 
measures :
. training of workers in enterprises undergoing restructuring ;
. vocational reintegration of unemployed workers with no training or 
w h o  have been unemployed for a  long period ;
. creation of jobs in the social services sector and an increase in 
additional part-time vacancies.
2.2. T he multiannual training programme for young people is based on 
vocational preparation and integration measures.
2.3. Facility for financial assistance for job-seekers and guarantee of 
income to persons taking part in training courses with a view to 
improving their chances of finding a job.
2.4. Measures to increase recruitment by reducing the cost of the labour 
recruited.
2.4.1. A B M  measures involving subsidies and loans from the Federal Labour
Office to stimulate the recruitment of unemployed workers by public 
and private bodies. '
2.4.2. Allocation of subsidies for the vocational integration of workers 
w h o  are difficult to place.
2.5. Preferential treatment for admission to further training courses and 
retraining courses for unemployed persons, workers facing redundancy 
or those without any vocational training diploma.
(3) SPEC IFIC  M E A S U R E S
3.1. Financial aids for vocational reintegration.

- 14 -
3.1.1. Allocation of a maintenance allowance for housewives wishing to 
go back to work.
3.1.2. Payment of a subsidy to offset child-minding expenses for w o m e n  
undergoing training.
3.1.3. Payment for unemployed w o m e n  undergoing training.
3.2. Measures to improve the chances of placement.
3.2.1. Schemes relating to counselling, vocational guidance, special 
assistance and organization of practical w ork experience.
3.2.2. M oves relating to the wording of vacancies and the extension of 
vacancies to w o m e n  by the employment services.
3.3. Improvement of vocational training for w om en.
Special efforts by the Federal Labour Office and the Directorate for 
the Situation of W o m e n  to facilitate and develop access by w o m e n  to 
a large number of training courses set up by the public authorities 
and industry.
3.4. Job difersification.
Planned and systematic launching of pilot projects to diversify 
jobs for w o m e n  within firms so as to train them for non-:rad,i.tional 
jobs.
U N IT E D  K I N G D O M
B A C K G R O U N D  :  W o m e n  account for 26.8 %  of unemployed persons (December 1982) 
and 38.7 % of the working population (1981).
(15 A N T I-D IS C R IM IN A T O R Y  M E A S U R E S
The 1975 Sex Discrimination A ct set up the Equal Opportunities Commission 
(E O C ) to ensure its implementation, endowing that Commission with extensive 
powers of initiative and enforcement.

- 15 -
(2) SPEC IFIC  M E A S U R E S
2.1. Experiments in diversification of training
Section 47 of the Sex Discrimination Act provides for the organization 
of specific training programmes in the form of positive actions.
2.1.1. Public programmes
2.1.1.1. The Training Opportunities Schem e (T O P S ) of the M anpow er Services 
Commission (M S C ) offers a wide range of opportunities for further 
training for adults wishing to acquire new  skills or to adapt them  
in state or industrial training centres.
A  limited opportunity exists for running these courses on a  
part-time basis.
2.1.1.2. W O W  ( Wider Opportunities for W o m e n ) is designed for w o m e n  
following vocational retintegration courses in 13 training 
centres.
2.1.1.3. Allocation of grants or scholarships to girls taking part in 
programmes organized by the Engineering Industrial Training 
Board (ITB) or by other bodies, as trainee technicians in 
engineering.
2.1.2. Measures aimed at employers
2.1.2.1. Research programme to identify new  employment sectors for w om en.
2.1.2.2. Allocation of subsidies for training courses preparing w o m e n  for 
supervisory jobs.
2.2. Schemes promoting information and awareness
2.2.1. Dissemination of a Large number of infcrmation documents on the 
implementation of the Sex Discrimination Act, publication of 
handbooks on changing discriminatory practices ("fair dealing", 
"job evaluation free of sex bias", "consultative draft code of 
practice", and information campaigns aimed at the general public.
2.2.2. T he role of the E O C  and the T R A D E  U N IO N  Congress(TUC) in promoting 
oositive actions.
(3) G E N E R A L  M E A S U R E S  T O  C O M B A T  U N E M P L O Y M E N T
3.1. W o m e n  and unemployed girls are well represented in the various 
vocational training preparation, temporary work, work experience 
and community w ork schemes, but with a bias towards traditionally 
feminine occupations.
3.2. Endeavours on behalf of young people involving a guarantee of 
training up to the age of 18 and the Unified Vocational Training 
Programme, which covers integrated education and vocational training 
schemes for young people in the 16 to 18 age group without skills.