Opinion of the European Economic and Social Committee on Employability and entrepreneurship — The role of civil society, the social partners and regional and local bodies from a gender perspective
Date: 2007-07-11
Institutions: European Economic and Social Committee
Subjects: EU employment policy, business policy, entrepreneurship, equal treatment, gender equality, labour market, social dialogue

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Opinion of the European Economic and Social Committee on ‘Employability and entrepreneurship
— The role of civil society, the social partners and regional and local bodies from a gender
perspective’

(2007/C 256/21)

The European Economic and Social Committee received a letter, dated 13 February 2007, from the future
Portuguese presidency requesting its opinion on the abovementioned proposal.

The Section for Employment, Social Affairs and Citizenship, which was responsible for preparing the
Committee's work on the subject, adopted its opinion on 18 June 2007. The rapporteur was Mr Pariza
Castaños.

At its 437th plenary session, held on 11 and 12 July 2007 (meeting of 11 July), the European Economic
and Social Committee adopted the following opinion by 141 votes to none with five abstentions.

1. Summary of the EESC's proposals

1.2.5
There should be greater transparency in public employ-
ment services and private agencies in order to promote equality
and eliminate discrimination from job recruitment procedures.

Gender inequality in the business world and the labour
1.1
market is a serious problem for European society as a whole, for
both women and men, for businesses, male and female workers,
governments, the social partners and civil society. The EESC
believes that the time has come to give a boost to equality poli-
cies, through new, active measures in the labour market, busi-
ness initiatives and the organisation of social life.

1.2.6
Regulators of the financial services sector must commit
themselves to monitoring whether loan applications by female
entrepreneurs are encountering gender discrimination. Public
aid for access to credit is also required, particularly for women
starting up a business for the first time.

1.2
Gender equality is a fundamental challenge for the future
of Europe. For this reason, the EESC proposes that the gender
perspective of the Lisbon agenda be strengthened, and that the
aspects below be included in the mid-term review of the inte-
grated guidelines for growth and jobs and the national reform
plans.

The Member States

1.2.1
the
European Pact for Gender Equality, and appoint national officers
for gender equality.

should firmly implement

1.2.2
There should be new specific objectives for gender
equality in employment policies, with qualitative and quantita-
tive indicators, it being vital for more women to be entrepre-
neurs, to secure employment, and for the quality of this employ-
ment to be improved.

1.2.3
gender stereotyping (particularly in education)
entrepreneurship among women.

There should be specific objectives to eliminate the
that restricts

There should be specific objectives in university and
1.2.7
vocational education to boost access by both genders to all
professions, overcoming cultural stereotypes.

1.2.8
Support and assistance should be provided for the
social partners, particularly at sectoral, local and regional level,
to eliminate, through collective bargaining and social dialogue,
the gender imbalances which put women in an inferior posi-
tion.

The equality plans and positive action measures agreed
1.2.9
and implemented in many companies and sectors should be
extended, and should be supported by national, regional and
local governments, and through the Community resources of
the European Social Fund.

1.2.10
The EU guidelines should reinforce the national objec-
tives for equal pay between men and women, by means of
specific indicators.

At

local and regional

specific programmes
1.2.11
should be implemented to improve access to employment and
to facilitate the creation of businesses by migrant women and
minority groups.

level,

should be

Governance

1.2.4
improved, with sufficient
involvement of the social partners and civil society organisa-
tions, particularly at local and regional level. Local and regional
authorities should be actively involved in the national reform
plans.

1.2.12
objectives for disabled women.

There is also a need for specific programmes and

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1.2.13
National reform plans for pension calculation systems
should help prevent women from losing their pensions or from
receiving significantly lower pensions as a result of part-time
inter alia, to family commitments.
work or career breaks due,
Married co-entrepreneurs must have proper legal status.

Local and regional authorities should work with busi-
1.2.14
nesses and male and female workers to enable them to reconcile
their family and working lives.

The EESC has drawn up various opinions (1) over the
2.6
past few years through which it is contributing to development
of the Community acquis, improvement of legislation and the
quality of gender equality policies. The Committee has endorsed
the European Employment Strategy and highlighted the positive
effort made to resolve national and local problems, through
joint and coordinated action at European level. The Committee
believes that this effort must be backed up with further initia-
tives and improved coordination.

Due to the ageing of

1.2.15
the present generation of
company leaders, the transfer of many businesses, especially
SMEs, provides an opportunity for women to access manage-
ment posts. It is crucial to prepare for this handover via national
and local measures facilitating the transfer of businesses to
women. At EU level, this would warrant a situation analysis and
a compilation of accompanying incentive measures.

The EESC wishes to evaluate policies adopted to date,
2.7
highlight good practice and propose some new initiatives to
enable European women to be entrepreneurs and become more
active in the labour market. This opinion falls in the context of
the debates on the assessment and reform of the Lisbon agenda,
and the proposals can be developed within the revised inte-
grated strategy for growth and jobs, and in future national
reform plans.

2. Introduction

3. The Lisbon agenda

2.1
The future Portuguese presidency of the EU has asked
the EESC to draw up an exploratory opinion on ‘Employability
and entrepreneurship — the role of civil society, the social part-
ners and regional and local bodies from a gender perspective’, in
order to prepare the work of its presidency.

2.2
The EESC welcomes the Portuguese presidency's proposal
to strengthen the process of consultation on the new Integrated
Guidelines for Growth and Jobs 2008-2010 by taking account
of the gender perspective and its application by civil society, the
social partners and regional and local bodies, as well as national
governments, since the gender issue and equality between men
and women are a challenge for all of European society.

2.3
The Treaty clearly states that the EU's objectives include
promoting economic and social progress, a high level of
employment and gender equality.

2.4
Gender equality is one of the basic principles of the
European Union, enshrined in the Treaty and in the EU Charter
of Fundamental Rights. The EU institutions and bodies have a
responsibility to combat discrimination faced by women and
promote gender equality through legislation and public policy.

2.5
The EU has a substantial acquis in equality policies. In
employment policy and labour legislation, two Directives should
be noted: (1) Directive 2002/73/EC on implementation of the
principle of equal treatment for men and women as regards
access to employment, vocational training and promotion, and
working conditions, and (2) Directive 2004/113/EC on imple-
menting the principle of equal treatment between men and
women in the access to and supply of goods and services.

3.1
The Lisbon Strategy calls for full employment in Europe,
by stepping up quality and productivity at work, economic,
social and territorial cohesion, and better governance; this is to
take place in the context of a knowledge-based society that

(1) EESC opinion of 13.9.2006 on the Communication from the
Commission to the Council, the European Parliament, the European
Economic and Social Committee and the Committee of the Regions
— A Roadmap for equality between women and men. Rapporteur:
Ms Attard (OJ C 318 of 23.12.2006).
EESC opinion of 14.12. 2005 on the Proposal for a Decision of the
European Parliament and the Council on the European Year of Equal
Opportunities for All (2007) — Towards a Just Society. Rapporteur:
Ms Herczog (OJ C 65 of 17.3.2006).
EESC opinion of 29.9.2005 on Poverty among women in Europe.
Rapporteur: Ms King (OJ C 24 of 31.1.2006).
EESC opinion of 28.9.2005 on the Proposal for a Regulation of the
European Parliament and of the Council establishing a European
Institute for Gender Equality. Rapporteur: Ms Štechová (OJ C 24 of
31.1.2006).
EESC opinion of 2.6.2004 on the Communication from the
Commission to the Council, the European Parliament, the European
Economic and Social Committee and the Committee of the Regions
establishing the guidelines for the second round of the Community
Initiative EQUAL concerning transnational cooperation to promote
new means of combating all forms of discrimination and inequalities
in connection with the labour market — Free movement of good ideas.
Rapporteur: Mr Sharma (OJ C 241 of 28.9.2004).
EESC opinion of 15.12.2004 on the Proposal for a Directive of the
European Parliament and of the Council on the implementation of
the principle of equal opportunities and equal treatment of men and
women in matters of employment and occupation. Rapporteur:
Ms Sharma (OJ C 157 of 28.6.2005).
EESC opinion of 10.12.2003 on the Proposal for a Decision of the
European Parliament and of the Council establishing a Community
action programme to promote organisations active at European level
in the field of equality between men and women. Rapporteur:
Ms Wahrolin (OJ C 80 of 30.3.2004).
EESC opinion of 14.2.2006 on the Representation of women in the
decision-making bodies of economic and social
interest groups in
the European Union. Rapporteur: Mr Etty (OJ C 88 of 11.4.2006).
EESC opinion of 3.6.2004 on the Proposal for a Council Directive
implementing the principle of equal treatment between women and
men in the access to and supply of goods and services. Rapporteur:
Ms Carroll (OJ C 241 of 28.9.2004).

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takes into account the personal choices of women and men. For
the first time, a benchmark has been set for economic equality
between women and men, with the target of ensuring 60 %
female employment by 2010.

approach that will unite stakeholders, Member States, citizens,
parliaments, social partners and civil society with the EU institu-
tions, under the common goal of progress and opportunity. The
EESC believes that the governance of the Lisbon agenda should
be improved through more active involvement of civil society,
the social partners and local and regional bodies.

At the request of the European Council, the EESC is
3.2
working with its national counterparts to implement the Lisbon
Strategy (2).

3.3
Despite the good results obtained, experience has shown
that greater reforms need to be implemented in the context of
the Lisbon Strategy, in order to ensure that women and men
can set up businesses and access employment under equal
conditions.

In Europe, women still do not have the same business
3.4
opportunities as men, or the same possibilities in the labour
market. As a result of the social and cultural stereotypes handed
down from the past,
the participation rate of women is
generally lower than that of men, and occupational segregation
persists in the labour market. On the whole, women hold jobs
that are less secure, of poorer quality and less well paid; they
face greater difficulties in improving their professional qualifica-
tions, and female entrepreneurs face more obstacles in accessing
funding.

The EESC stresses that

3.8
the social partners should be
involved as early as possible in drafting the guidelines, and that
they should be consulted on the aspects concerning the incor-
poration of gender criteria.

The

for Growth and

Integrated Guidelines

Jobs
3.9
2005-2008, which form the basis for
the Member States'
national reform programmes, reinforce the need for gender
equality in order
to meet established priorities, combining
specific measures for women's employment and the inclusion of
equality in all initiatives undertaken (4).

3.10
As stated in its opinion on the Guidelines for employ-
ment, the EESC is surprised that, even though gender equality in
employment is one of the key issues of the Lisbon Strategy,
there is no specific integrated guideline on gender issues (5).

The EESC therefore considers it necessary to strengthen
3.5
the gender perspective of the Lisbon Strategy, revising the
Community and national objectives,
in order to enable more
women to be entrepreneurs, to secure employment, and for the
quality of this employment to be improved (‘quality’ is under-
stood to mean greater professional diversity, equal pay, greater
job stability, access to training and career development).

The assessment of the Community Lisbon programme
3.11
and national reform programmes (6) highlights the need to
strengthen policies for equal opportunities between women and
men, by setting up measures making it possible to reconcile
working, family and private life.

After the mid-term review, in March 2005 the Council
3.6
approved the New start for the Lisbon Strategy, in which the
main change was the shift in focus from quantitative objectives
alone to include the policies and practical initiatives necessary
to accomplish these. The priorities are to create more and better
jobs by attracting and retaining more people in the labour
market; to modernise social protection systems; to increase the
adaptability of workers and enterprises; to improve the flexi-
bility and security of
labour markets; and to invest more in
human capital through better education and skills (3).

3.12
The Joint Employment Report 2006-2007 welcomed
the fast rise in female employment rates and considered these to
be a step towards the Lisbon objective (7). However, it pointed
out that ‘[i]n the majority of Member States there remains no refer-
ence in the Implementation Reports to specific measures aimed at
promoting female employment or reducing gender gaps, with the excep-
tion of measures to increase access to childcare facilities. Some Member
States (AT, BE, DK, DE, ES, IE, IT, LU, PT, UK) have set national
childcare places
the
European childcare target. Overall progress towards this target remains
slow. Actions to make childcare more affordable through a maximum
fee or reduced costs are stressed in just AT, DK, FI, IE, MT, and NL.
The need to strengthen the role of men in the reconciliation of work
and family life is lacking. SI has launched a campaign to make men

few report on progress

targets but

towards

This revised Lisbon agenda also emphasises the impor-
3.7
tance of good governance through a more effective political

(2) See the conclusions of the European Council of 22 and 23 March
2005 and the work accomplished, particularly the Declaration of the
Presidents and Secretaries-General of national ESCs of the European
Union and the EESC, Paris, 25.11.2005.
http://eesc.europa.eu/lisbon_strategy/eesc_documents/index_en.asp.
(3) Working together for growth and jobs — A new start for the Lisbon

Strategy — COM(2005) 24 final.

(4) Integrated Guidelines
COM(2005) 141 final.

for Growth and Jobs

(2005-2008) —

(5) EESC opinion of 31.5.2005 on the Proposal for a Council Decision on
guidelines for the employment policies of the Member States, in accord-
ance with Article 128 of the EC Treaty Rapporteur: Mr Malosse
(OJ C 286 of 17.11.2005).

(6) COM(2006) 30 final.
(7) Joint Employment Report 2006/2007, adopted by the Council
(EPSCO) on 22 February 2007, forwarded to the European Council in
view of its meeting on 8-9 March 2007.

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more active in family life, LT introduced new paid paternity leave
opportunities for fathers, and CZ, DE and EL will extend the possibi-
lity for fathers to take parental leave.’

legal framework ensuring real protection for employment and
providing the indispensable stability and security.

4. The European Pact

for Gender Equality and the

Roadmap for equality between women and men

The European Pact for Gender Equality (8), adopted by
4.1
the European Council in March 2006, is a step forward in quali-
tative terms, as it gives all the Member States the common goal
of
increasing female participation in the labour market and
promoting equality between women and men.

4.2
The Roadmap for equality between women and men
2006-2010, adopted by the Commission, sets out six key areas
for EU action: equal economic independence for women and
men; reconciliation of private and professional life; equal repre-
sentation in decision-making; eradication of all forms of gender-
based violence; elimination of gender stereotypes, and promo-
tion of gender equality in external and development policies (9).

In order to improve governance in terms of gender
4.3
equality, the roadmap also sets out a number of highly signifi-
cant actions, and the Commission has pledged to closely
monitor progress in this field.

4.4
In its opinion on the Roadmap for equality between
women and men 2006-2010, the EESC welcomed the Commis-
sion's political will to keep gender equality high on its agenda
for 2006-2010, and highlighted the importance of involving all
stakeholders in the implementation of its priorities (10).

The EESC has also expressed its support for the creation

4.5
of the European Institute for Gender Equality (11).

The EESC believes that the time has come to give a boost
4.6
to equality policies, through new, active policies in the labour
market, the creation of businesses and the organisation of social
life. In certain Member States new laws are being adopted to
ensure effective equality between women and men in political
employee,
activity,
management and board level. In general, the EESC supports
these reforms, which include active policies, based on a rational

social organisations

and businesses

at

5. EESC proposals: Strengthening the gender perspective

of the Lisbon Agenda

5.1
Gender inequality and imbalances in the business world
and the labour market are a serious problem for European
society as a whole, for both women and men, for businesses,
male and female workers, governments, the social partners and
civil society. Gender equality is a fundamental challenge for the
future of Europe.

The EESC endorses the Resolution of

5.2
the European
Parliament of 13 March 2007 (12) on the Roadmap for equality
between women and men 2006-2010, particularly point 17,
which ‘Calls on the Member States to add to, or strengthen, their
national employment and social
integration plans so as to include
measures to help women enter the labour market on a footing of equal
dignity and equal pay for equal work and to promote female entrepre-
neurship’ and point 20, which‘Calls on the Member States to
appoint a national official to take charge of gender equality for the
purposes of implementing the Lisbon strategy, whose task should be to
help draw up and revise the respective national plans and monitor their
implementation so as
to encourage gender mainstreaming and
budgeting as regards the policies and targets laid down in the plans.’

5.3
The EESC stresses that the new national reform plans
must make it a requirement for Member States to appoint a
national officer for gender equality.

The Guidelines for employment must establish concrete
5.4
objectives and improve qualitative and quantitative indicators in
order to make a comparative assessment of the progress made
by Member States towards effective female equality in the labour
market and entrepreneurial initiatives.

(8) Presidency conclusions, 7775/1/06/REV 1.
(9) COM(2006) 92 final.
(10) EESC opinion of 13.9.2006 on the Communication from the
Commission to the Council, the European Parliament, the European
Economic and Social Committee and the Committee of the Regions —
A Roadmap for equality between women and men. Rapporteur:
Ms Attard (OJ C 318 of 23.12.2006).

(11) EESC Opinion of 28.9.2005 on the Proposal for a Regulation of the
European Parliament and of the Council establishing a European Insti-
tute for Gender Equality. Rapporteur: Ms Štechová (OJ C 24 of
31.1.2006).

5.5
The EESC believes that the EU should pay greater atten-
tion to women who work in rural, farming-dependent areas
where learning is not a strong priority, and should support their
participation in the labour market.

(12) European Parliament

resolution of 13 March 2007 on a
Roadmap for equality between women and men (2006-2010)
(2006/2132(INI)).
http://www.europarl.europa.eu/sides/getDoc.do?pubRef=-//EP//TEXT
+TA+P6-TA-2007-0063+0+DOC+XML+V0//EN.

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5.6
In the name of subsidiarity, some governments are trying
to reduce the EU's requirements in relation to the national
reform plans. However, the EESC believes that, overall, the inte-
grated guidelines are sufficiently flexible for Member States to
be able to identify the solutions that best fit their needs.

technical qualification, as opposed to four out of
ten men.
Teaching, the humanities and arts and healthcare account for
almost half of female graduates, but less than one quarter of
male graduates. The EESC proposes that education authorities
undertake wide-ranging promotional activity in order to over-
come sexist stereotypes so that women and men opt for profes-
sions in which they are under-represented.

it

5.7 Moreover,
is necessary to
the EESC believes that
strengthen the Community dimension of the Lisbon agenda and
the Integrated guidelines for growth and jobs, whilst respecting
the subsidiarity principle. In its opinion on the Roadmap for
the EESC
equality between women and men (2006-2010),
stated that it ‘acknowledges that common priorities in the coordination
of employment policies are necessary to increase the female participa-
tion rate. In assessing national reform programmes, the Commission
needs to ensure that gender gaps are given priority and that the neces-
sary action is taken’ (13).

Governance has been improved within the European
5.8
employment strategy, but the EESC believes that the situation is
still not
fully satisfactory. Cooperation must be stepped up
between the Commission, the Member States, the social part-
ners, bodies working in the field of equality and civil society
organisations, so as to ensure sufficient participation at all
levels, and in all phases of action.

involvement

The EESC considers that citizens'

in the
5.9
European employment strategy should be improved. It should
be made easier for the social partners and civil society organisa-
tions to become involved in these policies, and it is therefore
important for them to be able to participate through suitable
procedures at all levels — Community, national, regional and
local. To ensure the success of the Lisbon Strategy, it is impor-
tant to improve governance and the value added by the active
involvement of the social partners, civil society and local and
regional bodies.

5.10 When it comes to employment, it is at local level that
the impact of policy implementation is felt most; therefore, local
and regional authorities, in conjunction with the social partners,
have a key role to play in the implementation of policies. If inte-
gration into the labour market is to be guaranteed under equal
there must be an in-depth understanding of
conditions,
women's specific requirements and needs, and of the economic
and social context of the area in question. Consequently, local
and regional bodies should be involved in diagnosing, designing,
implementing and assessing actions.

5.12
Reconciliation policies help to improve quality of life
for women and men, and help everybody to enter and remain
in the labour market, harnessing the full potential of the work-
force. These policies should be open to both women and men.

The EESC (15) reminds Member States of the commit-
5.13
ments they made in the European Pact for Gender Equality, and
proposes that the Commission require that the Member States'
national reform programmes include greater commitments to
improving the reconciliation of
family and working life for
women and men. As this is a matter for society as a whole, the
joint responsibility of all parties, including companies, must be
guaranteed.

Reconciliation should not be confused with certain
5.14
family policy measures which hinder employment by providing
strong incentives to opt out of
for an
extended period of time, thus reducing the opportunities for
returning to work.

the labour market

There is a need for more effective measures that will
5.15
promote the reintegration of women and men into the labour
market after an absence to have children or to care for depen-
dent persons, without any reduction in qualifications or pay.
These measures could include flexible models for continuous
training during the period of absence, and continuation of
employment with shorter working hours. In this context, it is
worth noting the European Framework Agreement on Telework
reached by the social partners (ETUC, UNICE/UEAPME and
CEEP), which lays down the definition and scope of telework, its
voluntary nature, employment conditions, protection of data,
privacy, equipment, health and safety, organisation of work,
training and collective rights, and the implementation and
monitoring of the agreement.

is true that,

5.11 While it
in recent years, women have
forged ahead in the academic field (59 % of higher education
graduates are now women) (14), their fields of study remain
highly stereotypical. Only one in ten female graduates secures a

(13) See point 2.3.3.1.3 of

the EESC opinion of 13.9.2006 on the
Communication from the Commission to the Council, the European
Parliament, the European Economic and Social Committee and the
Committee of the Regions — A Roadmap for equality between
women and men. Rapporteur: Ms Attard (OJ C 318 of 23.12.2006).

(14) COM(2007) 49 final.

5.16
NGOs play a very important role in promoting gender
equality in Europe, as they implement campaigns which revolve
around political ideas and cultural values, and social initiatives
which promote better opportunities for many women. Many
women are also involved in NGOs representing various sectors
of the female population vis-à-vis local and regional bodies, and
these should be supported.

(15) EESC opinion of 11.7.2007 on The role of the social partners in recon-

ciling working, family and private life. Rapporteur: Mr Clever.

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5.17 Women from migrant or minority backgrounds suffer
from particular difficulties in setting up businesses and accessing
the labour market under equal conditions, and the new guide-
lines for employment must therefore include specific objectives.

rate, greater

ployment
instability of employment contracts,
strong occupational and sectoral segregation, pay inequality, and
the difficulties for women and men in reconciling professional
and family life.

5.18
The EESC has drawn up various opinions calling for a
common EU policy on immigration, and for integration policies
and the fight against discrimination to be made priorities by
European governments. These policies
should include the
gender perspective, so that migrant women or women from
their business
ethnic or cultural minorities can implement
projects and become part of the labour market under equal
conditions.

The EESC points out that although the target rate set for
6.3
female employment (60 % by 2010) is achievable (although not
in all countries), it should be remembered that this rate includes
part-time, flexible and temporary jobs, most of which are held
by women, not always voluntarily, but often as a result of the
family responsibilities between men and
uneven sharing of
women.

5.19 Women with disabilities also face extra difficulties in
joining the labour market and setting up businesses. The EESC
proposes
reform
programmes strengthen the objective of including these women
in the labour market, through specific indicators.

the new guidelines

and national

that

5.20
The EESC proposes that local and regional authorities
promote policies to boost equal opportunities for women with
disabilities, and that
the social partners adopt strategies for
equality, in the context of collective agreements and labour prac-
tices.

5.21
Via the EQUAL initiative and in the context of the
Lisbon Strategy, the ESF has implemented valuable, innovative
approaches to promote the entrepreneurship and employability
of women suffering from greater discrimination. These experi-
ences could prove useful, particularly for further development
by local and regional governments,
in the framework of the
ESF's planned initiatives
the 2007-2013 programming
period, with a view to adopting new initiatives to promote
access to employment for women facing particular difficulties.

for

6. Employability

6.1
Since the Lisbon Strategy was launched, six million out
of the eight million jobs created in the EU have been filled by
women. In 2005, the female employment rate reached 56,3 %
(+ 1,1 %), compared to a male employment rate of 71 %
(+ 0,6 %). The employment rate for women over 55 has also
increased more quickly than for men, at 33,7 % (16).

6.2
Unemployment is falling: 8,8 % in 2005, with a rate of
9,9 % for women and 7,9 % for men. Despite the positive trend
in the overall female employment rate in Europe, the contribu-
tion of women is still not fully realised. This is evidenced in the
lower female participation and occupation rates, higher unem-

6.4 Major differences remain in the roles of men and women
in the labour market, and there is a high degree of segmenta-
tion, particularly as regards working arrangements and the
professions and sectors in which they work. These differences
affect both working women and those seeking employment.
Consequently, it is important to promote new policies designed
to reduce the root causes of inequality faced by women in the
labour market.

6.5 Women also face more difficulties than men in finding a
job in keeping with their qualifications. Moreover, juggling work
and family life makes it even harder for women to enter and
remain in the labour market, which continues to be far more
difficult for them than for men.

6.6
The EESC welcomes the equality plans adopted by the
social partners in many companies with the aim of combating
discrimination and of improving the involvement of women,
the duration of their employment with companies and their
training and professional career. Positive action measures have
been established to this end. The public authorities, particularly
at local and regional level, must support the equality plans.

6.7
The European social dialogue, for which the social part-
ners are responsible, has an important role to play in the devel-
opment of the gender perspective in the Lisbon Strategy. The
EESC highlights and endorses the important role of the Frame-
work strategy on gender equality agreed by the European social
partners in 2005 (17), which is being implemented at sectoral
and national levels.

The recent

6.8
framework agreement on harassment and
violence in the workplace (18) is an example of the good prac-
tices that the EESC wishes to support. Moreover, some of the
sectoral dialogue committees are adopting a gender-based
approach. The Committee urges the Commission to work more
actively with the social partners to achieve these objectives.

(17) http://ec.europa.eu/employment_social/news/2005/mar/gender_equa-

lity_en.pdf.

(16) Joint employment report 2006/2007.

(18) http://ec.europa.eu/employment_social/emplweb/news/news_en.cfm?

http://register.consilium.europa.eu/pdf/en/07/st06/st06706.en07.pdf.

id=226.

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Collective bargaining in accordance with national

laws
6.9
and practices is one of
the European social
model. The social partners in different fields conduct negotia-
tions and agreements in order to improve employment security
and flexibility, by adapting salaries, the organisation of labour
and vocational training and qualification systems.

the features of

It

transparent

is in the most

6.15
labour markets that
equality between women and men is greatest. For example,
female participation rates
in the public sector are higher
because, among other things, the selection procedures evaluate
skills and more effectively eliminate discriminatory prejudices
based on gender stereotypes.

6.10
Collective bargaining within companies and sectors
must be used to eliminate the gender imbalances which put
women in an inferior position. The EESC believes that collective
bargaining and social dialogue are essential tools for the expan-
sion of equality plans in European companies. For Europe, the
Member States, companies and society as a whole, the discrimi-
nation that many women suffer in the employment field as a
result of cultural and social stereotypes must be eliminated.

6.16
Often, the systems for calculating pensions are detri-
mental for women, as they are linked to professional careers.
Many women with part-time jobs or whose periods of employ-
ment are interrupted or unstable find it very difficult to obtain a
pension, or they receive very low pensions. The EESC proposes
that, through the open method of coordination for the reform
of pension systems, the Commission and Member States take
into account these situations, which damage the equality of
women in the labour market, and look for fairer solutions.

The principle of equal pay for male and female workers,
6.11
which is mentioned in Article 141 TEC, entails, for the same
work or for work to which equal value is attributed, the elimina-
tion of all discrimination on grounds of sex with regard to all
aspects and conditions of remuneration. However, on average,
women earn 15 % less than men per hour worked (relative
difference in average gross pay per hour between men and
women) (19). This wage discrimination occurs in all business
sectors, particularly in the highest occupational categories.

6.12
The EESC believes that wage equality between men and
women, which is already included in the Community integrated
guidelines, should be stepped up by evaluating precise indica-
tors.

Continuing training is essential

so that men and
6.17
women can carry out their professional activities in a sustain-
able way. The EESC proposes that local and regional authorities,
in cooperation with the social partners, implement continuing
training schemes aimed at female entrepreneurs and workers in
the context of employment and equal opportunities policies.

The EESC wishes to highlight the active role played by
6.18
the social partners in overcoming the difficulties faced by
women in society and the labour market. Many women are
joining
and
promoting active policies and equality plans from the inside;
however, they are still far from numerous and have to overcome
many difficulties in order to reach management levels.

employers' organisations

trade unions

and

To eliminate wage discrimination, active cooperation is
6.13
needed between the social partners in different fields.
In its
opinion on the Roadmap for equality between women and men
(2006-2010), the EESC recommended that: ‘national governments,
national equality bodies and the social partners of all Member States
have a clear obligation to ensure that the pay systems they put in place
do not lead to pay discrimination between women and men’ (20).

7. Entrepreneurship

and should be

Public employment services are a key component of the
6.14
labour market machinery,
committed to
promoting active policies to enable unemployed women to
access employment through training and employment guidance
schemes. In order to ensure that existing legislation is properly
applied, the EESC proposes that public employment services and
private agencies draw up codes of good practice so that job
offers and selection procedures do not discriminate against
women.

(19) COM(2007) 49 final.
(20) See point 1.2 of the EESC opinion of 13.9.2006 on the Communica-
tion from the Commission to the Council, the European Parliament,
the European Economic and Social Committee and the Committee of
the Regions — A Roadmap for equality between women and men.
Rapporteur: Ms Attard (OJ C 318 of 23.12.2006).

Female entrepreneurs still constitute a small percentage
7.1
of the total, accounting for 30 % of employers in the EU, and
37 % of self-employed workers (21).

7.2 Women also face more obstacles than men in setting up
businesses, due to stereotyping, social and cultural barriers,
guidance in education and training, and the added difficulties in
obtaining the funding that business projects require. However,
once businesses have been set up, there is no evidence that
women are less successful than men in building up their compa-
nies.

(21) Roadmap for equality between women and men 2006-2010.

COM(2006) 92 final of 1.3.2006.
http://eur-lex.europa.eu/LexUriServ/site/en/com/2006/
com2006_0092en01.pdf.

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The EESC proposes that all political and social players
7.3
step up their efforts
to promote entrepreneurship among
European women and eliminate the old social stereotypes that
‘business is a man's world, the working hours are
still persist:
incompatible with family life’, etc. These social stereotypes
create many cultural and social difficulties for women who are
self-employed or setting up businesses.

7.4
The Action Plan: The European agenda for Entrepreneur-
ship (22) proposes a series of measures for the promotion of
entrepreneurship to be achieved by the EU and the political
leaders of all the Member States. Among other things, the plan
highlights the need to provide tailored support for women.
However, the progress reports on the achievement of the key
objectives and actions of the European Charter for Small Enter-
prises (23) do not make any mention of this issue. The EESC
believes that the annual reports should include specific informa-
tion on the progress made at European level and in Member
States in providing support for female entrepreneurs, in order to
make it easier to exchange good practices and knowledge.

7.5
Entrepreneurial mindsets must be promoted among
women and men in Europe (24). In 2006, the EESC adopted an
opinion (25) on the Communication from the Commission on
Implementing the Community Lisbon Programme: Fostering
entrepreneurial mindsets through education and learning,
in
which it stressed the importance of female entrepreneurs, entre-
preneurial mindsets among women, and the role of entrepre-
neurship for fostering growth, employment and personal fulfil-
ment. The opinion stressed that the development of an entrepre-
neurial mindset is an ongoing learning process, and should
therefore be included on curricula.

7.6
The EESC recommends that national curricula include
entrepreneurship education (on business management techni-
ques, IT tools, etc.) at secondary and tertiary levels, especially
among females, and that measures be adopted to increase the
number of female entrepreneurs.

women to exercise their right to entrepreneurship, as a factor
for equality and local economic and social development.

7.8
Support measures must be set up to ensure that female
entrepreneurs are able to tap into the financial and loan services
they need. Banks should offer specific micro-credit schemes for
female entrepreneurs. Financial institutions should avoid discri-
minating against
female entrepreneurs, who currently face
greater obstacles than men in securing the necessary financing
for their businesses, expanding their companies and developing
innovation, training and research initiatives.

7.9
There should be more information on the possibilities
for financing under the Structural Funds, in order to explore
innovative options such as the creation of
flexible financial
instruments which combine subsidies with micro-credit and
guarantees.

The Community funds for promoting entrepreneurship,
7.10
which are reinforced and managed by national and regional
governments, should be transparent and easily used by small
and medium-sized enterprises headed by women. Local and
regional governments, working with employers' organisations,
financial aid and
should make it easier to provide facilities,
advice for female entrepreneurs, particularly in the initial phases
of their business projects.

7.11
The EESC wishes to highlight one example of good
practice in France: the Guarantee fund for the creation, takeover
or development of businesses by women (Fonds de Garantie
pour la Création, la Reprise ou le Développement d'Entreprise à
l'Initiative des Femmes), which helps women to access financing
in order to set up, take over or develop a business. The fund
was created to help women overcome the difficulties they face
when trying to obtain bank loans. It is managed through a
private organisation, the Institute for the development of the
social economy (Institut de Développement de l'Economie
Sociale), and is financed through various sources, including the
European Social Fund.

7.7
The aim is to give women the same opportunities as
men in accessing the business world, by eliminating all existing
discrimination. Local and regional governments should help

(22) Action Plan: The European agenda for Entrepreneurship.
http://eur-lex.europa.eu/LexUriServ/site/en/com/2004/
com2004_0070en01.pdf.

(23) http://ec.europa.eu/enterprise/enterprise_policy/charter/index_en.

htm.

(24) The EESC is drawing up an opinion on Entrepreneurship mindsets and

the Lisbon agenda.

(25) EESC opinion of 16.7.2006 on the Communication from the
Commission to the Council, the European Parliament, the European
Economic and Social Committee and the Committee of the Regions —
Implementing the Community Lisbon Programme: Fostering entrepre-
neurial mindsets
through education and learning. Rapporteur:
Ms Jerneck (OJ C 309 of 16.12.2006).

7.12 Member States must provide greater support to small
enterprises, as most female entrepreneurs consider taxation poli-
cies to be one of the biggest obstacles to running a business,
owing to the shortcomings of legislation in force.

7.13 When people set up their own companies, they also
gain control of their own time. More and more women and
men are therefore opting for self-employment and entrepreneur-
ship. However, in practice, female entrepreneurs encounter more
obstacles than men in reconciling their working and family lives
effectively.

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the labour market and should therefore be supported by local
and regional governments,
in order to boost this important
social initiative.

7.18 Most married co-entrepreneurs are women who often
work part time. Concerns regarding the decrease in birth rates,
the issue of childcare and the problems relating to the death of
or divorce from one's spouse are all highly specific problems
which differ from those faced by men. In many Member States,
married co-entrepreneurs do not have proper legal status.

There are also significant

7.19
inequalities resulting from
social security schemes. Specific measures must be implemented
in the field of social protection, training and support for the
creation of businesses by women.
In some countries, social
protection provisions for female entrepreneurs and married
co-entrepreneurs distinguish between different statuses which
‘collaborator spouse’,
can apply to female entrepreneurs, e.g.
‘employed spouse’ or ‘associate spouse’. The EESC proposes that
the Commission encourage debate in order to improve the
social protection of female entrepreneurs.

The President

of the European Economic and Social Committee

Dimitris DIMITRIADIS

7.14
Throughout Europe, there are many examples of good
practices for promoting the role of women in employers' organi-
sations at various levels; associations of female employers have
also been set up. Chambers of commerce and industry (26) are
also implementing many positive initiatives, which the EESC
supports.

The EESC endorses

7.15
the work carried out by the
European Network to promote Women's EntrepreneurShip
(WES), whose main aim is to raise the profile of female entre-
through measures
preneurs, creating a positive environment
such as the exchange of
training,
networks, advice, research and statistics.

information on funding,

Given the nature of social economy enterprises (coop-
7.16
eratives, mutual societies, associations,
foundations), women
often opt for them when starting up a business activity, finding
it less difficult to achieve their professional objectives there than
in other types of enterprise.

7.17
Owing to their social purpose, to a large extent, social
economy enterprises promote the integration of women into

Brussels, 11 July 2007.

(26) See http://www.eurochambres.eu/women_onboard/index.htm.