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WISE II – Women‘S Employment and Gender Policy in Urban Public Transport Companies in Europe Examples of Policies and Practices

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WISE II – Women‘S Employment and Gender Policy in Urban Public Transport Companies in Europe Examples of Policies and Practices WISE II – Women‘s Employment and Gender Policy in Urban Public Transport Companies in Europe Examples of policies and practices With financial support from the European Union Europäische Akademie für umweltorientierten Verkehr EVA Bildung & Beratung WISE II 3 Women’s Employment and Gender Policy in Urban Public Transport Companies in Europe – WISE II List of Contents Examples of policies and practices 1 Foreword ............................................................................................................ 4 This document was prepared for the European social partners in the urban public transport sector, the Union Internationale des Transports Publics (UITP) and the 2 Introduction and Objectives ............................................................................... 5 European Transport Workers’ Federation (ETF) within the framework of the project “Women’s Employment and Gender Policy in Urban Public Transport companies 3 Background ........................................................................................................ 6 in Europe – WISE II” by EVA Europäische Akademie für umweltorientierten Verkehr. 4 Quantitative Survey Results ................................................................................ 8 The project received funding from the European Union. The information and views set out in this report are those of the authors and do not necessarily reflect the official 5 European Legal Framework. 10 opinion of the European Commission. The Commission does not guarantee the accuracy of the data included in this study. Neither the Commission nor any person 6 Policy Implementation Approach ..................................................................... 12 acting on the Commission‘s behalf may be held responsible for the use which may be made of the information contained therein. 7 Descriptions of Company Gender Policies ......................................................... 14 8 Practical Examples of Initiatives to Promote Women’s Employment .................. 26 8.1 Gender Policies ......................................................................................... 27 8.2 Specific Measures on Recruiting, Communication and Staff Development ............................................................................. 40 8.3 Specific Measures on Working Conditions ................................................. 62 9 Annexe, Joint recommendations of the European Commissioned by the European social partners Published by social partners UITP and ETF ............................................................................ 70 Union Internationale des Transports Publics (UITP) EVA – Europäische Akademie Rue Sainte-Marie 6 für umweltorientierten Verkehr gGmbH 10 Sources ............................................................................................................. 76 1080 Brussels, Belgium Reinhardtstraße 23, 10117 Berlin Tel.: +32 2 673 61 00 Tel.: +49-30-3087526 [email protected] [email protected] www.uitp.org www.eva-akademie.de European Transport Workers‘ Federation (ETF) Galerie AGORA, Rue du Marché aux Herbes 105, Boîte 11, 1000 Brussels, Belgium Tel.: +32 2 2854660 [email protected] www.etf-europe.org December 2016 4 WISE II // 1. Foreword WISE II // 2. Introduction and objectives 5 1 Foreword 2 Introduction and objectives Contributing to strengthening women’s employment and Beyond the diversity of initiatives, this brochure also In 2010/2011 the International Public Transport Association In order to assess and support the implementation of those equal opportunities for men and women in the different describes some overall company strategies which represent (UITP) and the European Transport Workers’ Federation joint recommendations, the European Social Partners professions of the urban public transport sector is a clear the prerequisite for the success of any gender policy. (ETF), within the European Social Dialogue, organised a developed WISE II, on “Women’s Employment and Gender objective of the European social partner organisations, UITP The described cases and practices therefore provide joint project with the title: Women’s Employment in Urban Policy in Urban Public Transport Companies in Europe”. and ETF. After a detailed analysis of the state of affairs in the concrete examples and ideas to those companies and trade Public Transport Sector. Within this project a series of Within this project, a survey was organised among UITP and urban public transport sector, the European social partners unions that endeavour to enhance their gender policies and quantitative surveys (carried out by questionnaires sent to ETF members to follow-up the developments of women’s signed in 2014 joint recommendations that are setting increase women’s employment. transport companies, associations and trade unions) and employment since 2010/2011 within the sector. In addition ambitious targets to increase the current share of women’s Last but not least, this brochure also represents a contri- qualitative surveys (carried out by interviews with women a joint conference was held to exchange experiences and employment from 17,5% to at least 25% in 2020 and to at bution to the announced initiatives of the European working in local public transport in several EU cities) disseminate good practices. least 40% in 2035. Commission to support gender equality and women’s culminated in the production of a comprehensive report This guide illustrates the culminated results of the With this brochure, the European social partners aim to employment in the transport sector. In particular, the reflecting the key aspects influencing women‘s employ- quantitative survey in the first period of 2016 between UITP illustrate the wealth of initiatives which are already under- collected initiatives and practices provide a valuable input to ment in urban public transport. More information is and ETF members. It gives an overview of company policies taken by both employers and trade unions in the urban a future “Platform for action” gathering commitments and available on the WISE homepage1. and some “good practices” implemented within the sector public transport sector to address those obstacles currently best practices. both by companies and trade-unions, to promote the inhibiting higher shares of women’s employment. Very often We are confident that this brochure will enrich the gender In 2014, the European Social Partners (UITP and ETF) signed employment of female staff in the urban public transport those measures and activities are not only to the benefit of policy initiatives in our sector and wish you an interesting joint recommendations to promote women’s employment in sector. female employees but profit to both genders. In addition, reading. the urban public transport sector and set the ambitious This brochure thus addresses the decision-makers in com- they represent a lever towards improving the overall image target to increase the share of women employed from the panies, trade unions and employer associations, providing of the sector and help companies to become an “attractive average value of 17.5% in 2011 to at least 25% until 2020 them with recent information and relevant examples. employer”. and to 40% in 20352. Thomas AVANZATA UITP Europe Director Sabine TRIER ETF Deputy General Secretary 1 http://www.wise-project.net/pages/index1.html 2 http://www.etf-europe.org/etf-3916.cfm or http://www.uitp.org/sites/default/files/documents Strengthening%20women%20employment%20in%20urban%20public%20transport.pdf 6 WISE II // 3. Background WISE II // 3. Background 7 There are differences between Western and Eastern European countries where the percentage of female staff is higher. 3 Background In 2011/2012 Project WISE initiated a study of the employ- thus we see the emergence of a new and better quality of • Recruitment policy: Address and welcome specifically • Working culture and gender stereotypes: Change ment situation of women in the urban public transport public transport. women directly into the company. Negotiation of a the corporate cultures from a male working culture to sector in Europe, with a view to contribute to a better The study identified barriers which could account for the recruitment procedure between the trade unions and a diversity culture, sensitise the management on gender representation and integration of women in the sector.3 low number of women employed in the sector: “contextual workers’ representatives. stereotypes and unconscious bias and include manage- The study identified following areas as having a high barriers” of work organisation in the sector, for example • Qualification and training: Recruit young women for ment, trade unions and workers representatives in the importance for women‘s employment in the urban public rolling shift work; “barriers of inadvertence” related to professional education, assure equal access for women activities. transport sector: shortages of equipment, for example the lack of facilities, to vocational training and avoid a “glass ceiling effect”. • Corporate policies: Set clear & measurable targets and and “barriers of discrimination” based on stereotypes and • Work-life balance: Introduce working time models that develop instruments to implement them with a top-down • Reconciliation of work and family/social life: a male working culture leading to a lack of recognition allow a better reconciliation of work and social/family life approach. work organisation and support. which include instruments allowing for the integrating
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