Maximizing Women’s Capabilities Maximizing Women’s Capabilities in the workplace Ensure nation Establishing l Women hinder Creating ’s abor policies f ed a social environ sustainable d or efficient util due to childbir ment evelopment ization th & of women & Removing barri in work child-rearing re ers sponsibilities For women Maximizing women’s capabilities The improvement of working conditions through legal & institutio nal infra-structure The Employment Policy Act(1993) The Employment Security Act (1994) The first Basic Plan for Working Women’s welfare (1994~1997) The Labor Union and Labor Relations Coordination (1997) The Act on the Protection of Dispatched Workers (1998) The second Basic Plan for Working Women’s welfare (1998~2002) The 4th Amendment of the Equal Employment Act (2001) Basic Plan for Realization of Equal Employment (2003) Act on the Promotion of Economic Activities of Career Interrupted Women (2008) Tap into women as a resource • Tapping into women’s abilities is proportional to economic growth To achieve more than $US 30,000 per capita income More than 60% of women should participate in economic activities <The percentage of women’s participation in economic activities in OECD countries & per capita GDP (2007)> 100 Iceland 80 Sweden New Denmark Norway Zealand Canada Percentage Portugal USA (%) France 60 Ireland Poland Japan Luxembourg KOREA Italy 40 Mexico Turkey 20 10,000 20,000 30,000 40,000 50,000 60,000 70,000 80,000 Per capita GDP($) Source: survey on career re-entry (MOGEF,2009)] Tap into highly educated women • Women are achieving a high level of education, but their talents are not fully utilized. Degree earning rate & exam pass rate Comparison by gender Bachelor Master Doctor 80.0 Degree 74.6 (%) 74.0 74.4 (2009) 47% 48% 30% 73.1 70.0 Participation in economic activities (Men) National Civil Foreign Bar Exam Service service 60.0 (2009) 41% 49% 36% Participation in economic activities (Women) 50.1 49.2 50.0 47.0 48.8 Knowledge and creativity are key ele ments in the digital society. Women a 40.0 1990 2000 2005 2009 re emerging as important resources Source :Korean Women’s Development Institute, “Gender Perspective Statistics (2009)” Tap into highly educated women • Women’s participation in economic activities is low More women in early 30s have a career break for delivery and childcare Percentage of women’s participation Percentage of highly educated women’s in economic activities (M curve) participation in economic activities (L curve) 2008 Men 2008 Women 1985 Women (%) 100 94.8 94.5 93.2 92.5 90.3 82.3 80 76.4 65.9 65.8 69.3 58.5 60.3 60 55.1 53.3 52.5 50.6 54.6 58.2 59.2 52.9 52.4 40 43.6 47.2 43.9 35.9 27.9 21.1 19.2 20 7.5 The economic loss caused by women’s 0 5.6 non-participation in economic activities is estimated to be 12.8 trillion won as of 2007 *Kim Jong-sook(2008), Source: Statistics Korea, Korean Women’s Development Institute (Annual Report in the Economic Population Survey(2009) Extending Vocational Training Center Expand the career and job search center for women • This center provides job support services, such as job counseling and vocational training for women with a career break. 77 centers in 2010 ⇒ 90 centers in 2011 Expands job counseling and company adaptation programs, improve the quality of servi ces, support the connection between centers • The job support center in major cities provides job support services, considering areas that are not designated as a job support center ’8 centers in operation in 2010 Offer vocational training and online job counseling for women • Vocational training builds the capacity of women with a career break (390 courses in 2010 / 9,331 people applied for these courses) Social services expert(182 courses), Green growth expert(13 courses), Special courses for vulnerable groups(20 courses), local expert(175 courses) • Online job counseling services are on a trial run in Seoul, Gyeonggi and Kyungnam provinces It will be expanded nationwide in 2011 Extending Vocational Training Center Help young women develop their careers • (The career development center for college women students): provides career development services, and runs a job support program ’Support 19 centers in 2010⇒ 22 centers in 2011 Expand this service for highly educated women Introduce a professional program, strengthen the cooperation with relevant instituti ons • (Online mentoring program): offers job consulting and a chance to share experiences ’900 mentors and mentees have been matched in 2010, a mentoring program is run offline( established a sisterhood relation with Korea National Open University in October 7, 2010 ’Other key projects to be developed in 2010 • The pilot project for helping highly educated women to reenter the workforce. Three programs (quota: 110): trade experts on small businesses, publication translat ors, international finance & trade experts • The pilot project for building social enterprises for women (support 6 project teams) Set up a national plan and practice it The comprehensive plan for developing women’s abilities • Carry out the 1st plan for developing women’s abilities (’06~’10) - 5 areas, 15 key projects (140 tasks) - 13 administrative offices, 16 cities and provinces jointly set up a plan every year • Set up the 2nd plan for developing women’s abilities (’11~’15) *(Aim) offer career counseling for teenagers, help workers develop their careers, support the balance between work and family, help highly educated women get a job, help the middle-aged and elderly populations get a job. The plan for encouraging women’s participation in economic activities (’10 ~’14) • Organized by the Ministry of Gender Equality & Family and Ministry of Employment and Labor, this plan was jointly established by 8 central administrative offices and 16 cities and provinces. • Target : 4 areas, 13 key projects - (4 areas) provide job support services for women with a career break, build a link between child car e and employment, create a family friendly atmosphere in a company, lay the foundation for sol ving the problem of a career break Create a family-friendly environment Create a family friendly social environment Workplace Home Employment Equality Housework sharing Democratic family Balance between work and family Family-Neighbor-Community Family care support Childcare facilities Local Community Thank You Expand the flexible working system The concept and aim Workers are able to adjust their working hours and types Aim Create a balance Prevent a career break Share jobs by hiring between work and family of women and overcome alternative workforces a low birth rate problem ☞ Expand the flexible working system Types The short Working hours for a week is shorter. Statistically, working hour it is less than 35 hours a week system The flexible Maintain 8 working hours a day(40 hours a week), and working system adjust the starting time for work(07:00~10:00) The selective Adjust the starting and closing time for work within 40 hours working hour a week ,excluding rest time system The work-at-home system Work at home, not in the office The remote Work at the smart office near home or at the third place working system using mobile devices Accelerate the emergence of family-friendly companies Encourage companies to participate in this campaign Offer family friendly education & management consulting Offer various information and education Provide customized consulting services Give practical support via professional agencies Join the “Family Day "campaign Spread the culture of leaving work on time and spending time with family - Develop family friendly programs and provide them Create a family friendly social environment through the cooperation between companies and villages -Extend the opening time of museums. Offer free tickets to the theater Accelerate the emergence of family-friendly companies Effects of the family friendly management Improve the competitiveness of a co Efficient management of human resources mpany (A U.S company,SAS,annually saves US$75m) Low occupational mobility, high occupational satisfaction (The 2 006 survey by Ministry of Health and Welfare) High High Improved worker productivity(134m in 2003 Satisfaction Productivity 170m in 2007 Low Improved brand image occupational mobility Source: The Ministry of Health and Welfare, The presentation of good examples of family friendly management (June, 2008) Create a child care-friendly environment Provide customized child care services Newly provide baby care services for double income families Provide baby care services for double and single income families with babies less than one year Professional babysitters care for babies for 11 hours a day for a week. They Provide baby care services for working families Babysitters avoid going to work at rush hours, and doing work at late night, at the weekend and at holidays. Considering this, baby care services are personalized to the ne eds of working families. Multi children families tend to care for their children at home. Therefore, sending child minders to them is a more effective way of boosting child birth as it reduces child care stress • It is necessary to expand the support for multi children families (This policy has been partially reflected in 2010) Create a child care-friendly environment Create a child care friendly environment in the community Expand a joint baby care facility in the community in which residents are able to exchange information about child care. Spread the culture of caring for babies in a joint facility The support centerCultivate volunteers to be “Community Care-Ne Build a network of baby care for building a healttwork Coach, CNC”. Then, they connect and m by facilitating the “Mutual hy family anage people who want to join the“Mutual Help Help”project in baby care ” project and education Thank You .