Background
to the
Research
- This research draws attention
to the well-known structural reasons for women to not be in paid employment
(eg. lack of access to affordable childcare, lack of suitable hours
of work). It also highlights how changes to employment equality could
be achieved through changing mind-sets, values and opinions, throughout
the life stages of women in Craigavon. Considering the mind-sets,
values and opinions of the 16 year olds, the future women of the area,
changes need to be made at a young age, lest their ambitions be curtailed
for the same reasons the "hidden unemployed women" have experienced.
Changes in both structural barriers and mind-sets cannot be considered
an individuals concern, but ought, for the benefit of employers and
for equality, be approached as a partnership of key players, including
the private and public sectors and government agencies.
Main aims
- To delineate the nature
and incidence of economic inactivity and non-employment among the
population in the Greater Craigavon Area.
- To provide up-to-date information
to employers, government agencies and community based organisations
on the economically inactive population in Craigavon and the obstacles
they perceive to labour market participation.
- To examine the relationship
between labour market participation and women's access to flexible
and affordable childcare.
- To enable employers in the
Craigavon area to specifically target non-employed females by providing
them with up-to-date empirical evidence of untapped labour resources
and perceived obstacles to participation.
- To influence policy and
decision makers in areas which have a direct impact on working women's
lives such as family friendly policies, positive action measures and
childcare.
- To advance the call for
a partnership of key players, including the private and public sector
and government agencies.
- To establish an effective
strategy to attract and retain more female employees.
Research Approach
- The research was conducted using structured
questionnaires and semi-structured interviews with selected employers'
representatives in May 1998, January 1999 and October 1999.
- The participants inlcuded personnel/human
resources managers/officers, managing directors, trade union representatives
and some female employees.
- 21 public and private sector employers
took part with 18 continuing to the final stages. 130 employees were
interviewed in Stage 1, this figure reduced to 60 by Stage 3.
Main
Findings
- Marriage and having children were the most
important factors in women leaving employment. Once all children are
at school, the preferred work is of a part-time nature. On return
to work, having up-to-date skills and employer perceptions create
the most significant problems.
- Being out of paid employment brought with
it a change of values towards employment and a change of motivators
to engage in paid work.
- A lack of educational qualifications was
seen as a serious problem in accessing jobs and considered by women
to be a standard requisite.
- Community-based training and education
programmes were highly praised.
- The issue of affordable, accessible childcare
remains a major obstacle to higher female participation in paid employment.
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