Background to
the Research
- The EOC
was concerned that a range of structural and attitudinal factors have
produced significant differences between women's and men's positions
in employment, especially in relation to skills development. The main
aims of this research were therefore to (1) identify the extent and
availability of gendered data from employers in both the private and
public sectors and (2) establish the extent and nature of any problems
facing women in access to employer provided training and education.
Research
Approach
- A case
study approach combined with employee surveys in each of the case study
companies was undertaken Companies for inclusion in the study were selected
randomly according to shier size and sector,with the first ten in each
sector and size band being approached to take part as a case study company.
Twenty four companies across Northern Ireland and across three size
bands and eight sectors were signed up to participate.
- In addition
to agreeing to act as a case study, which involved in-depth interviews,
those taking part were also asked to agree to being involved in distributing
and returning the employee survey. Interview protocols and a questionnaire
survey were then drawn up. Semi-structured interviews with the Human
Resources and/or Training Manager, and if possible another relevant
staff member such as a training or monitoring officer were planned.
Main
Findings
- While
almost all case study companies claim to be equal opportunities employers,
few employ positive action programmes, use accreditation for prior learning,
use training in recruitment of staff or facilitate training though provision
of childcare.
- In training
provision, some companies did not note use of times and locations suitable
for part-time workers (who are predominantly women). On the whole however,
gender was not recognised as an issue for employers in relation to training
and development of employees. This lack of interest was reflected in
the paucity of gender disaggregated data made available for the research.
- Half
the case study companies tend not to use training needs appraisals or
formal training needs assessment for the majority of their employees.
Where it is used, it tends to be the preserve of non-operative managers,
and evidence suggests that these employees are mostly male. This means
that women's training needs are not being identified and met and that
female employees' skills are not being developed to their potential.
It also suggests that women do not have access to the training they
need to progress to higher level jobs and salaries.
- The study
also found that most training is job-related, except at manager level
where some developmental elements are more likely to be included. This
further compounds women's lack of opportunity to pursue training and
development.
- Case
study employers demonstrate little commitment to the Government's promotion
of vocational training for the workforce. Only one case study company
is accredited to Investors in People, which is about investing in human
resources through training and development. Where vocational qualifications
have been pursued, it has been in the public sector and in the traditionally
male dominated engineering sector. It has also been in larger companies,
but women tend to be concentrated in smaller companies.
- Currently,
gender disaggregated statistics in relations to provision and quality
of training is poor but this is being addressed by the QCA, which is
now responsible for monitoring NVQ awards.
- The Opportunity
2000 campaign is aimed at seeking changed in the culture of organisational
life so that women can reach their full economic potential. The campaign
reports considerable success, yet the few case study companies who are
members of Opportunity 2000 appear not to have achieved the pattern
of success achieved elsewhere. Doing so would considerably improve opportunity
of access to training for women.
- Case
study companies identified difficulties of access to training and development
for part-time staff and shift workers in particular. Although part-time
workers are not present in significant numbers in the case studies,
throughout the workforce they tend to be predominantly female. So long
as part-time workers (women in particular) have limited access to training,
they have poorer promotion prospects (and lower pay than men).
- The majority
of case study companies recognise that employees have little responsibility
for their own training and development. In many cases it would seem
that employees have been reluctant to take such responsibility. This
is seen by companies to be reflected in employees' reluctance to request
training. Case study companies also emphasised that all employees' have
an equal opportunity to request training.
- The employee
survey, while statistically limited, does suggest that men are more
likely than women to have their requests for training approved. This
might suggest that gender role stereotyping is being reinforced with
employers being more prepared to invest in men's human capital than
women's.
- Case
study companies do provide examples of having training records but these
are not always maintained, monitored, reviewed and evaluated. Hence,
while structures are in place, the use of these structures and the quality
of the information retained by some employers in relation to training
is sometimes questionable. Failure to address adequately all elements
of training records makes it very difficult for employers to review
equality of opportunity and access to training and hence to ensure that
all employees reach their full potential.
- The study's
findings suggest that labour market segregation persists in Northern
Ireland and that gender socialisation still impacts strongly on training
culture. Many companies still lack a coherent training strategy. The
lack of formal training needs analysis for non-management employees
perpetuates the situation in which womens' training needs are inadequately
identified and met.
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