[ 9.2.2009, Jitka Kolářová Rovné příležitosti > Trh práce ]

Age and gender are the most common causes of discrimination in the labor market, at least according to the respondents of a qualitative study carried out for Gender Studies by the Ipsos Tambor market research group in September and October 2008. The study aimed to find out how women and men employees in the Czech labor market perceive the issue of equal opportunities among women and men. The study also looked at the different ways employers support the family and work life balance of their staff.

Age and gender were the top two grounds for discrimination in the labor market mentioned by the respondents; 64% respondents noted age and 45% gender as the grounds for discrimination. These numbers are even higher for specialist and management level positions (85% age, 60% gender). Overall, similar proportions of men and women respondents agreed that age is grounds for discrimination while gender discrimination is noticed by women more frequently (55%) than by men (36%).

Equal opportunities in company procedures

Approximately a fifth of all employees (21%) think men and women are not treated equally in their companies. The greatest differences were reported in the area of remuneration. Almost two thirds of the women (39%) and a quarter of the men respondents (25%) believe women were not paid as much as their male counterparts did for the same work. Women employed in positions of specialists and women employed in lower and middle management reported pay discrimination twice as frequently as men in the same positions. Responses to questions regarding gender differences in terms career growth and opportunities to reach leadership positions followed a similar pattern.

Gender-blind hiring or hiring solely on the basis of applicant’s skills was the most frequently reported company policy to support work and family balance (in 57% responses). A third of the respondents (31%) claimed equality between women and men was a part of their company code of conduct. Two fifths (41%) of the respondents said sexual harassment was not acceptable in their company but only a few companies seemed to have anti-discrimination procedures in place (mentioned by 13% respondents). Only 5% respondents said these procedures were utilized in practice.

Flexible work arrangements and parent support

The study showed a significant excess demand for work from home arrangements. Over a half of the respondents would like to have the option to work from home while this is a possibility for only every fourth respondent (27%) at this time. Women (61%) expressed a desire to have work from home options slightly more often than men (52%). Similarly, women would also appreciate part-time positions more frequently than men (42% to 32%).

In response to a question about how employers support parents coming back to work after maternal and parental leaves, respondents usually spoke about communication regarding the employee’s plan to come back and assume her/his job position (44%). This means than in more than half of all cases, employers do not communicate with parents despite their legal obligation to “hold the job” for the duration of employee's parental leave even though return back to work naturally requires at least some communication. Closer contact between employers and parents was reported only by a few respondents (20%), whether in the form of regular updates on what is going on in company, training opportunities before returning back to work, or regarding part-time work options. Company childcare facilities were reported only in 1% responses.

To request the full study please email jitka.kolarova@genderstudies.cz.