Women 2000-lV
ECONOMIC CRISIS;
THE TURNING POINT FOR WOMEN
8th & 9th of July 2010
Amsterdam,
The Netherlands
REPORT ON THE GLOBAL CONFERENCE WOMEN 2000 IV; ECONOMIC CRISIS , THE TURNING POINT FOR WOMEN
1. INTRODUCTION
2. KEYNOTE SPEAKERS
3. WORKSHOPS
4. NETWORKING
5. CONCLUSIONS & RECOMMENDATIONS
6. ESTABLISHMENT OF THE GLOBAL WOMEN´S NETWORK
7. ANNEXES & EVALUATIONS
INTRODUCTION
First of all we want to thank all the participants of the GLOBAL CONFERENCE WOMEN 2000 IV , held in Amsterdam on the 8th & 9th of july 2010 for sharing their ideas on the main issue : the ´Economic Crisis ´the Turining point for Women. All the keynote speakers as well as the welcome speech by Ms. Mr M.E. Cuartas y de Marchena from the Cabinet of the Mayor of the Municipality of Amsterdam & all the workshop presentations dealt on a very highstanding way in tackling the different approaches women brought forward in seeking solutions for the economic crisis through a gender approach.
Later in this report we will go into all the topics the keynote speakers dealt with and we will elaborate all the different views and the discussions we had.Under the excellent guidance of Ms. Janet Smith from the United Kingdom, all the discussions turned out in a very valuable list of recommendations and food for thought and further development. This conference report is explicitly open to all suggestions from the readers. Also for all the pictures taken and information we refer, please contact us through the network we created women_and_the_global_crisis@yahoogroups.com and for the the pictures we took you can find them on the website created by Yvonne Wen from Taiwan http://www.flickr.com/photos/yvonnewen/sets/72157624336871475/
In the heat of the summer in Amsterdam we fully used the 2 days for the heat of our discussions : the outcome of the list of recommendations we also present in our annexes and we keep in touch by the creation of the ´women and the global crisis network´, where gender views are easily to be presented and discussed. Ms.Mariana Hudrea from Romania helped us in establishing the yahoo group of the network and had the generosity to host our next Conference in BAIA MARE , ROMANIA. She will keep us updated about the dates and timing.
MNO-ITW has had the privilege of hosting gender experts from all over the world and from different continents .Thank you so much for being with us and we really look forward to meet you all again in Romania.
Elsje Dijkgraaff
KEYNOTE SPEAKERS
The Keynote speakers were all introduced by Ms. Janet SMITH and Ms. Elsje DIJKGRAAFF from the Foundation MNO-ITW read the information on the GLOBAL GENDER GAP report as Ms. Yasmina BEKHOUCHE from the WORLD ECONOMIC FORUM was at the last moment not able to attend the Global Conference Women 2000 IV due to the fact that she was invited by a Government to discuss their Gender imbalance-
Also Ms.Elsje Dijkgraaff informed the audience about the very supporting letter from Royal Heighness Princess Maxima from the Netherlands who wished the WOMEN 20000 IV GLOBAL CONFERENCE tremendous success.
The outcomes and recommendations will be disseminated according to the wish of all the participants to the WORLD ECONOMIC FORUM to the GLOBAL GENDER GAP reporters as to national and local Governments and women´s networks.
Ms. Maria Cuartas y de Marchena Deputy of the Cabinet of the Mayor of Amsterdam opened the Global Conference Women 2000 IV, ECONOMIC CRISIS , THE TURNING POINT FOR WOMEN by stressing the importance of women in leading positions Also she offered statistics on the participation of women in the municipal organisation as in the political arena- She made a very interesting contribution in explaining the relevance of measures to get more women into boards in the Municipality of Amsterdam and into decision making positions. 89 % are men and only 11 % women . The Municipality of Amsterdam has a moral argument to get more women into the staff, and ´inclusion of people and diversity ´is very important in the multicultural environment of the city ,also the city offers higher service levels because there are over 170 nationalities and role models are important, investment in staff, recruitment of diversity and the preferential policy to get women on board, Amsterdam has an equal opportunity approach in getting more women into higher positions but still the real balance is lacking behind and still more has to be done to make use of the ´untapped resources´
The second speaker Ms. Elsje Dijkgraaff informed about the contributions the World Economic Forum made through the GLOBAL GENDER GAP report ( see also the annexes with the comparisons to Cameroon, Japan where the Gender Gap sub indexes consist of economic participation and labour participation ) and the very relevant work they make in reducing the Gender Gap by following each year the results in narrowing the Global Gender Gap; we went into the discussion of the parameters used in the Report and into the contribution of remarks to refine the indicators of measuring the Global Gender Gap report ( remark made by Ms.Arthie Scimmel from E´Quality) because often countries and national Governements refer to progress by employment but it would be better to take ´economic autonomy ´as a reference than ´ employment ´
Before we went into the content of the speeches of the keynote speakers Ms.Janet Smith had made an very useful question and statement list along the lines the Global Women 2000 IV Conference could work and focus on a real outcome of recommendations ( for the list we refer to the annexes )
The main points were to focus :
• why some countries make progress and some don´t; how can we accelerate the process?
• why do we have to concentrate on women in leadership positions?
• why is progress not quicker and having an impact on gender equality?
• labour participation is not immediately the same as economic independency
The main issues of the remarks & points to elaborate further discussion was ´why the turning point for women takes so long to influence the global economy´ and more important ´how can we influence the process of change quicker and what instruments do we have?´ To dispose of economic resources and political empowerment was discussed in alignment with the remarks of Romania, Ms.Mariana Hudrea, that full employment and the so called equal opportunity in the socialist time also had been compulsory and not a guarantee for equality as the ´ double day ´was existing for women in the era . As for all the participants during all the discussions we refer to the annexes and the list of participants involved. For the complete programme we present in the annexes how the topics were distributed over the two Conference days.
Especially we want to thank the keynote speakers and the presentations they shared with us like Ms. Catherine Kanabahita from Uganda, Ms Anusorn Inkhampaeng from Thailand, Ms. Tassanee Sushevagul from Thailand and Ms. Matana Kester, migration expert and above all Ms. Janet Smith, from the UK the excellent facilitator.
For the elaborated content of all the speeches we will attach them in the annexes
Ms.Catherine Kanabahita had delivered her speech about the position of women in Uganda and where we stand now in reference of the economic crisis . Her main points for women were that there is ¨A global outcry calling for reforms in the role of the central bank from focusing on controlling inflation but to engage actively in government policy making. Inflation targeting has inhibited job creation and thus poverty reduction and suggestion are fronted to broaden and re-embrace the role of the Central bank through:
• Pragmatically utilize expansionary monetary policy: increase money supply and lower interest rates
• Engage in long term development banking
• Offer credit subsidies such as agriculture women’s enterprises and cooperatives, given women strong track record of loan repayment.
• Lower interest rates to encourage borrowers, investments, stimulate job creation and raise productivity.¨
Also she mentioned the huge impact of the global economic crisis for developing countries like the reduction of income from overseas exports, falling rate of tourism, reduction in expenses and the reduction of direct investments . The growth rate fell from 5 % to 2 %: budget cuts influence directly the life of women and their families: the MDG-S Millenium Development Goals are still to be met.
The economic crisis can also generate opportunities to face new challenges such as to create new jobs, gender budgeting, control spending and new challenges for integrating women´s participation.
During the Conference she also made a magnificent relation between theoretical approach for change and development for women and the practical way of – selling products from Uganda to reinforce the empowerment and sustainibilty of women entrepreneurs in Uganda- the income from the handmade products give scholarships to 10 girls per year to education because women give a part of the income of their selling products to funding the education of girls.
Please also visit our website to see all her products
http://www.flickr.com/photos/yvonnewen/sets/72157624336871475/
Ms Anusorn Inkampaeng in her speech discussed the position of the women in Thailand and its different regions in relation to the economic development and how the Government of Thailand is very hardworking in making the gender impact on development by supporting the participation of women in the Thai society .She focussed on the Issues of women’s priorities: e.g. an increased number of women in politics and administration, ending VAW Violence against Women and trafficking in women and children, reproductive health rights of women etc.
How political agenda setting are prioritized by policymakers:
1. National political leaders express sustained concern and attention for the issue.
2. The government enacts policies to address the problem and allocated sufficient budgets to address the problem.
Enabling factors and suggested actions taken to bring up an issue on the national political agenda.
International movement
- Putting the issue on the global agenda to influence national political systems to take on the issue e.g. international meetings to promote global norms e.g. increased women in politics is one of MDG Plus commitment for Thailand.
- Resources provided by international donors.
The total content can be found in the annexes.
Ms. Tassanee Sushevagul went into the relevance of offering statistical data on the differences of the pace of development in the regions from Thailand and the reasons were discussed why the differences occur and how we can influence them. She made an excellent contribution on the analysis of all the regions and the indicators used to measure gender differences in economic development.
The Thai dissegrated statistics she offered for 76 provinces. Data found on the economic participation of women and Bangkok that is more developed than the regions
Her full presentation can be find in the annexes.
Ms. Matana Kester referred to the status of migrant women and explained in a very interesting way what the bottlenecks are for migrant women in Europe coming for example from Thailand. Moreover how difficult it is to be accepted as a professional In Thailand there is no part time work existing so all the women work fully. In comparison with the Netherlands a difference where there exists on a large scale part time work. She made a very interesting contribution on the – Queing theory of Suzanne see the scale between ,native --- migrant´, affirmative action ´can be a very important instrument for integrating migrant women
We discussed on the double disadvantages of migrant women . See also the Annexes for her full contribution.
As for all the Workshop presentations we want toespecially mention Ms Mariana Hudrea from Romania with her paper on the role of entrepreneurship in Women´s lifes
Entrepreneurship is one of the 8 Key Competences meant to assure the building of the European Knowledge Based Society.
To what extent are the European citizens aware of the opportunities open to them by acquiring entrepreneurship competences? What is to be done in order to make them willing to acquire new skills and competences when they reach a certain age? Which are the most affected categories by lack of key competences?
Romania´s partnership made up of institutions from France, Hungary and Romania, was meant to answer some of these questions by studying the actual situation of women aged 45-55 who are either not satisfied with their actual job or who are unemployed.
Thus a survey was elaborated related to the complexity of the situation in France, Hungary and Romania aiming at getting a panoramic view of the causes that had led these women to the position of not fully successful persons( 90 people/country interviewed).
For her full speech see the anneces.
Ms.Noriko Tani from Japan made a very interesting contribution on the Exploitation of female labour in Japan and she explained what the economic crisis means for the position of Japanese women
The economic crisis and deteriorated economic situation in Japan added to the rise of part-time work. Especially the percentage of female part-time workers has rapidly increased.
In Japan part-time workers are not eligible for social insurance and pension through their employers. Furthermore, a financial incentive for companies to hire part-time personnel is that their salary does not increase with age. And, contrary to full-time workers who usually have permanent contracts, part-time workers are mostly employees with temporary contracts.
Women are often expected to combine work and care. 67% of female workers leave the company after the birth of their first child or after getting married because of the custom of working late. After their children have entered elementary school, most of the mothers reenter the labour market as part-time workers. According to my interviews to part-time workers, female part-time workers feel helpless to change the situation.
Part of the explanation of this economic exploitation of part-time workers may be found in the fact that in Japan female workers are still considered supplementary household workers. And thus the situation of female part-time nurses has become an underestimated social problem.
For more information we refer to her presentation in the annexes.
Ms. Godana Obradovic- Dragisic from Croatia contributed with her speech on the theme: Overcoming Inequalities – Crisis and Employment
The paper will first present some introduction on situation in Croatia regarding gender inequalities in the labour market, and policies, strategies and plans that are aimed to tackle it. In spite of various efforts to improve the situation of women's human rights, women are faced with adverse conditions in the labour market. Several researches has shown that women are engaged in less paid jobs more often then men, they are using sick leave more then men, they are not represented in the managerial positions. At the same time unemployed women are faced with different problems such as lack of skills , lack of opportunities to gain new skills and are also faced with prejudices and stereotypes. Although jobs are uncertain for both genders, and crisis has stroked male dominated occupations first, still we can expect the effects on crisis on women more visible in the future. This is particularly evident for some categories of unemployed women.
Ms. Floor Dijkstra and Ms Mumina Aden Abdi presented a very interesting workshop on empowerment Stand on your ground, a training programme for women and girls in mental and physical self defense
In the 1980s, girls and women were given large scale trainings in order to teach them how to defend themselves from street violence. During the years that followed, this process of teaching self defence has developed and has resulted in an increase in both physical and mental resistance.
The training is made up of physical arts which enable the participants to learn in an experimental way. Women learn how to experience their own power
Floor Dijkstra gave a training to empower us by physical strength and learn how we can stand up for ourselves and she gave the example of how she trained Somalian women. At the end we were all impressed by the strength we found
Then we had the very interesting workshop from Ms.Angela O’Hagan, Ms. Anne Meikle, and Ms Emma Ritch from Scotland with the title Economics for Gender Equality: Policy and Practice Interventions through Gender Budget Analysis and Equal Pay Practice For the Global Conference Women 2000 IV they made a very challenging contribution on how they got gender budgeting introduced.
The global recession has been described as ‘man-made’, with women absent from the institutions and decision-making processes that led to the global economic and financial collapse. The recovery, however, and efforts to stimulate the economy and reduce the deficit by drastically limiting public sector spending will have particularly negative consequences for women as users and providers of public services. Initiatives in Scotland scope out alternative approaches to public policy and engagement by women in the policy process. 1. The Scottish Women’s Budget Group has worked over more than ten years to embed gender analysis in the Scottish Government budget-setting process, with mixed results and multiple strategic and tactical lessons to be shared. 2. Economics for Equality is an innovative approach
Ms Pauline Murphy from Ireland made a very interesting contribution on Personal Professional and Political Development (pppd); A new model for learning in the 21st Century .
A Postgraduate Diploma for unemployed female graduates was introduced in 1998 in the context of a European Funded New Opportunities for Women Transnational Programme. Research informing the development of design and delivery of this course includes researching employers’ needs and their perception of graduate skills required, use of ICT including world wide web design and delivery as a tool for managers and sensitising employers to the potential added value of women in management.
The aims of the course include:
1. To provide vocational education in the acquisition of knowledge and skills in Information Communication Technology, Management Theory and Practice, Business Entrepreneurial Skills, Business French, European Awareness, Women & Social & Political Issues and Work Placements.
2. To facilitate personal, professional and political development of women, to enable them to realise their full potential in civil society, in local and community involvement in formal and informal politics.
3. To enable women to continue their education to a higher level or to gain employment in sectors where women are underrepresented at supervisory or middle management levels, or to generate self-employment or small business creation.
As a conclusion to all our discussions and contributions, we think the outcomes of the GLOBAL CONFERENCE WOMEN 2000 IV are to be found in the good practices we learnt from each other concerning the position of women in the globals scene and how they cope personal and professionally to encounter the economic crisis. We found also that new chances for development can be generated and new ideas developed .
Recommendations
• the Sufficiency Economy where moderation and self-dependency are valued is a new concept
• quality growth of the global economy and not only volume growth
• gender budgeting as a prerequisite for development
• training of officials , politicians in gender budgeting
• collective bargaining skills development a must
• engendering economics
• ´´liste de parité´´ in politics , equal representation in political party lists 50- 50 in political decision making positions
• Indicator for economic autonomy not only valued in per capita income but in real self sustainability.
• Employment measured in real economic autonomy; interlinking economic independency
Please put your extra recommendations to the list-
The economic recommendations to be made to:
• national governments ,
• regional governments
• to the World Economic Forum, Global Gender Gap reporters
• political parties
all suggestions to disseminate our results are welcome
We are looking forward seeing you all again!
Our special thanks go to :
Yvonne Wen who always was standing by and helped with ideas and her photo pictures
Anneke van der Heide who helped in organising all the logistics and the planning
Rosalie Diepenbrock, who made the beautiful book about the history of the 20 years existence of MNO-ITW
Elja Diepenbrock who contributed to the lay out of the Conference , the printing and all the scanning and contacting organisations
Femke van der Heide for all her support in the logistics and intake of our guests
We would also like to thank all the people involved and helping us to make it a successful Conference
Warmest regards! From Amsterdam!
Sunday, October 3, 2010
The turning point :economic crisis and gender solutions by Cameroonian women
The* Njangui/Tontine * solution
Tontine is an informal capitalism grows in CAMEROON. For years development economists saw African tontines as archaic tribal institutions that would die out with the rise of modern economic based on European –style banking system. But now they are see tontine as highly efficient method of promoting grass-roots effort in capitalism, .
Tontine exist in much of sub –Saharan Africa, from Burkina Faso to Ghana, and Rwanda. But Cameroon enterprising tribe men and women where I m from have popularized interest bearing tontine to such an extend that bankers complain that tontine contribute to the current crisis in banking liquidity.
With uncounted millions of dollars flowing, through this alternative finance system Cameroonians women use tontine credit for projects.
In the original form, tontine allowed peasants to pool their labour rather than their money. With the introduction of the money in the 20th century ,tontine took on a financial character as informal savings associations
The most recent innovation is the interest –bearing tontine. that is how Cameroonian women have as a TURNING POINT FOR WOMEN regarding economic crisis
Pauline Ngouanfouo from Cameroon GBHS LADIES ASSOCIATION Bamenda
Tontine is an informal capitalism grows in CAMEROON. For years development economists saw African tontines as archaic tribal institutions that would die out with the rise of modern economic based on European –style banking system. But now they are see tontine as highly efficient method of promoting grass-roots effort in capitalism, .
Tontine exist in much of sub –Saharan Africa, from Burkina Faso to Ghana, and Rwanda. But Cameroon enterprising tribe men and women where I m from have popularized interest bearing tontine to such an extend that bankers complain that tontine contribute to the current crisis in banking liquidity.
With uncounted millions of dollars flowing, through this alternative finance system Cameroonians women use tontine credit for projects.
In the original form, tontine allowed peasants to pool their labour rather than their money. With the introduction of the money in the 20th century ,tontine took on a financial character as informal savings associations
The most recent innovation is the interest –bearing tontine. that is how Cameroonian women have as a TURNING POINT FOR WOMEN regarding economic crisis
Pauline Ngouanfouo from Cameroon GBHS LADIES ASSOCIATION Bamenda
Overcoming Inequalities – Crisis and Employment
Gordana Obradović-Dragisic
The paper will first present some introduction on situation in Croatia regarding gender inequalities in the labour market, and policies, strategies and plans that are aimed to tackle it. In spite of various efforts to improve the situation of women's human rights, women are faced with adverse conditions in the labour market. Several researches has shown that women are engaged in less paid jobs more often then men, they are using sick leave more then men, they are not represented in the managerial positions. At the same time unemployed women are faced with different problems such as lack of skills , lack of opportunities to gain new skills and are also faced with prejudices and stereotypes. Although jobs are uncertain for both genders, and crisis has stroked male dominated occupations first, still we can expect the effects on crisis on women more visible in the future. This is particularly evident for some categories of unemployed women who are without experience, older women and long term unemployed, women from minority groups whose chances in the labour market are very low and can worsened significantly. Government is preparing measures to prevent further and tackle crisis but effects of those measures from gender perspective are not foreseen and analysis has to be done.
The paper will first present some introduction on situation in Croatia regarding gender inequalities in the labour market, and policies, strategies and plans that are aimed to tackle it. In spite of various efforts to improve the situation of women's human rights, women are faced with adverse conditions in the labour market. Several researches has shown that women are engaged in less paid jobs more often then men, they are using sick leave more then men, they are not represented in the managerial positions. At the same time unemployed women are faced with different problems such as lack of skills , lack of opportunities to gain new skills and are also faced with prejudices and stereotypes. Although jobs are uncertain for both genders, and crisis has stroked male dominated occupations first, still we can expect the effects on crisis on women more visible in the future. This is particularly evident for some categories of unemployed women who are without experience, older women and long term unemployed, women from minority groups whose chances in the labour market are very low and can worsened significantly. Government is preparing measures to prevent further and tackle crisis but effects of those measures from gender perspective are not foreseen and analysis has to be done.
Stand on your ground
Training program for women and girls in mental and physical self defence.
Floor Dijkstra
In the 1980s, girls and women were given large scale trainings in order to teach them how to defend themselves from street violence. During the years that followed, this process of teaching self defence has developed and has resulted in an increase in both physical and mental resistance.
The training is made up of physical arts which enable the participants to learn in an experiential way. Women learn how to experience their own power by means of various exercises, and learn how to stand up for themselves. This results in an increase of self confidence.
Trainings are set in mental health care facilities, women’s relief sources, educational facilities, empowerment and as a means of reintegration.
In 2007 we developed the ‘Close to Me’ training where the trainers from Georgia and Armenia were taught how to train the youth in their own countries. We also co-operated with MOVSIE in the development and implementation of trainings at refugee centres in The Netherlands.
Our biggest desire is to share our knowledge and experiences with local women’s organisations in African countries, especially in Somalia through the above-mentioned methods, and through Train-the-trainer programs.
.
Floor Dijkstra
In the 1980s, girls and women were given large scale trainings in order to teach them how to defend themselves from street violence. During the years that followed, this process of teaching self defence has developed and has resulted in an increase in both physical and mental resistance.
The training is made up of physical arts which enable the participants to learn in an experiential way. Women learn how to experience their own power by means of various exercises, and learn how to stand up for themselves. This results in an increase of self confidence.
Trainings are set in mental health care facilities, women’s relief sources, educational facilities, empowerment and as a means of reintegration.
In 2007 we developed the ‘Close to Me’ training where the trainers from Georgia and Armenia were taught how to train the youth in their own countries. We also co-operated with MOVSIE in the development and implementation of trainings at refugee centres in The Netherlands.
Our biggest desire is to share our knowledge and experiences with local women’s organisations in African countries, especially in Somalia through the above-mentioned methods, and through Train-the-trainer programs.
.
Personal Professional and Political Development
A new model for learning in the 21st Century
Professor Pauline Murphy
University of Ulster
Background
This paper will focus on a successful innovative and creative model of education, training and learning initiated by the presenter. This PPPD model is person centred, based on a philosophy of self-development and continuing learning and which integrates a range of multidisciplinary modules in a holistic design and delivery.
Range of Programmes
Each course stands as a programme of learning in its own right or may be regarded as a step on the carefully planned Access Progression Route for Women Returners. Courses range from a pioneering outreach programme reaching women throughout Northern Ireland, delivered in partnership with the NGO sector and colleges, to a kite marked access courses; Certificate in Information Technology Studies & Professional Development, which has been franchised to 8 colleges of Further and Higher Education in Northern Ireland. A Diploma in Telematics and Management Studies was developed in the context of a European funded action based research programme, the European IRIS Telematics project. This diploma may also be taken as the first year of a two year accelerated degree BSc Honours Professional Development which was introduced in 2001. A Postgraduate Diploma for unemployed female graduates was introduced in 1998 in the context of a European Funded New Opportunities for Women Transnational Programme. Research informing the development of design and delivery of this course includes researching employers’ needs and their perception of graduate skills required, use of ICT including world wide web design and delivery as a tool for managers and sensitising employers to the potential added value of women in management.
The aims of the course include:
1. To provide vocational education in the acquisition of knowledge and skills in Information Communication Technology, Management Theory and Practice, Business Entrepreneurial Skills, Business French, European Awareness, Women & Social & Political Issues and Work Placements.
2. To facilitate personal, professional and political development of women, to enable them to realise their full potential in civil society, in local and community involvement in formal and informal politics.
3. To enable women to continue their education to a higher level or to gain employment in sectors where women are underrepresented at supervisory or middle management levels, or to generate self-employment or small business creation.
Innovative Features
1. Innovation in curriculum design; person centred approach.
2. Research informing the design and delivery of courses.
3. Regional development in delivery in partnership with other educational providers.
4. Involvement of employers and transnational partners in research and evaluation.
Questions for discussion
1. Is this a transferable model?
a. to other target groups
b. to other institutions
2. What institutional changes e.g. organisational culture change might be necessary for successful introduction of the PPPD model?
3. Implications for staff development?
Professor Pauline Murphy
Some Publications
• Murphy P & Cush C. (1999) Interim Evaluation Report; Employers’ Perception of Graduate Skills in Northern Ireland; Implications for Gender. (University of Ulster)
• Murphy P. (1997) Personal, Professional and Political Development in Globalisation: Adult Education and Training; Impacts and Issues. Zed Books, London (pp99-109)
• Murphy P & Kelly G (1995) Overcoming Obstacles for Women Returners in Rural Areas, Evaluation Report of an EU Action Research Transnational Project, Germany and Northern Ireland, University of Ulster (pp1 – 83)
Professor Pauline Murphy
University of Ulster
Background
This paper will focus on a successful innovative and creative model of education, training and learning initiated by the presenter. This PPPD model is person centred, based on a philosophy of self-development and continuing learning and which integrates a range of multidisciplinary modules in a holistic design and delivery.
Range of Programmes
Each course stands as a programme of learning in its own right or may be regarded as a step on the carefully planned Access Progression Route for Women Returners. Courses range from a pioneering outreach programme reaching women throughout Northern Ireland, delivered in partnership with the NGO sector and colleges, to a kite marked access courses; Certificate in Information Technology Studies & Professional Development, which has been franchised to 8 colleges of Further and Higher Education in Northern Ireland. A Diploma in Telematics and Management Studies was developed in the context of a European funded action based research programme, the European IRIS Telematics project. This diploma may also be taken as the first year of a two year accelerated degree BSc Honours Professional Development which was introduced in 2001. A Postgraduate Diploma for unemployed female graduates was introduced in 1998 in the context of a European Funded New Opportunities for Women Transnational Programme. Research informing the development of design and delivery of this course includes researching employers’ needs and their perception of graduate skills required, use of ICT including world wide web design and delivery as a tool for managers and sensitising employers to the potential added value of women in management.
The aims of the course include:
1. To provide vocational education in the acquisition of knowledge and skills in Information Communication Technology, Management Theory and Practice, Business Entrepreneurial Skills, Business French, European Awareness, Women & Social & Political Issues and Work Placements.
2. To facilitate personal, professional and political development of women, to enable them to realise their full potential in civil society, in local and community involvement in formal and informal politics.
3. To enable women to continue their education to a higher level or to gain employment in sectors where women are underrepresented at supervisory or middle management levels, or to generate self-employment or small business creation.
Innovative Features
1. Innovation in curriculum design; person centred approach.
2. Research informing the design and delivery of courses.
3. Regional development in delivery in partnership with other educational providers.
4. Involvement of employers and transnational partners in research and evaluation.
Questions for discussion
1. Is this a transferable model?
a. to other target groups
b. to other institutions
2. What institutional changes e.g. organisational culture change might be necessary for successful introduction of the PPPD model?
3. Implications for staff development?
Professor Pauline Murphy
Some Publications
• Murphy P & Cush C. (1999) Interim Evaluation Report; Employers’ Perception of Graduate Skills in Northern Ireland; Implications for Gender. (University of Ulster)
• Murphy P. (1997) Personal, Professional and Political Development in Globalisation: Adult Education and Training; Impacts and Issues. Zed Books, London (pp99-109)
• Murphy P & Kelly G (1995) Overcoming Obstacles for Women Returners in Rural Areas, Evaluation Report of an EU Action Research Transnational Project, Germany and Northern Ireland, University of Ulster (pp1 – 83)
The Role of Entrepreneurship in Women's Life
GRUNDTVIG LEARNING PARTNERSHIP PROJECT
2007 – 2009
Mariana Hudrea, coordinator
Center for Psychopedagogical Assistance Team
ARGUMENT:
Entrepreneurial competences are among the 8 key competences meant to ensure the building of the European society based on knowledge.
ASSUMPTION:
There is a low level of self – esteem in the 21st century woman and a lack of confidence in her socio – professional potential, especially after the age of 45.
TARGET GROUP:
90 women from Romania, France and Hungary, aged 45 – 55, dissatisfied with their current professional status.
PARTNERS:
S.C. InfoProject SRL, Romania
Centre d’Information du Droit des Femmes Phocéen (CDIF), France
SITE 23 Limited, Hungary
PROJECT OBJECTIVES:
Understanding the necessity of key competences acquisition;
Identification of specific ways to acquiring key competences by the target group;
Identification of ways to successful integration on labor market by women aged 45 and over;
Dissemination of project results (leaflets, brochures, blog/website);
Setting of an international conference on “Successful integration on labor market” in May, 2009.
KEY COMPETENCES:
Multifunctional package of knowledge/skills/abilities all individuals need for their personal and professional development (European Reference Framework issued by the European Commission, November, 2004);
Solid foundation towards learning as part of life long learning;
Theoretical and practical basis to facilitate social integration/adjustment.
THE EIGHT DOMAINS OF KEY COMPETENCES:
Communication in the mother tongue;
Communication in a foreign language;
Mathematical literacy and basic competences in science and technology;
Digital competence
Learning to learn;
Interpersonal and civic competences;
Entrepreneurship;
Cultural expression.
ENTREPRENEURSHIP – A TWO COMPETENCE ACTIVITY
ACTIVE SIDE – ability to generate changes;
PASSIVE SIDE – ability to accept these changes to adjust to them and to sustain all innovation from external factors (European Reference Framework, issued by the European Commission, November, 2004);
WAYS OF DEVELOPING INITIATIVE AND ENTREPRENEURSHIP SKILLS:
Knowledge acquisition;
Skills and abilities building;
Individual’s desire to identify areas/domains to prove entrepreneurship abilitites (at home, at workplace, in the community etc.)
WHAT IS ENTREPRENEURIAL EDUCATION?
A process of both acknowledging entrepreneurship as a career alternative and forming necessary competences to start and develop a business;
MAIN OBJECTIVE:
Stimulating interest toward entrepreneurship and developing analysis and evaluation competences of business opportunities (Lemeni & Miclea, 2004)
DEFINING ENTREPRENEURSHIP BEHAVIOR:
Acknowledgement of business opportunities;
Resource management;
Making the business effective.
RESEARCH TOOLS – QUESTIONNAIRE:
Socio – demographic data (age, level of education, profession, employed/unemployed status);
A set of questions referring to importance of key competences toward a successful career – openness to knowledge acquisition/risk assumption/time management abilities/information processing abilities/(self)-evaluation of self – esteem/management of simultaneous activities/steps to follow in business development;
A group of questions on types of competences respondents wish to develop in the future by attending training courses.
OPENESS TO KNOWLEDGE ACQUISITION
RISK ASSUMPTION
TIME MANAGEMENT ABILITIES
INFORMATION PROCESSING ABILITIES
(SELF)EVALUATION OF SELF ESTEEM
MANGEMENT OF SIMULTANEOUS ACTIVITIES
KNOWLEDGE OF STEPS TO FOLLOW IN BUSINESS MANAGEMENT
RESULTS, COMMENTS, IMPLICATIONS:
Self – knowledge, initiative skills, courage, creativity, openness to novelty are landmarks for successful social and professional integration;
Throughout geo – political area under research the importance of career counseling is growing;
Role of entrepreneurial education as political/social/educational initiative (governmental and private) is evident;
Initiating courses in business management;
Investigation/evaluation of financial resources for private initiatives.
THE ROLE OF ENTREPRENEURSHIP IN WOMEN’S LIFE
PRIORITIES OF THE EMPLOYED IN ROMANIA:
35% of them wish to learn steps to business planning and developing;
35% of them wish to develop abilities for personal competence identification;
32% of them wish to learn a more efficient management of personal interests;
32% of them wish to acquire abilities to proiritize their personal interests.
PRIORITIES OF THE UNEMPLOYED IN ROMANIA:
65% of them wish to learn ways of finding a job;
65% of them wish to learn steps to business planning and developing;
50% of them wish to develop abilities to write personal marketing documents (CV, letters of intention, portfolios etc.)
35% of them wish to develop communicative abilities in a foreign language.
2007 – 2009
Mariana Hudrea, coordinator
Center for Psychopedagogical Assistance Team
ARGUMENT:
Entrepreneurial competences are among the 8 key competences meant to ensure the building of the European society based on knowledge.
ASSUMPTION:
There is a low level of self – esteem in the 21st century woman and a lack of confidence in her socio – professional potential, especially after the age of 45.
TARGET GROUP:
90 women from Romania, France and Hungary, aged 45 – 55, dissatisfied with their current professional status.
PARTNERS:
S.C. InfoProject SRL, Romania
Centre d’Information du Droit des Femmes Phocéen (CDIF), France
SITE 23 Limited, Hungary
PROJECT OBJECTIVES:
Understanding the necessity of key competences acquisition;
Identification of specific ways to acquiring key competences by the target group;
Identification of ways to successful integration on labor market by women aged 45 and over;
Dissemination of project results (leaflets, brochures, blog/website);
Setting of an international conference on “Successful integration on labor market” in May, 2009.
KEY COMPETENCES:
Multifunctional package of knowledge/skills/abilities all individuals need for their personal and professional development (European Reference Framework issued by the European Commission, November, 2004);
Solid foundation towards learning as part of life long learning;
Theoretical and practical basis to facilitate social integration/adjustment.
THE EIGHT DOMAINS OF KEY COMPETENCES:
Communication in the mother tongue;
Communication in a foreign language;
Mathematical literacy and basic competences in science and technology;
Digital competence
Learning to learn;
Interpersonal and civic competences;
Entrepreneurship;
Cultural expression.
ENTREPRENEURSHIP – A TWO COMPETENCE ACTIVITY
ACTIVE SIDE – ability to generate changes;
PASSIVE SIDE – ability to accept these changes to adjust to them and to sustain all innovation from external factors (European Reference Framework, issued by the European Commission, November, 2004);
WAYS OF DEVELOPING INITIATIVE AND ENTREPRENEURSHIP SKILLS:
Knowledge acquisition;
Skills and abilities building;
Individual’s desire to identify areas/domains to prove entrepreneurship abilitites (at home, at workplace, in the community etc.)
WHAT IS ENTREPRENEURIAL EDUCATION?
A process of both acknowledging entrepreneurship as a career alternative and forming necessary competences to start and develop a business;
MAIN OBJECTIVE:
Stimulating interest toward entrepreneurship and developing analysis and evaluation competences of business opportunities (Lemeni & Miclea, 2004)
DEFINING ENTREPRENEURSHIP BEHAVIOR:
Acknowledgement of business opportunities;
Resource management;
Making the business effective.
RESEARCH TOOLS – QUESTIONNAIRE:
Socio – demographic data (age, level of education, profession, employed/unemployed status);
A set of questions referring to importance of key competences toward a successful career – openness to knowledge acquisition/risk assumption/time management abilities/information processing abilities/(self)-evaluation of self – esteem/management of simultaneous activities/steps to follow in business development;
A group of questions on types of competences respondents wish to develop in the future by attending training courses.
OPENESS TO KNOWLEDGE ACQUISITION
RISK ASSUMPTION
TIME MANAGEMENT ABILITIES
INFORMATION PROCESSING ABILITIES
(SELF)EVALUATION OF SELF ESTEEM
MANGEMENT OF SIMULTANEOUS ACTIVITIES
KNOWLEDGE OF STEPS TO FOLLOW IN BUSINESS MANAGEMENT
RESULTS, COMMENTS, IMPLICATIONS:
Self – knowledge, initiative skills, courage, creativity, openness to novelty are landmarks for successful social and professional integration;
Throughout geo – political area under research the importance of career counseling is growing;
Role of entrepreneurial education as political/social/educational initiative (governmental and private) is evident;
Initiating courses in business management;
Investigation/evaluation of financial resources for private initiatives.
THE ROLE OF ENTREPRENEURSHIP IN WOMEN’S LIFE
PRIORITIES OF THE EMPLOYED IN ROMANIA:
35% of them wish to learn steps to business planning and developing;
35% of them wish to develop abilities for personal competence identification;
32% of them wish to learn a more efficient management of personal interests;
32% of them wish to acquire abilities to proiritize their personal interests.
PRIORITIES OF THE UNEMPLOYED IN ROMANIA:
65% of them wish to learn ways of finding a job;
65% of them wish to learn steps to business planning and developing;
50% of them wish to develop abilities to write personal marketing documents (CV, letters of intention, portfolios etc.)
35% of them wish to develop communicative abilities in a foreign language.
Engendering Economics: Inspiration from Scotland
Scottish Women’s Budget Group
Economics for Equality
Close the Gap
•Tools for Analysis and Challenge
•Feminist Economics
•Alternative Economic Thinking
•Gender Budget Analysis
•Bringing women into the policy and decision-making process
•Campaigning – equal pay, occupational segregation
•Scottish Women’s Budget Group
•Campaigning for over ten years
•Entirely voluntary – broad group of women; core ‘active’ group
•Making the budget process political
•Challenging budget process to become more gender aware and improve gender analysis
•Engaged with government, parliament, civil society in Scotland and internationally
•Economics for Equality: A Feminist Perspective
‘The purpose of studying economics is not to acquire a set of ready made answers to economic questions, but to learn how to avoid being deceived by economists’
Joan Robinson (1903 – 1983)
•Aims & Objectives.
•provide a supportive learning environment for participants to increase their knowledge and understanding of the budget process and its effects on our everyday lives, including that of poverty
•improve the confidence of participants in questioning and lobbying on public spending priorities and plans – in both local and national context – and increase participation locally on public spending proposals
•improve understanding of the budgetary process and its links with equality, poverty and social justice in policy and practice
•Expected Impacts
•evidence a way of working that has enabled policy makers to be more aware of the implications in gendered terms specifically of their decisions.
•increased confidence and capacity within local women activists to influence local decision-making on budgets and wider economic development issues.
•Longer Term Outcomes
•integration of gendered considerations into local budget setting and decision-making, with the gendered poverty implications understood
•better participation of local women and men in the processes by which local budgets are agreed and allocated
•an increased role for, and capacity of, local women in economic development.
•Close the Gap
•Partnership initiative between Scottish Government, Scottish economic development and skills agencies, the UK Equality and Human Rights Commission, and the Scottish Trades Union Congress.
•Works with policy makers, employers across the private and public sector, trade unions and women’s organisations.
•Context
•Equal pay law has not changed since the mid-1980s, although there is now a positive duty on the public sector.
•Public sector pay modernisation programmes have given rise to equalising work in health, local government, and higher education, and mass litigation and destabilising finances.
•Inaccurate UK-wide perception of over-regulation, so dependence on the business case for action.
•Acting within the margins
•Builds capacity within economic sectors, and with key employers within those sectors to tackle the causes of the gender pay gap:
–Occupational segregation
–Lack of work-life balance measures
–Discrimination with pay systems, structures and processes
•Provides data and analysis to policy makers and partner agencies and initiatives.
•Challenges
•Economic downturn undermines the business case for equality activity at the business level, as labour markets are no longer tight.
•Projectised work on equality is destabilising, and lacks sustainability.
•Political will for the broad gender equality project is at a low not seen for 15 years, and the UK Government is even less positive about regulating for equality outcomes.
Economics for Equality
Close the Gap
•Tools for Analysis and Challenge
•Feminist Economics
•Alternative Economic Thinking
•Gender Budget Analysis
•Bringing women into the policy and decision-making process
•Campaigning – equal pay, occupational segregation
•Scottish Women’s Budget Group
•Campaigning for over ten years
•Entirely voluntary – broad group of women; core ‘active’ group
•Making the budget process political
•Challenging budget process to become more gender aware and improve gender analysis
•Engaged with government, parliament, civil society in Scotland and internationally
•Economics for Equality: A Feminist Perspective
‘The purpose of studying economics is not to acquire a set of ready made answers to economic questions, but to learn how to avoid being deceived by economists’
Joan Robinson (1903 – 1983)
•Aims & Objectives.
•provide a supportive learning environment for participants to increase their knowledge and understanding of the budget process and its effects on our everyday lives, including that of poverty
•improve the confidence of participants in questioning and lobbying on public spending priorities and plans – in both local and national context – and increase participation locally on public spending proposals
•improve understanding of the budgetary process and its links with equality, poverty and social justice in policy and practice
•Expected Impacts
•evidence a way of working that has enabled policy makers to be more aware of the implications in gendered terms specifically of their decisions.
•increased confidence and capacity within local women activists to influence local decision-making on budgets and wider economic development issues.
•Longer Term Outcomes
•integration of gendered considerations into local budget setting and decision-making, with the gendered poverty implications understood
•better participation of local women and men in the processes by which local budgets are agreed and allocated
•an increased role for, and capacity of, local women in economic development.
•Close the Gap
•Partnership initiative between Scottish Government, Scottish economic development and skills agencies, the UK Equality and Human Rights Commission, and the Scottish Trades Union Congress.
•Works with policy makers, employers across the private and public sector, trade unions and women’s organisations.
•Context
•Equal pay law has not changed since the mid-1980s, although there is now a positive duty on the public sector.
•Public sector pay modernisation programmes have given rise to equalising work in health, local government, and higher education, and mass litigation and destabilising finances.
•Inaccurate UK-wide perception of over-regulation, so dependence on the business case for action.
•Acting within the margins
•Builds capacity within economic sectors, and with key employers within those sectors to tackle the causes of the gender pay gap:
–Occupational segregation
–Lack of work-life balance measures
–Discrimination with pay systems, structures and processes
•Provides data and analysis to policy makers and partner agencies and initiatives.
•Challenges
•Economic downturn undermines the business case for equality activity at the business level, as labour markets are no longer tight.
•Projectised work on equality is destabilising, and lacks sustainability.
•Political will for the broad gender equality project is at a low not seen for 15 years, and the UK Government is even less positive about regulating for equality outcomes.
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