There has been a great deal of effort in the last 20 years to remove gender discrimination in society as a whole. One of the areas where this was felt absolutely necessary is the labour market, at all its levels. This did not just happen in Malta. Some countries had already made big progress. Others lagged behind.
One needs to appreciate that although legislation helps to eliminate gender discrimination in the labour market, it is never totally eliminated unless there is also a change in mentality and attitudes. For example, some may be guilty of stereotyping without realising it. There also needs to be a healthy economy that can support the promotion of a positive attitude that promotes gender equality through more job opportunities.
It is impossible to cover all the aspects of such a topic in a short contribution such as this one. Therefore I would just like to make some considerations that can help in the discussion, knowing that I am running the risk of writing something that will upset someone. So apologies upfront as no offence is intended.
What triggered my thinking on the subject was the news of the resignation of the executive chairman of the global communications company, Saatchi & Saatchi. He resigned after giving an interview which has been described as “riddled with sexism and complacency”.
Businesses need to improve the opportunities available for women not because the law says so but because it is beneficial for our society and for them
In summary the former chairman of Saatchi & Saatchi said that there was no problem with sexual discrimination at the company he was leading because some women, and men, were looking just to be happy in life rather than climb up the ranks of a company. This shows that in spite of legislation, a significant percentage of companies in the UK are failing to put men and women on an equal footing.
There needs to be a change in business culture. In the UK, statistics show quite clearly that women are not adequately represented in the seats of authority, be it in the corporate world, be it in civil society. In Malta it is not much different. Not one of the companies whose shares are quoted on the Malta Stock Exchange has a female chairman. Yet that is just a reflection of other fundamental problems.
For example, according to data published by the National Statistics Office, the average wage for females at €15,320, is less than the average wage for males, which stands at €18,353. In effect, across all categories, males earn on average more than females, even in those job categories where females outnumber males. The female employment rate, which stands at 51.2 per cent is remarkably lower than that of males, which stands at 76.9 per cent.
On the other hand, in Malta, things are changing. The female employment rate in 2004 was at 31.6 per cent. This means that we have had an increase in the female employment rate of around 66 per cent since Malta became a member of the European Union. When one looks at the growth in employment that we have had in Malta, one notes that the increase is mainly due to the increase in the number of females working. In absolute terms, the growth in female employment was nearly three times the growth in male employment.
Eventually the availability of job opportunities and the fact that females are taking up such opportunities is bound to achieve greater gender equality in the labour market. Supporting this development is the significant increase in the number of female graduates over the last 25 years.
Thus the long-term view in Malta would suggest that a more meaningful gender equality, one that goes beyond legislative measures, is achievable. On the other hand it will only be fully achieved if there is a change in culture. Businesses need to improve the opportunities available for women not because the law says so but because it is beneficial for our society and for them.