What does assessment of gender equality in the enterprises show? How to accept challenges of gender equality at the workplace?

Statistiniai duomenys ir naujausi tyrimai Lietuvos darbo rinkoje atskleidžia itin dominuojančią nelygybę tarp moterų ir vyrų. Moterų ir vyrų nelygybės problemos ypač paaštrėjo rinkos ekonomikos sunkmečiu, tapo rimtu iššūkiu institucijos ir visuomenės struktūroje. Remiantis Gender Index metodologija, adaptuoti du ir sukurtas (darbdavio nuostatų) diagnostinis instrumentas, leidžiantis prognozuoti darbdavio lygybės politikos, teisės išmanymo, asmeninės nuostatų, solidarumo, socialinio atsakingumo įgyvendinimo perspektyvą įmonėje. Straipsnyje aptariami moterų ir vyrų (lyčių) lygybės tyrimo rezultatai, surinkti trimis tyrimo instrumentais. Nustatyta, kad darbdavių ir darbuotojų lyčių lygybės principų įgyvendinimas ir praktika, nešantys naudą įmonei, harmonizuojantys darbo ir šeimos konfliktą veikiantys darbdavių ir dirbančiųjų sveikatą saugumą bei gerovę, kol kas nesuvokti. Tačiau globalūs ekonominiai neramumai, nemažai moterų darbo rinkoje, senėjanti darbo jėga ir naujosios technologijos skatina kaitą įmonėse. Todėl didėja dirbančiųjų streso lygis, darbo užduočių apimtys, jų atlikimo sparta ir kokybė. Viešas moterų ir vyrų lygybės vertinimo įmonėse bei organizacijose diskursas turėtų keisti įmonės darbo santykių kultūrą ir prisidėti prie organizacijų pelningumo rezultatų, turėtų profesinę veiklą labiau įkomponuoti į darbuotojų gyvenimo ciklą. Lygybės matavimas ir vertinimas leidžia suprasti, kur esame, iš kur atėjome, ir numatyti, ko norime pasiektiStatistical data and recent studies reveal the obviously dominant inequality between women and men in the Lithuanian labour market. In particular the inequality between women and men has increased during the market economy recession and has become a serious challenge in the institutional and societal structure. Equality between men and women is a complex issue with many dimensions. A gender equality index can thus be regarded as a useful tool for promoting gender equality to a variety of different audiences but like any tool it should be used with care since it is only as good as the sum of its measures. Interpretation of comparative index scores and trends requires an understanding of the components, how they behave and their influences. An essential but complex step when developing a gender equality index is defining equality. Gender equality may refer to a formal equality concept centering on equal starting points or it may indicate the achievement of equal results. Defining gender equality in terms of equal results seems more ambitious as the focus shifts from procedures to outcomes. The association of gender equality with equal results is, however, not without difficulty. [...] Following this approach and in order for actors of enterprises (employers, employees, and HR managers) intervening in the private sector to gain expertise in the field of gender equality in the workplace, the provision of Gender Equality indicator is helpful. For that reason the Gender Index methodology was adapted and applied for the measurement of equality between women and men in the enterprises of Lithuania. The difficulties in implementing gender equality policies and practices in private companies and amongst other stakeholders in the private sector are common: 1. Women's situation is much worse: in job interview, when planning to take a higher position, women feel discriminated against men on the salary and on the granting of salary transparency, women more often have a problem harmonizing professional commitments and family responsibilities. 2. Men's situation is much worse: women are increasingly more often involved in training and updating their knowledge and competence than men, they are quickly and more often dismissed, few men work under a flexible work schedule. 3. Both genders are not equal: work culture is unfavourable for the reconciliation of professional and family responsibilities, the recruitment procedures of the companies are not completely standardized, they focus on candidate gender and marital status, companies do not pay both genders the same, employees are not protected from harassment, workers who have child-care leave are rarely granted support, employers do not provide any resources or support to their employees in child care. In summary, the equality and nondiscrimination policies are rarely a priority for enterprises or their representative