Gender equality is based on the idea that, while biological differences will always exist between women and men, there are differences between the social roles and needs of each which vary over time and from place to place. Gender equality implies that the different roles and needs of women and men should be equally considered and valued, and that individual women and men should be free to make choices in their work and personal lives, without the limitations of strict gender roles. (NDP Gender Equality Unit (2004), Gender Relevance Sheets for Measures under Ireland’s National Development Plan 2000-2006.)

Over the last two decades, there have been major changes to the size and composition of the Irish workforce. According to statistics derived from Eurostat, between 1993 and 2004 the proportion of women aged 15 to 64 years at work in Ireland increased from 38 per cent to 56 per cent. However, a study conducted by the European Commission Equality Unit in 2006
shows they are still under-represented in top managerial positions throughout the Irish workforce and earn significantly less than men, with the gender pay gap currently standing at 15 per cent.

Gender equality in the workplace is important from an equal opportunities perspective but there are also a number of other reasons for gender diversity to be encouraged if businesses are to enhance competitiveness. To be competitive internationally, we need to focus on where Ireland may have a comparative advantage. A potential advantage is the
availability of a young and highly skilled workforce to enable Irish start-ups to flourish and attract established international companies.

By providing this workforce with equal opportunities, graduates will choose to remain in Ireland rather than seek employment
elsewhere. This will offer businesses a greater pool of talent to choose from, thus boosting productivity and furthering Ireland’s competitiveness.

In 2008, the European Commission launched a new initiative, Break Gender Stereotypes, Give Talent a Chance, aimed at private sector companies and small to medium enterprises (SMEs) to help them gain a better understanding of combating gender stereotypes in the world of work. As part of the initiative, a series of workshops were held in 15 countries across Europe, with three taking place in Ireland.

The national workshops for Ireland, were hosted by Chambers Ireland and took place in Dublin, Louth and Offaly during October and November. Mark O’Mahoney, Projects Manager, Chambers Ireland, says that Chambers Ireland decided to champion the area of gender equality in order to encourage SMEs and Irish employers to recognise the potential skills that exist across the entire workforce. “In spite of a perception that gender equality has been achieved in the workplace, the statistics do not bear this out. Across the EU only 29 per cent of scientists and engineers, and only 33 per cent of business managers are women. Conversely, men are underrepresented in the education, health, and welfare sectors. It appears as if traditional stereotypes are still acting as barriers to companies recognising and unlocking individual talents. For the Irish workforce to achieve its full potential, it needs to look beyond stereotypes, and see the talents.”

The aim of the European Commission workshops was to help SMEs develop the skills to adapt to changes in the workforce while also providing an ad-hoc ‘toolkit’ for better and full use of individual talents within a company. O’Mahoney continued, “The Toolkit is designed for trainers and advisors, human resource managers, and in general for all those who work
to improve quality and competitiveness within SMEs. It offers information and practical guidance on how SMEs can reap the benefits of overcoming gender stereotypes, optimising human resource management practices, and tapping the full potential of all their employees, both women and men.”

Business in Ireland is a constantly evolving environment, as a result of this it is vital for companies to do all they can to remain  ahead of the curve. By embracing gender equality, businesses will have a wider range of employees to choose from, which can only benefit them in keeping abreast of fresh ideas and remaining competitive.

More information on breaking gender stereotypes and gender equality can be found at: www.businessandgender.eu.

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