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Title of Dissertation

Womens participation in the labour market of Cyprus and the networks that support them

By [Name of Student] [Student No] [Course Name]

In fulfilment of [Name of Degree]

Submitted to [Tutor / Leader Name]

At [Name of Department] [Name of Institution]

Acknowledgements

Abstract
This dissertation is about Womens participation in the labour market of Cyprus and the networks that support them. Main focus of this dissertation is to find out the issues and problems that women are facing in labour market and how to overcome these problems. Literature search includes a thorough discussion of Cyprus women role. This includes discussion about women role in economy, women issues, laws, gender equality issues, European Union regulations etc. Methodology involved in this research is exploratory descriptive analysis. The research has explored the main issues and problems of women at workplace and how to overcome those issues. Interviews and questionnaire were used as research instruments to collect data. Results highlighted the true picture about role of women in Cyprus economy. It discusses what are the issues faced by women in job market. Analysis and discussion section made discussion and arguments about how to overcome these issues and what are the roles of legislative bodies and legal framework in this regard. Finally, conclusion summarises the whole dissertations with key recommendations from author of this dissertation.

CHAPTER 1 INTRODUCTION

1.1 Background of Study


The participation of women in the formal labour world has historically been much lower than that of men, which is mainly explained by the roles assigned to each gender. It has been traditionally understood that the social role of man is the provider of resources for women and domestic care of children and home. This has been changing over time, as it has joined the social interest of women in their academic and professional development, a growing market demand for more labour, and social system as a whole by increasing the labour force for the survival of social security systems, which had been hurt by reversing the population pyramid. The full incorporation of women to work is not just an equal claim, but an economic and social necessity. Thus, even showing that the number of women in Cyprus is higher than men, the number of workers is still incredibly lower than workers. Women continue to face barriers to economic empowerment and business activities. These barriers include discrimination against women in education, training, recruitment, access to credit and the right to property and inheritance; wage levels and lower promotional rate for equal work, and large domestic responsibilities. Rural women and women migrant workers are particularly affected during periods of economic contraction, are much more vulnerable to unemployment and are often forced to bear a greater burden of unpaid work. There is a growing recognition of the need to enact specific legislation and develop policies to strengthen the executive and professional abilities of women, in particular to help them run their own businesses. To this end, governments have developed policies and projects using local, national and international efforts to provide information, technology, credit and training to entrepreneurs, and programs to improve the education of women.

1.2 Choosing the subject


My initial interest developed for Women participation in Cyprus when I studied the initial literature about Women Participation in Cyprus. Here I am writing some of these facts and literature randomly so that reader can get an idea about how interesting the topic is. More and more women are entering the Cypriot labour market. In 2007, at least 62% of them had a job outside home. However, there is a wide gap pay determined by gender: women predominate in lower-wage positions, typically employed in the areas of health, education and domestic work. Many women interrupt their careers to child rearing, making it difficult to re-enter the labour market. These issues contribute to a longer-term disadvantage for women who, later in life, end up with lower pensions because of their low starting salary and the interruption of their careers. As a result, they become more dependent on social benefits and, as Pavlou said: "In fact, women seniors in Cyprus face the highest risk of poverty in Europe, at a rate of 52%." With its links to mainland Europe, Cyprus is becoming a transit point for migrants, as well as a destination for people from Asia and Africa seeking a better life. Migrants are vulnerable to exploitation and abuse and the laws and policies of Cyprus do not provide adequate protection. The human rights activism in Cyprus is expanding and focuses mainly on migration, sexual and reproductive rights and human trafficking. The Cyprus Women's Lobby (CWL) was created in 2008 to amplify the voices of advocates for women's rights and gender equality. The CWL is a member of the European Women's Lobby, the largest umbrella organisation of women's associations in Europe. Cyprus does not have a strong history of civil society organisation. Civil society in Cyprus is traditionally weak and suffers from lack of funding and expertise. Ethnic conflicts dominate the national agenda and create an environment that is not conducive to human rights activism. In this environment, the main channels of the defenders of the rights of women are political parties and trade unions. While these channels provide

opportunities for women, they also limit the scope of activism for women's rights. Still, the field for this activism continues to expand and brings greater freedoms for women. Cypriots women are in a situational transition that mixes modernity and traditionalism. Education of women is still largely dependent on socially constructed roles that, in the case of women, relate to all in the family, home and care for others. They put the career at the end of their scale of priorities, while men placed his career at the beginning of that scale, and the family at the end. Keep existing tend the perception that more years of higher education for women mean greater commitment and neglect of the family follows. These and much more issues summarised that: There is discrimination against women in the labour market of Cyprus. This is generally very interesting in gender studies There must be equality between men and women in society and in the labour market Which networks and organisations support women in the labour market of Cyprus How can those networks help for my job as a Career Guidant

In a patriarchal society like Cyprus, both sexes are socialised in different roles and are associated with different values. Women really need to participate more actively in politics, environmental issues, environmental or administration unions municipal and local level, where they could become visible and social pressure turns in favour if they want to see changes made as women. So, beyond the figures and laws in Cyprus, the main issue that I think be addressed is whether women really in Cypriots mind want to be part of the process of decision making and become visible in the society. These spaces remain predominantly a male domain and the discourses become more holistic or equality delivered. This dissertation will try to find out the ways and organisations that can lead women to right and justified recognition in the labour force of Cyprus.

1.3 Research Questions


Research questions can be more or less general, but in most cases it is better to be more precise. This study is investigating many dimensions of a problem and that, initially, may

pose more general questions. However, almost all studies (particularly the thesis) deals with issues more specific and limited. Also, as suggested by Rojas (1981), it is necessary to establish the temporal and spatial boundaries of the study and draw a profile of the observation units (persons, papers, homes, schools, etc.). A tentative profile is useful to have a clearer idea of the kind of research that will be carried out. Of course, it is very difficult for all these features to be included in the research question or questions, but one may consider one or more questions and accompany a brief explanation of the time, place and observation units of study. So the research questions for this dissertation are: What is the scenario of gender equality in Cyprus labour market? What are the issues faced by women under the Gender Discrimination within Cyprus labour market? Which networks are supporting women participation in Cyprus Labour market? What are their activities and achievements?

1.4 Research Objectives


The research is conducted to find out the situation of gender discrimination against women in labour market of Cyprus. This dissertation has an objective to find out the issues of women and the policies being currently practiced to overcome those issues. Furthermore, the researcher will try to find out some new ways or strategies to overcome the issues of women in labour market of Cyprus. Specifically, the research objective is: To find out the women participation, their issues, solutions to these issues, and networks supporting them to solve these issues within the context of labour market of Cyprus.

1.5 Possible Outcomes


The possible outcomes for this research are: An understanding of the structure of labour market of Cyprus An understanding of the nature and practices of employment issues (specifically women related) within the Cyprus labour market An understanding of the policies and scenario of the women participation in labour market The networks that are supporting women participation, their practices, their strategies, and how a woman can get edge from these platforms

1.6 Information about Cyprus


Cyprus is the largest island in the eastern Mediterranean, and is situated south of Turkey. Its two main mountain ranges are the North and the Troodos in central and south-western part of the island. Between them lies the fertile plain of Messaoria.

Source: http://www.geographyiq.com/countries/cy/Cyprus_map_flag_geography.htm Crossroads between Europe, Asia and Africa for centuries, Cyprus retains many traces of successive civilisations: prehistoric, Roman theatres and villas, Byzantine churches and monasteries and Crusader castles. The main economic activities of the island revolve around tourism, clothing and craft exports and merchant shipping. Traditional crafts include embroidery, pottery and copper work. Cyprus is a country with a rich cultural history dating back many centuries. Its modern history has been dominated by the territorial conflict between Turkey and Greece. It is a unique nation, thriving in some ways and in others facing difficulties. Girls and boys have equal access to education, and girls of higher education institutions outperform boys in number and performance.

Cyprus acceded to the European Union and, therefore, has access to a progressive policy framework for gender equality. Under EU rules, not only Cyprus is under the obligation to comply with gender equality, but also due to its accession to the EU, has a legislative framework. Cyprus has adopted several national action plans to tackle domestic violence ('family'), human trafficking, poverty and social exclusion. However, these policies are often accompanied by the political will or the resources required for its implementation, so that they remain mere aspirations. Tradition, culture and religion play an important role in preserving the patriarchal structure of Cypriot society. "In the education and political representation, violence against women and sexual and reproductive rights, traditional values predominate rigid gender roles," says Susana Pavlou, Director of the Mediterranean Institute of Gender Studies (MIGS). Domestic violence, sexuality and sexual and reproductive rights are still taboo subjects, and media stereotypes persist. The powerful Greek Orthodox Church perpetuates the stereotypical gender roles and customs, including relative sexual and reproductive rights. He opposes abortion under any circumstances and the laws of Cyprus reflect this philosophy.

1.7 Current situation overview


Women in Cyprus are more than half the population. This implies numerical superiority voters. However, their participation in decision-making is utterly disappointing. This, after all, also implies the sad position of Cyprus in the European Union with regard to the participation of women in decision-making positions in political and public life. The last election, namely the parliamentary elections last May, revealed the "nakedness" of political life in terms of female presence. The figures also show the truth. Of the 56 seats in the House, only six are occupied by women. The analysis of the statistics of May makes the phenomenon even more visible which has been the subject of investigation by the Ombudsman, Eliza Savvidou, which as the

Equality Authority, made the remarks in an attempt to forestall the worst in the upcoming municipal elections in December. The frustrating situation in terms of women's participation in political and public life of the country, show the numbers generated from the last election. Moreover, the findings by the Ombudsman are based on these figures, in large part.

In the parliamentary elections of 2011, the participation of women in electoral lists of candidate MPs fell about half in connection with the parliamentary elections of 2006. According to the statistics available, women were only 98 candidates out of a total of 412 candidates for the 56 seats in the House, while in 2006, women claimed 113 seats in the House. The balanced participation of men and women in political and public life is not only a matter of numerical equality, but of a broader range of social issues, says the Ombudsman. The balanced participation notes, "sought the assistance of the state to overcome the discrimination and the political right of women representation in institutional policy to come from theoretical to the real dimension. On this basis, balancing gender participation in these bodies will reflect the composition of society and is underway with a view to the qualitative change in the exercise of political power, both at central and local level, and the basis for further strengthening the democratic political system, functionality and development of those mechanisms that will contribute to sustainable social progress and prosperity.

1.8 Legal Framework


Increasing the participation of women in decision-making positions in political and public life is one of the main objectives of the National Machinery for Women's Rights. Political parties do not support nor encourage the efforts of women to engage in politics. The marginalisation of women in political and public life is not just a matter of statistics, but is a serious democratic deficit, while threatening the legitimacy of all potential organs including the legislature and the pulp parties. This inequality also undermines endeavours to promote a participatory and inclusive democracy.

Preventing and combating violence against women is one of the key objectives of the policy of equality between men and women. The Department contributed to the improvement and adoption of the Law on Domestic Violence (No. 119 (I) / 2000) and is working with all stakeholders, governmental and non for the application. Particularly the Ministry cooperates with the Advisory Committee on Violence in the Family who oversees and coordinates the implementation of the Law on Domestic Violence and advice the Government on all matters relating to the operation and services in this area. The representative of the Ministry of the Advisory Committee on Domestic Violence held the position of Vice President. In parallel, the Ministry subsidises and supports non-governmental organisations working in this field and implement programs to protect victims of violence. They are also underpinning the operation of shelters for abused women, such as the shelter operated by the Association for the Prevention and Handling of Violence in the Family and the refuge of the Organisation for the Protection of Victims of Sexual Violence and Exploitation "Stigma". The necessity of women's participation in decision-making has been recognised as a civil right in the Universal Declaration of Human Rights (1948). Similarly, the Convention on the Political Rights of Women (1952), the International Covenant on Civil and Political Rights (1966) and the International Covenant on Economic, Social and Cultural Rights (1966), ensuring at least at the level of inquiry and driving - the Equality between women and men regarding the right to vote and stand for election. Article 3 of the International Covenant on Civil and Political Rights explicitly emphasised that "Member States shall undertake to ensure the equal right of men and women in the enjoyment of all civil and political rights set in this agreement" The import quota is a positive distinction which motivates half of the population to participate actively in social and political life of the country and even reverses in terms of physical presence in places where decisions are taken by the stereotypical "male political. For purposes of practical contribution to the achievement of gender equality, the integration of a gender perspective in the criteria used by the political parties for the

preparation of ballots with which to participate in elections to local government is required. The policy framework for modernisation of family law, the elimination of all discriminatory laws against women and to ensure the equality of men and women in all areas of law, launched a number of significant legislation related to equality and women's rights. This effort intensified in our alignment with the acquits and which resulted in the enactment of very important harmonizing laws covering equal pay issues, equal employment opportunities, protection of motherhood, sexual harassment at work, parental leave, equal social insurance etc.

CHAPTER 2 LITERATURE REVIEW

2.1 Introduction
This chapter will discuss the secondary data that has been collected with respect to women participation in Cyprus economy and labour market, women issues at workplace, gender discrimination, laws related to gender equality and organisations that supports the women participation in labour market.

2.2 Economy of Cyprus


The Cyprus economy is characterised by a relatively high per capita income. Considering the average per capita GDP in the EU-27 as 100, then the corresponding Cyprus is located at 94, while the Greek is at 89. The large trade deficit is covered by revenue from tourism and foreign companies based in Cyprus. The fiscal deficit is around 1.5% of GDP and the public debt is 65.3% of GDP. The unemployment rate stands at 4.2% (16,000 people) of the working population, while it was 5.2% in 2005 (19,000 people). Inflation is 2.49% which was 2.56% in 2005. Employment of foreigners continues to grow, bringing the total of employed foreigners in 2006 to 16% of the total workforce. Also, in the free areas are around 2,700 Turkish Cypriots, about 1% of the workforce. Adopting the criterion followed by the EU poverty (defined as poor households with income below 60% of median income); the poverty rate for households in Cyprus was 22.1% in 1991, which rose to 22.6 % in 1997 and decreased to 21.4% in 2003. An important reason for the growth of the economy is that it operates as a "tax haven" and "laundry money" of any kind of "black operations". The "industry" of Cypriot off shore companies did not weaken after the accession of Cyprus to the European Union, but rather strengthened further. The island can no longer be regarded formally as a tax

haven, but established internationally as a "low-tax regime." The so-called off shore now called the International Business Companies are taxed at a rate of just 10%, while creating an attractive new "factory" through the establishment of corporate holdings, which have zero tax in case of transfer of shares.

2.3 Role of women in economy


Cyprus has experienced the fastest growth and the worst unemployment in the EU, reaching 3.6% in 2008 to 9.6%. This general increase in unemployment and job insecurity affects mostly women and young people. Surely by a woman having a job is no guarantee of a decent level of work and earnings. Many women work in humiliating conditions of employment and wages that are below the poverty line. Inevitably, the weakening of social welfare as a result of the economic crisis has negatively affected all political equality aggravating even more to the position of women in the labour market and the wider Cypriot society. Political reconciliation of work and family life would not have retreated if funds were available for infrastructure development and care by facilitating the access of women to stay at work. To enable women and men as parents to combine their professional and private life should be able to exercise their rights to parental leave without discrimination as regards their salary or career advancement. Additional care services for children should be strengthened to facilitate this combination (Kunz, 1973). It is known that women in times of economic crisis are more vulnerable to poverty, unemployment and economic exploitation in bad conditions of employment. The Cyprus has the worst performers in Europe on the issue of equal pay between men and women. Specifically Cyprus ranks first with unequal pay rate of 22% compared to 17.6% which is the European average. This indicator is most decisive for the position held by the Cypriot woman in Cypriot society. It is additionally indicative of the effectiveness of equality policies implemented to date. In the midst of the unprecedented crisis, which acts negatively in all critical indicators of social welfare and integration, aspects of the female issue are highlighted in the most dramatic way. The pay gap between men and women widened stereotypes for both sexes

and enhanced opportunities for social improvement and undermined emancipation (Lederach, 1997). In such an environment of widespread degradation and collapse of labour institutions and social rights, equal assumption becomes increasingly difficult. Even before the crisis, women faced enormous inequalities in the labour market compared to men in employment, wages and unemployment (Lederach, 1997; USHRR, 2008). The participation of men in housework and childcare was among the lowest and the unemployment rate for women was higher, and women constituted 70% of part-timers. Nevertheless, the status of women had improved significantly in the labour market with more opportunities for career advancement, more opportunities in education, massive labour market integration, improvement of social infrastructure and the legal framework supporting policies. The economic crisis has altered the data. The female unemployment and job insecurity have increased, part-time expands while conditions in the private sector for the most vulnerable women are dramatic, with layoffs, uncertainty collapse rights and wages and layoffs pregnant. Women Middle Ages who lose their jobs are difficult to impossible to reintegrate into the labour market while new are lucky if they manage to find a temporary job with a monthly salary 800. The public sector is calling for new graduates because of restrictive policies increasing the problem of female middle age women even more who lose their job or are threatened with dismissal and loss of work and new just encounter closed doors and uncertainty about their future. In several male-dominated sectors such as construction, unemployment has hit the male population so the only family member who works has to be the woman (UNSG, 2005; Webster, 2005). For a system based on the stereotype that the man carries the main income and the woman takes care of the children and the household is indeed a significant setback. That woman no longer assumes the entire burden without compensation in her personal life. The friction of their responsibilities, children, reduced incomes and denial of expectations often lead to conflict within the household, many women remain in great distress and relations of the two sexes suffer crisis. The ongoing deregulation of the labour market, as a result of the weakening of collective bargaining and collective agreements, has led to the proliferation of new and different employment

statuses making the principle of equal pay for equal work harder to implement (Gurel, 2006a; Loizos, 2007, 86-107). The unions also need to address the issue of unfair competition created by the labour relations such as the employment of thousands of community workers who are used as cheap labour by employers undermining wages and benefits of employment. Women want to stress that social cohesion and justice are necessary for harmonious and sustainable development of Cyprus. The growing inequality in society is alarming (UNSG, 2005; Loizos, 2007, 86-107). We need a comprehensive approach both to achieve greater equality in the labour market and society in general as against women's poverty and exclusion. The employees regardless of sheet should be entitled to the same employment conditions by law or by collective agreement if they have identical or equivalent workplace. Economic dependence and gender stereotypes contribute to inequality and violence. It is important to continue the industrial action and the social struggle against all forms of inequality which particularly affect women workers and their working conditions. The economic crisis deepens the more you dilute the political equality and social cohesion. Meanwhile, the more Europe will insist on austerity policies, the more society will suffer and social rights will shrink. To exit from the crisis, a new economic governance that stimulates the growth, is based on solidarity and does not manipulate economies and slippage in the vicious circle of debt and austerity recession is required (Webster, 2005; Uludag, 2005). 2012 will be a challenging year for our economy. The growth is expected to contract further, with unemployment likely to overcome the barrier of 10%. The forecast is bleak for the Euro zone economy, which is threatened with greater depression. In such a development, risks for social policy is obvious and translated into more poverty, more pressure on incomes and further deterioration of the position of women. So it has important economic governance change orientation combining growth and social solidarity (Lederach, 1997; Webster, 2005).

2.4 Participation of Women in Labour force


The contribution of human capital to the successful progress of the economy is generally admissible. The future challenges to be faced by Cyprus, especially as a result of accession to the European Union, make the optimum utilisation of human resources even more imperative. This is the main objective of the Human Resources Development Authority as the body responsible for the development and training of employees in Cyprus. The woman in the workplace has made significant progress and equality between men and women is a strategic goal as specified by the European Union. The analysis of the available data and information on employed women of Cyprus creates the basis for this study at the best possible advantage and achieve equality (USHRR, 2008; Lederach, 1997). This study analyses the characteristics of employed women in Cyprus during 2000-2003 both in whole and in its constituent groups - employees, self-employed and workers - in family enterprises without pay. These analyses should help in reflection and taking appropriate policy decisions by all stakeholders. Simultaneously, the study is expected to be utilised appropriately by all interested in this field of work. Women workers in Cyprus in 2009 were paid under 21.3% compared with men, the main cause of unequal pay was the devaluation of women's work. As mentioned in today's opening ceremony of the project "Actions to reduce the pay gap between men and women", working in Cyprus continue their employment in social stereotypes that limit them in glass walls and glass ceilings. The social partners greetings with their leadership declared their full support to the program that has been prepared with input from the Department of Industrial Relations of the Ministry of Labour (UNSG, 2005; Uludag, 2005). During the presentation of the program of studies forming the basis of the development, it was said that the program aims to curb inequality and increase the participation of women in the workforce.

The officer of the Department of Industrial Relations of the Ministry of Labour Yota Kambouridis said the survey showed that over 2/3 of the wage gap between men and women is due to pure discrimination (Webster, 2005; UNSG, 2005). This also reported that according to research, the glass roof allows only 25% of highly paid women workers to occupy high managerial positions. Research also showed that the pay gap for young people up to 25 years is only 5%, gap that exists in the public service is at the rate of 5%, while in semi-governmental organisations, the gap stands at 29.3%, mainly because of employing technical specialisations, occupations where women's representation is weak (USHRR, 2008; Lederach, 1997). Besides the characterisation of some professions in which women employed are mainly unskilled, studies have shown that another problem that contributes to lower pay of women is the cessation of work on family obligations and their children. As reported by the officer of the Department from 2003 to 2011, 934 women and 73 men took parental leave, with the proportion of males reaching only 8% (Loizos, 2007, 86107; USHRR, 2008). The program began in 2010 and will be completed by December 2015. Beyond informing employers and society to break stereotypes devaluation of female labour, the program includes the growing belief in equality of the schools in collaboration with the Ministry of Education. Other actions include the establishment and operation of the certification body of companies implementing good practices on gender equality and tripartite conference exchange of good practices between Member States of the EU in the Cyprus Presidency of the European Council (Wolff, 2004; USHRR, 2008). The Labour Minister Charalambous said that this is an ambitious project for the development of which the Ministry of Labour and Social Insurance (MLSI) and especially the Department of Industrial Relations, worked very specific and targeted for a long time and is a confirmation of the will of MLSI to work systematically and specifically to reduce the gap pay between men. The Labour Minister also said that the project is also evidence that the MLSI creatively and productively utilise the resources of the European Social Fund.

The Minister also said that the total budget for the project is 3.3 million Euros, of which 70% come from the European Social Fund (Uludag, 2005; Kunz, 1973). According to Mr. Charalambous, a turning point in the mass entry of women in wage employment in Cyprus was the tragic events of 1974. He said the survival of the family had needed the second income that brought the woman at home and the need for rapid reconstruction and development of the economy required women's work and added that unfortunately there was parity terms in this process (Webster, 2005; Gurel, 2006a). Continuing, the Minister also said that the fight of the pay gap requires more than legislative intervention, adding that a study carried out by the MLSI in 2007, records factors that sustain the creation and maintenance of the pay gap; culture, stereotypes and perceptions in regard to traditional gender roles, the study choices of pupils / students, the occupational segregation that results in so-called "female" occupations, the frequent interruption of her professional career women due to family commitments, greater representation in temporary and part-time, adding that in recent years, the pay gap in Cyprus has been steadily decreasing. From 33% in 1994 and 25% in 2005, has declined in 2009 to 21.3% (ECHR, 2006; Garlick, 2005). He stated that the reasons for this decline is the economic development that leads most women in skilled jobs with better employment conditions and the gradual change of attitudes towards the role of women in the economy, including the policy followed for a minimum wage . Combating and eliminating the pay gap between women and men requires commitment from businesses and measures to eliminate inequalities practices through collective agreements, continued the Minister of Labour, and that requires simultaneous determination on the part of workers and their bodies to claim equal pay in practice, inviting everyone to support this effort, noting that discrimination in pay for not only women, but for the whole society, are part of labour relations for this and addressing their needs, commitment and effort by all (Garlick, 2005) (Hampson, 1996; Wolff, 2004). The Director of Labour Relations of the Ministry of Labour Andrew Miller said that despite the fact that women have higher levels of education, however, are faced with working conditions which underestimate their capabilities. He said that while in action

for equal pay, considering the increase of maternity leave and ways to combat segregation of occupations (Webster, 2005; USHRR, 2008). General Manager Michael Pilikos OEB issued its position that in the context of countering equal pay, the specialisation of women should be promoted and also said that the equal pay is due to factors such as fewer working hours of women and their specific tasks should be assigned rather than on payroll (Wolff, 2004; Hampson, 1996). The Director of Labour Relations of the Chamber, Emil Michael said out there in the gap and reaffirmed the commitment of the Chamber to work to achieve their project goals. The Secretary of PEO Pambis Kyritsis, said that equal pay for equal work is for matter of principle, adding that PEO pioneered and worked closely to curb inequality, conducting studies to identify the causes in order to provide realistic and effective solutions. The Deputy Secretary of DGS Andreas Matsas said to TEC, equal representation of women at all levels of employment and termination decisions centres is a priority. Observing that the gap is larger in countries, not reached a satisfactory level, reconciliation of family life and work of the woman, the woman faces threat of stopping her career and enclosed in glass walls and glass ceilings (Garlick, 2005; Gurel, 2006a; Hampson, 1996). The design for the reconciliation of family and work is still done on paper exercise. The Secretary of Diomedes said DEOK is satisfied because, as he said, it is a very well thought out project, but expressed dissatisfaction because the social partners - although involved in its creation - not invited to participate actively in the implementation.

2.5 Issues related to women in labour market


The integration of women into the labour market refers to a historical development which is beyond the analysis in this paper. However, it should be noted that this evolution of women has left the "private" space of play to a "public" space production. However, gender inequalities persist when analyzing the labour market and the inclusion of women.

2.5.1 Difficulties women face in job search There are still difficulties specific to women's participation in the world of work. On one hand, the labour market offers paid work in operating charges related to trades and professions traditionally related to female (care services, health, cleaning, cooking or teaching). But in access to decision-making positions, leadership or leadership, the female segment represents a very low proportion. In addition, provision related to the acquisition of skills for employment - education, work - no rating favours women. Most of them perform studies that enable them to occupy traditionally female jobs and ancillary to the detriment of those related to managerial or leadership or further technological development. (Wolff, 2004; UNSG, 2005)

2.5.2 Diverse work nature A diverse workforce gives companies a strategic advantage over less diverse competitors. Hiring older employees brings different types of talents, helps companies expand globally and leads to better products. Although women match men in terms of educational attainment, women employees face lower wages and a more difficult climb of senior management than men. Companies would do well to learn to better recruit, retain and promote their employees (Webster, 2005; Hampson, 1996) Entering the door is often the first obstacle that a woman has to face, especially in maledominated jobs. Although civil rights laws prohibit discrimination, women still struggle to overcome covert ways companies have to discriminate against them. Acknowledging the diversity-entrepreneurs make strategic decisions when hiring and promoting women, especially when it comes to innovations in product decisions (Garlick, 2005; Wolff, 2004).

2.5.3 Combating violence against women Violence against women means any act of violence against women, and can be physical, sexual, psychological, verbal oppression or arbitrary deprivation of liberty. This is a serious violation of human rights and an affront to human dignity. It reflects and reproduces inequality between the sexes and generally prevents the participation of women in society, leading to marginalisation and poverty. The incidents of violence against women are definitely multiples of what they see in the media spotlight, something that worries us and our troubles (Loizos, 2007, 86-107; USHRR, 2008). Although there are no studies that show the extent of the problem, it seems some facts and figures that 80% of abused people are female. Most of these, about one in three, are abused by their own comrades, suffering from domestic violence (USHRR, 2008; Loizos, 2007, 86-107). Examples include data from the Association for the Prevention and Combating of Violence in the family which in 2008 recorded 1128 cases, of which 920 were female victims, 142 were children and 67 men. The 337 incidents involving psychological and physical violence, 73 psychological and sexual, physical and sexual 1 and 23 were common to the three forms of violence, physical, psychological and sexual (Uludag, 2005; USHRR, 2008). From January to October 2009 there were 752 cases of which 645 victims were women, 41 children and 66 men. Women's Movement continues to take initiatives and action to combat, prevent trafficking and protect victims. We have laws, and public policy as well, but need quicker pace of their implementation. Unfortunately, despite the steps taken by the present government, various reports of European and international organisations demonstrate the existence of the problem (UNSG, 2005; Hampson, 1996). It is positive that under the laws of the Combating Trafficking and Exploitation of Human Beings and Protection of Victims Law, the State promotes a series of measures to tackle the problem.

2.5.4 Creating conditions by taking practical measures for equal participation of women in decision-making Women in Cyprus still live in a climate of conflict between tradition and modernisation, seeking a more active and meaningful participation. The participation of women in social and political life, in the strict sense is the presence of just a few women in senior ranks of the political or economic life of the country. This notion leaves substantial unresolved social problem of double exploitation and discrimination against women. She certainly has the right and obligation of equal participation in all spheres of life and in decisionmaking (Gurel, 2006a; Wolff, 2004).

2.5.5 Social policy that meets the needs and roles of women The Counselling Centre supports the family and plays a very important role in promoting such cases. Through the operation, the Centre has highlighted problems that touch almost all aspects of social policy and which should be instituted to solutions. Such issues are modifications and implementation of relevant laws, expansion of the criteria for the various social benefits, support programs for vulnerable groups etc (Garlick, 2005). Despite all the difficulties created by the global economic crisis, it brings into focus social policy, support for vulnerable groups, workers, youth, young couples, farmers, students, pensioners, the women. Same time striving to combat cronyism, bureaucracy and corruption. The above policy leading to the formation of a proper welfare state, however, women in Cyprus all have to bend over backwards with more interest and affection to their problems (Gurel, 2006a; Wolff, 2004).

2.5.6 Combating stereotypes about gender roles The fight against stereotypes is very difficult. Stereotypes and perceptions created over the years and it is not easy to change. It takes persistent and strenuous efforts, especially

when it comes to gender issues and gender roles. So the overall strategy on equality should be inserted with specific actions and measures to raise awareness in the areas of education, work, culture and every expression of life (Webster, 2005; UNSG, 2005). Women's Movement believes that through education, women in Cyprus can shape the modern thinking citizen that treats equally all members of society without any bias. The goal of perception and action equality in education has increased significance because it is shaped by social roles and stereotypes cultivated. Tackling stereotypes about gender roles starts from the family and the educational process. He has also found that the gender segregation has a direct relationship with the educational choices of the two sexes. Although the educational level of women and men has been equalised, the different educational options in the type of education or skills, directly affect their career choices, leading to essential vocational guidance for the persistence or not working due to gap among sexes (USHRR, 2008; Uludag, 2005).

2.6 Equality of Men and Women


Equality between men and women is a fundamental right under the Lisbon Treaty and a priority policy of the European Union (EU). Therefore, it is necessary to continue efforts to achieve real equality between men and women in the areas of professional life and private life. Equality between men and women is one of the fundamental principles of Community law. The objectives of the European Union (EU) on equality between men and women are to ensure equality of opportunity and treatment between men and women and combat discrimination based on sex. In this area, the EU has adopted a dual approach combining specific measures to integrate a gender perspective. This issue also presents a strong international dimension with regard to the fight against poverty, access to education and health services, participation in the economy and the decision making process, and the equalisation of the defence rights of women in the defence of human rights.

2.7 Laws for gender equality


Despite progress in recent years in terms of equality in the EU, women still earn 18% less than men on average. Insufficient representation in positions of great responsibility is much more likely due to women being victims of domestic violence (Webster, 2005; UNSG, 2005). Besides being a fundamental right, gender equality is essential to the growth and competitiveness of the Union. Increase in the number of women in the labour market will help the EU meet its target of 75% employment by 2020. The new strategy proposes five-year equal instalments on the boards of directors and other measures aimed at getting more women into leadership positions. The plan also aims to increase the total number of women in business and self-employed workers and institute the "European day of pay equity" in order to raise awareness about it. Each year, the EU will invite employers, unions and other stakeholders to participate in a dialogue on gender equality in order to assess progress. The measures based in the European Commission's term of office will be following this mainly the principles of equality between men and women:

2.7.1 First Economic same independence Discrimination, educational stereotypes, gender segregation in the labour market, instability of employment, involuntary part-time employment and the unbalanced sharing of caring responsibilities between women and men affect the life choices and the economic independence of women. European Union reaffirm its commitment to the full exploitation of women, and the potential use of their skills too, so as to better ensure gender balance and a larger labour market number to quality for women to work. European Union are focusing on equality of gender in the strategy of the "EU 2020 Reproduction, support and verify if necessary, quantified targets, concrete possibilities for reconciliation of work and private life for women and men to promote both (Wolff, 2004; UNSG, 2005).

2.7.2 2nd equal pay for work same In the European Union, women's earn per hour average is still fewer than men by 18%. you have and see during their working lives retirement less resources to access the funds with them and more difficulties men face as Thus Strong of the species all poverty, inwork poverty also affected. Commitment of European Union reaffirmed resolute mobilisation of all instruments, both legislative and non-legislative, to reduce the gender pay gap. Wives and unequal pay men are a cost that Europe cannot strip. Together, member states with the 27 European Union will work to reduce the gender pay gap in the European Union compared to the end of the European Commission's term of office for this.

2.7.3 3rd in gender equality decision-making Missing women continue to give full participation in power and decision-making. Women of balanced participation to men in the decision-making policy, and in the lives and economic public and private sector in Europe, to develop more effective policies, gender sensitised for questions, and to build a knowledge-based society to create stronger, more prosperous democracy. European Union reaffirms its commitment to work towards a gender equitable representation of men in positions of public life in the economy. European Union is using its powers - including incentive measures of the Union - to promote the strengthening of the proportion of women in senior positions (Hampson, 1996; Gurel, 2006a; Garlick, 2005). In its own case concerned, European Union will do all to spare no effort to achieve a gender balanced representation within the Commission.

2.7.4 4th Integrity - the end put violence on gender The full perception of women and part of fundamental rights that is of girl is inalienable, integral and indivisible in universal human rights and the essentials for advancements come from women and girl's peace, security and development. Gender violence, harmful traditional practices including malicious practices or customs, is one of the violations of fundamental rights to give people dignity, especially the one on the right to life and the right of integrity. It constituted a violation of basic rights such as to prevent selfdetermined life. European Union reaffirms its commitment to take care that the respect for fundamental rights is at the centre of its activities. European Union will make efforts to eliminate gender disparities in access to health care and the health outcomes (Hampson, 1996). No gender violence will be tolerated in Europe. European Union will continue its efforts in providing all forms of violence to reinforce on its end and to put assistance to the affected strips, yet. European Union will develop a comprehensive, framework policy effective in combating gender violence. European Union is taking measures to prevent genital mutilation, the measures and Abolition of other female acts of violence within its capabilities, with the help of criminal law, inter alia, intensify.

2.7.5 5th gender equality beyond the EU EU efforts do not end at the borders of the Union. Gender equality must also be fully integrated with the economic independence of social goals and the progress women are making to promote the foreign policy of EU worldwide. The EU is committed to equality of the sexes to promote in every way, and indeed also in conflict countries and postconflict countries. Reducing gender inequalities, violence and combating gender to promote women's rights are fundamental for the development of sustainable, democratic societies. European Union reaffirms its commitment to its relationships with third countries and strongly supports the advocate equality with gender, awareness rights of women to be,

and the application of existing sharp international demand instruments. European Union will build cooperation with regional organisations in international terms to intensify and promote gender equality and to make use of all of these extensive instruments and tools available. Moreover, European Union will also support the government in its non-state actors efforts to promote equality between women and men in partner countries. European Union are working to explain its willingness to work in partnership involved with everyone, including the civil society, international to national, European and the level of equality gender especially as specified in this Charter realisation principles. European Union is still a new year 2010 in Strategy the equality of women and men for this mandate to introduce the European Commission and their implementation, to report on a regular basis.

CHAPTER 3 METHODOLOGY

3.1 Research method Research method is described as a systematic and structured way to obtain knowledge about the subject at hand, that is, the situation or the issue being studied. It is composed of several parts so that the researcher can get to the problem. In practical terms it is the way in which a solution is sought for a problem (Balestrini, 2006). There are logical research methods, which are used to solve abstract problems such as those presented in mathematics and philosophy, where thinking is used in a systematic way to reach relevant conclusions. On the other hand there are empirical methods, which are actually variations of the same scientific approach based on observation and experimentation, which has allowed the breakthrough in all the sciences (Ander Egg, 2004; Bryman, 2008). The research problem discussed in this dissertation is women related workplace issues in Cyprus

3.2 Research Design A research design "is simply a framework or a study plan, which serves as a guide for data collection and analysis". It is a process which implies selecting the type of research, techniques and types of instruments, and the construction of the latter (Radnor, 2002), with which they will get the data and information that will test hypotheses and / or the questions raised the delimitation of the population, the sample design, and model validation to use (Bryman, 2008).

This research is a descriptive research and exploratory in nature. Exploratory research is one that seeks to explore or review, i.e. preliminary information to help define problems and suggest hypotheses (Bryman, 2008). The steps taken for this research are given as: Formulate a problem or define more accurately Identify various actions to follow Prioritise hypotheses for further research, etc.

This type of research is benefited by various methods, among these are: Survey Survey expert pilot Secondary data analysed qualitatively to describe characteristics of relevant groups, including consumers, merchants, organisations, etc., to determine the percentage of units in a specified population showing certain behaviour, to determine the perceptions of product characteristics, and to make specific forecasts. The hypothesis in this research is done in advance, allowing you to define the information clearly (Bell, 2005).

3.3 Sampling I would like to use the data from the labour force survey and statistical service of Cyprus of the second quarter of each year of 2004-2012. I choose 2004 because it was the year that Cyprus entered the EU. There are now only two organisations /networks that support women regarding employment in general. Therefore, only two interviews will be taken by their representatives. Two interviews will be conducted with one representative of each organisation. Questionnaire will be distributed to women employed in labour market of Cyprus. This questionnaire will be done from 100 women carefully selected from different sectors.

3.4 Research Instruments Surveys can play a role of double jeopardy, if analysed objectively can provide all the information necessary and useful for the development and use of any product, positioning and market demand for new products by the people. But if they are wrongly tabulated and are influenced to be biased to the users of these can cause serious administrative problems in regard to decision making (Blaxter, 2006; Ander Egg, 2004). That's why from the beginning in the design and data collection in the field ,one should be objective in trying to capture the real will of the respondent.

3.5 Questionnaire The questionnaire is an instrument composed of a set of questions designed to generate the data necessary to achieve the objectives of the study is a formal plan to collect information from each analysis unit under study and is the focus of the research problem (Balestrini, 2006; Radnor, 2002). A questionnaire allows us to standardise and unify the information collected. A poorly designed or poorly designed data collection leads to incomplete, imprecise and, as should be expected, to produce unreliable information. The questionnaire for this research will discuss the following issues about women (Bryman, 2008; Blaxter, 2006). Views on womens employment Family obligations inhibit opportunities to advance their careers Prejudice from male employees about womens opportunities It is difficult for women to take decisions and deal with difficult situations Longer maternity leave and paid parental leave would inhibit greater participation by women in top executive positions

Obstacles to womens employment and career advancement Family obligations (children, spouse, elderly people) Prejudices, stereotypes Absence of flexible working hours Sexual harassment Womens lack of qualifications Lack of suitable/adequate childcare infrastructure Husbands refusal to let his wife work Fewer prospects for advancement compared to men Difficult working hours Obligations with regard to childrens education (private evening schools)

Measures to improve womens participation in the labour market More arrangements for childcare Provision of equal opportunities for career advancement Working from home (teleworking) Help in the home by the husband Provision of state assistance to women for starting up a business Wage increases

3.6 Interviews Interviews are one of the main approaches to data collection in qualitative research. Researcher knows a variety of ways to do interviews with objectives and principles. At the same time, the interview is presented with several advantages, various practices and problems common to all options for its realisation (Bryman, 2008; Ander Egg, 2004). Interview is a conversation between two or more people, according to the modality applied, which has professional and research purposes. Getting

individual or group information, providing information and influence certain behavioural aspects, social, educational, emotional and opinions (Blaxter, 2006). The interview has a therapeutic role as educational need, clinical, social, among others. The interview for this research will be done with two individuals that are employed for women participation and solving their issues in Cyprus. The interview transcript is given as: The interview with one of the head members of the Human Resource Development Authority According to your opinion, which are the main problems women facing the labour market of Cyprus? There are still a high number of women that are inactive in terms of employment. What do you believe are the reasons for this? In the organisations webpage as I have read, there is a plan about the inactive women workforce and a plan about the reinforcement of womens business dexterity. Could you please give me further information on the aforementioned plans? Do many women respond to the programmes? Is the number of women that benefit from the programmes is successful? What are the obstacles that the organisation is confronted with regarding the implementation of the programmes? Does the organisation cooperate with the employers? May I also ask do you also support women in being employed by businesses by discussing with the employers the opportunities to be given to more women to be employed by them? Do you also inform and sensitise employers on gender equality? As an organisation how much do you believe that you have contributed in the enhancement of the position of women in the Cyprus labour market? As an organisation have you done any surveys proving the effectiveness of the services you offer?

How are people, particularly women are informed about your services offered?

Interview with the head member of the Gender in Employment and Vocational Training Committee of the Ministry of Labour and Social Insurance Which do you think are the main challenges that women are confronted with in the labour market of Cyprus? As an organisation what is your belief on how much you contribute in the improvement of the position of women in the Cyprus labour market? As I have read from your website, you receive complaints by women? May I ask what kind of complaints you receive. Are there specialised people offering your services? What other actions are taken by your organisation for enhancing the position of women in the Cyprus labour market? Do you believe that a satisfactory of women knows about your organisation and the services offered? What are the obstacles that the organisation and the service offered are confronted with? As an organisation have you done any surveys proving the effectiveness of the services you offer? How are women informed about your services offered? Do you also inform and sensitise employers on gender equality?

3.7 Validity and reliability Questionnaires have clearly defined the problem, aims and hypotheses of the research, as the information gathered must respond to these issues, which are the reason for the investigation (Radnor, 2002; Blaxter, 2006). Questionnaires, having the profile of the population under study, should include social and cultural characteristics of the people surveyed, which are the units of analysis.

Questionnaires inquire existence of test or data collection instruments on the same subject of study will be developed, with the purpose of using a questionnaire and pre-packaged or as a guide for which is being developed (Bell, 2005; Radnor, 2002). Interviewers not operationalise their objectives rather they make insufficiently aware of the position to be hedged. They gather information on past behaviour,current behaviour , inferred traits and translate it into poorly defined features in order to move expectations about how the candidate will perform the job (Radnor, 2002; Ander Egg, 2004; Bryman, 2008).

CHAPTER 4 RESULTS There are two organisations working for women participation in Cyprus. They are:

4.1 Gender Equality Committee in Employment and Vocational Training The Commission has powers which can be divided into three main sections. Commission and the State Commission shall monitor the implementation of the Law by the competent department of the Ministry of Labour and Social Security has an advisory role in relation to: The establishment or revision of national policy issues related to the scope of its competence. Introducing or revising relevant legislation. The adoption of measures and programs to promote gender equality in its mandate. The Commission and the promotion of related knowledge Promotes studies and research and the collection of statistics and reports and recommendations to the Minister of Labour and Social Insurance. The Commission and the public Automatically submit complaints, and receives complaints which shall transmit to the Chief Inspector of the Department of Labour for examination. The Department of Labour shall notify the Commission of the outcome of the complaint. Supply to any individual's request and free of charge advice on issues relating to gender equality in employment and vocational training.

Provide independent assistance to victims of discrimination in complaints about discrimination.

4.2 Human Resource Development Authority The Human Resource Development Authority of Cyprus (HRDA) is a public body which began its work in 1979. On November 1, 1999 came into force on HRD Law # 125 (I) of 1999. HRDA mission is to create the prerequisites for the planned and systematic training and development of human resources of Cyprus, at all levels and in all sectors, to meet the needs of the economy in the context of social and economic policies. To accomplish its mission and exercise the functions and powers of the schemes operates the Fund Development Human Resources. Every employer shall pay to the Fund a fee not to exceed one percent of earnings paid to each of the employees, like every time you specified. Since this requirement excludes Government in its capacity as an employer. The main responsibilities of the Research and Planning Division include conducting surveys and studies covering a wide range of issues of human resource development and strategy formulation and planning activity HRDA taking into account the findings of the above studies. The Directorate of Training Services promotes and handles issues related to the design, implementation and evaluation of training activities offered by the Agency and which meet the needs of the economy, business and human resources of the country. The Department of Administration and Personnel beyond administrative support promote and handle issues such as personnel administration, labour relations, legal issues, public and international relations etc. Finally, the Financial Services Division promotes and manages the accounting and financial matters of the Agency and financial control, preparing the annual budget, making necessary receipts and payments, any investment etc. The staffs of the Authority are around 100 people.

4.3 Basics of equality between women and men at work about differences in pay gender

Basics of equality between women and men at work 1 Employment growth (%) 2 Serving part-time workers employment 3 Average weekly working hours for domestic and family employment 4 Average weekly Employment Wages (including time transition from home to work) - in hours 5 Education (less than high school) age 20-24 (in %) 6 Distribution of graduates by sex (in %) 7 Portion of employees in departments Industry 8 Portion of employees in departments Community service activities' 9 Risk of poverty at age 65 and more (in %)

fema Mal le e 72. 58.3 5 31.2 7.7 25.5 7.8 45. 38.1 5 75. 80.8 5 59 41 44. 17.4 3 18. 40.5 1 21 16

4.4 Employment rate for women and men age (15-49) with or without children

EU Cypr us

Women With children 64,7 73.1

Without children 76,7 81.7

Differen ce -12 -8.5

Men With children 89,7 93.8

Without children 81 85.1

Differen ce 8,7 8,7

4.5 Discussion Within the above activities conducted research on "Women in the Cypriot labour market." The aim of the research was to identify the role that women play in the overall economic activity, attitudes between men and women about women's employment, the reasons that limit / prevent the expansion of women's participation in economic activity and measures, the introduction / implementation of which will help to improve the situation. The survey was conducted in September 2012 while the questionnaire was promoted to employers and employees across a range of economic activities, members of women's organisations and trade unions in the public service. The questionnaire was distributed to Cyprus basis and consisted of 3 major questions. Total of 100 questionnaires were answered with the following demographic data: In total 958 questionnaires, 25% of responses came from men and 75% women. The majority of respondents aged from 26 to 35 years (39%) 74% of the sample resides in Nicosia, 13% in Limassol, 8% in Larnaca, 2% in Paphos and 3% in Famagusta. 40% of respondents have a Postgraduate Diploma, 26% Diploma of Higher Education University degree 19%, 13% and Secondary Education PhD 2%. The businesses are owners or employ Tai respondents from Services sector (32%) of Financial Institutions (26%), Public Administration (10%), construction (8%), the Wholesale and Retail Trade (8%), education (4%), Transport, Storage and Communications (4%), hotels and restaurants (2%), manufacturing (2%), Health and Social Care (3%) and Agriculture / Livestock (1%).

Respondents have a majority in the administrative / clerical staff of the companies (66%), followed by the positions of Director (14%) of labourers (11%) of the owner (6%) and general manager (3%).

The main findings are summarised as follows: Regarding the reasons for their choice of profession, the majority of respondents indicated that the decision was personal and based on their interests (35%). The vast majority (94%) said that the work environment as the organisation / company where work is friendly to women. (E.g. the existence of separate toilets for men and women, rules for protection from sexual harassment, on helping pregnant women etc.). It is worth noting that among the laws on equal treatment of men and women in matters of social security, equal pay between men and women, equal treatment of men and women in employment and vocational training, parental leave and maternity protection, the highest rate recorded was only 25%. The percentage refers to the Law on Parental Leave. The lowest rates were collected by the laws on equal treatment in social security schemes and equal pay for men and women. Women's organisations, trade unions and employers' organisations considered by the survey sample that have a neutral contribution to the promotion and achievement of equality between men and women in employment. Better picture showing women's organisations for their contribution on the subject, with 26% of respondents say they have a great contribution and 21% stating that they have very big contribution. 66% of respondents believe that the opportunities for career advancement of women relative to men in their businesses are identical, and in particular the majority of men (91%) consider that it is equal to and much better.

In relation to training opportunities to the same organisations / companies, 81% of respondents believe that they are equal between the sexes, while only 14% think that it is worse or much worse for women.

Respondents indicated that the majority of the treatment accorded to women in employment compared to men is worse (58%) 59% of men sees earnings between the sexes are equal in contrast to the majority of women who thinks that is worse (56%) for women. In relation to how well they can cope with women in senior management positions when compared with their male counterparts, 76% believe that they can do just as well

Balancing work and personal life (work - life balance) is important or very important for 93% of survey respondents. 78% of all respondents said they have become victims of behaviour could qualify as sexual harassment. Where have recorded such behaviours, incidents involving managers (8%), colleagues (6%), customers (4%), employers (2%) and current (1%). In absolute numbers, 518 people said they have never become victims, 12 persons recorded incidents involved supervisors, 55 incidents involved individuals colleagues, clients reported 8 people and 29 people reported incidents of employers.

The reasons that drive women to develop entrepreneurial activity, the majority of respondents said the economic profit / financial independence (32%) while other respondents focused on autonomy (28%), social recognition (24%) and flexibility in working hours (15%).

On the grounds that limit / prevent the expansion of women's participation in economic activity, very important reasons respondents reported family responsibilities (48%) and lack of proper / adequate childcare facilities (38%)

48% of respondents noted that there is too much, said the company's success is not related to the sex of runs. 36% agreed with the statement too that women entrepreneurs face challenges that men do not face because of their gender.

39% of respondents believe too that family obligations of women hinder their professional advancement opportunities Finally, a very important measures that will improve the current situation were recorded to provide more facilities for the care of children (64%), equal opportunities for career progression (46%), employment at home (42%) and the provision of state aid to women to start business (41%).

More details are per question and per gender. The findings of the survey will receive evaluation and treatment by OEB and KOGEE and then subjected to all stakeholders with concrete proposals for shaping relevant policy aimed at enhancing women's participation in the labour market in Cyprus.

4.5 Position of women in the labour market The vast majority of respondents (94%) stated that the work environment is friendly towards women. For example, there were separate toilets for men and women, rules for protection from sexual harassment and arrangements for pregnant women. There was a ratio of one woman to three men on boards of directors or in top executive jobs. The proportions of both men and women who were familiar with the laws on equal treatment and motherhood at work appeared particularly low. The highest proportion recorded, for the law on parental leave, was just 25%. The lowest percentages involved the laws on equal treatment in social insurance schemes (16%) and equal pay for men and women (17%). Some two thirds (66%) of the respondents believed that equal opportunities exist for advancement of both sexes in the workplace. Most men believed them to be equal or better for women, and conversely most women believed them to be equal or better for men.

Just over half (55%) of all respondents (men and women) believed women suffered worse treatment than men both on the job and in their pay. The largest share of the sample believed that womens organisations (25%), trade union organisations (29%) and employers organisations (29%) play a neutral part the promotion and achievement of equal treatment for men and women at work. It is also worth noting that 20% believed that the trade unions play a major role in this, whereas the corresponding figure for employers organisations was only 14%.

4.6 Views on womens employment Some two thirds (67%) of those surveyed agreed or strongly agreed with the statement that because of their gender, women entrepreneurs face challenges that men do not. The survey also found that: 80% believed or strongly believed that womens family obligations inhibit opportunities to advance their careers; 52% believed there is prejudice from male employees about womens opportunities; 68% of respondents disagreed or strongly disagreed with the view that it is difficult for women to take decisions and deal with difficult situations; 49% disagreed or strongly disagreed that longer maternity leave and paid parental leave would inhibit greater participation by women in top executive positions because it would keep them away from work for longer.

4.7 Obstacles to womens participation in work Family obligations and the lack of suitable/adequate childcare infrastructure were claimed to be the biggest obstacles to womens employment and career

advancement (Table 1). Other barriers to womens participation in the labour market included: absence of flexible working hours; difficult working hours; Obligations in connection with childrens education.

However womens lack of qualifications, husbands refusal to let their wives work and sexual harassment were not given particular weight by the respondents as these obstacles received the lowest percentages. Obstacles to womens employment and career advancement Obstacle Response Not at all Slightly Importan Rather Very important important t important important 31% 27% 36% 10% 6% 32% 8% 23% 37% 36% 48% 17% 32% 4% 3% 38% 4% 12% 30% 35%

Family obligations (children, 3% 4% 14% spouse, elderly people) Prejudices, stereotypes 12% 15% 29% Absence of flexible working 4% 7% 21% hours Sexual harassment 33% 31% 22% Womens lack of qualifications 56% 18% 17% Lack of suitable/adequate 5% 7% 18% childcare infrastructure Husbands refusal to let his wife 33% 31% 23% work Fewer prospects for 13% 18% 35% advancement compared to men Difficult working hours 3% 9% 21% Obligations with regard to childrens education (private 4% 5% 19% evening schools) Source: OEB and (2011)

4.8 Measures to improve womens participation in the labour market Survey participants were also asked to evaluate a series of potential measures to help improve female employment. As shown in Table 2, 89% of respondents considered arrangements for childcare to be an important to very important

measure. The provision of equal opportunities for career advancement, help in the home by husbands and working from home was ranked next, being judged as having approximately the same importance.

Measures to improve female employment Measure Not at all important Response Slightly Importan Rather Very important t important important 7% 17% 18% 18% 21% 20% 25% 28% 30% 37% 30% 30% 64% 46% 42% 38% 41% 39%

More arrangements for 2% 3% childcare Provision of equal opportunities for career 4% 4% advancement Working from home (tele4% 6% working) Help in the home by the 3% 5% husband Provision of state assistance to women for starting up a 3% 6% business Wage increases 4% 6% Source: OEB and (2011)

4.9 Commentary The survey results suggest that women are more disadvantaged than men in the Cypriot labour market. The fact that both sexes are aware of this discrepancy sets the issue on a new foundation with a better chance of a lasting resolution. Female career advancement, womens participation in top executive positions and womens pay are among the most pressing issues that have widened the gap between men and women, due mainly to the multiple roles of the working woman as spouse, employee and housewife. Another important response is that participants felt it would be feasible to improve the current situation. This finding

has been widely discussed among the social partners, with the main demand being reconciliation of work and family life.

CHAPTER 5 DISCUSSION AND ANALYSIS It is generally recognised that the participation of women in the economically active population of Cyprus leads to expansion of economic development and progress, and to increase the utilisation of the talents and skills of more than half the population are women. The working woman is able to offer to the expansion of knowledge, the promotion of innovation, diversity management and consolidation of quality at all stages of the production process. On the other hand, the inclusion of women in political, economic, professional and social activity in terms of equal rights, obligations and opportunities, ensures representative participation of the whole society, thereby achieving greater social cohesion. Particularly the promotion of equitable access and progression of gender equality in employment, ensure partly a fairer distribution of national income, and human resources, while contributing to the alleviation of social exclusion and poverty. Meanwhile, the development of policies that facilitate labour insertion of women belonging to specific cultural or minority groups than by respect for diversity and multiculturalism reduces social exclusion in the interests of social cohesion. Social cohesion is turn key for economic growth. So the equality obtains from this side economic and political importance (Lederach, 1997). In Cyprus, the female employment rate rose from 60.3% in 2006, to 62.7% for the first three quarters of 2008. Also, the female unemployment rate decreased from 5.4% in 2006 to 4.4%. The global economic crisis creates uncertainties that might cause negative developments. Additional research and studies show that increasing female participation in the workforce has not been accompanied by a corresponding decrease in size inequality between the sexes, as the gap in wages is around 23%, the segregation of occupations in male and female (Uludag, 2005).

5.1 Low participation of women in the workforce and wage gap between social equality Under the shadow report MIGS, women in Cyprus are still facing severe wage gap and lag behind men in terms of access to employment opportunities and career advancement, despite the changes in the policies of the Government of Cyprus aimed at combating discrimination and increasing female participation in the labour market (Betts, 1994). Although the employment rate in Cyprus is relatively high at 72.2%, in fact statistics show that Cyprus has a very strong separation of employment according to gender. In 2002 the service sector accounted for 84% of female employment, with almost 50% of employed women to be concentrated in the areas of trade, hotels, restaurants, manufacturing and education. On the other hand, 58% of male employment is concentrated in manufacturing, construction, trade and public administration (Canefe, 2002). Further regarding wage convergence depending on gender, monthly earnings of women estimated at 26% below the monthly earnings of men in 2006. According to the report of the MIGS, although the wage gap due to gender may partly be explained by gender segregation in employment, where women are frequently encountered in low-wage jobs, but wage differences due to gender are found even among men and women who hold similar jobs and have similar cultural characteristics. Wage discrimination based on gender are evident in practices of employers and negotiate contracts because of patriarchal attitudes that devalue the experience of women, but also because of the limited bargaining power of women working in different occupations and sectors.

5.2 Unemployment rate for women Although the unemployment rate in Cyprus is relatively low, the percentage of unemployed women was always higher than that of men, and in fact increased from 4.6% in 2003 to 5.4% in 2004. There is also a relatively high unemployment

rate for women aged 35-44 years, which reveals that women face particular difficulties when trying to rejoin the workforce after a period of inactivity, which in turn suggests a lack of political support and government from society. Moreover, women are the majority of long-term unemployed, reflecting disparities in employment opportunities and access to employment (Wolff, 2004). The shadow report MIGS argues that unemployment rates above do not reflect fully the unemployment situation in Cyprus. One reason is that many people, especially women, who work as seasonal staff, as in the case of employees in services, are not eligible to apply for unemployment benefits during the low season. Perhaps even more important reason is the cultural and social practices in Cyprus, which make people generally, but particularly women, unlikely to claim benefits because of the negative social connotations cause. For example, in order to receive unemployment benefits one should visit the Department of Labour every two weeks and signs that one would remain unemployed. This often discourages people from asserting their rights for fear of 'exposure' in a country where 'what people would say' still has social significance. Another reason has to do with social norms about what constitutes 'women's work', since women who are not working but actively seeking work, are usually not considered "unemployed" but, rather, women who seek to contribute financially to the family than to start a career (UNSG, 2005).

5.3 Employment and Female 5.3.1 Age and Gender According to the report by the Statistical Service of Cyprus, an important gap is observed between the sexes in the rate of labour force participation, although in recent years significantly increased the participation of women. As shown in Table 1, the participation rates of men and women follow the same trend by age but overlooked the fact that in all ages the participation rate of women is higher, the difference becomes more pronounced in the age group 55-64.

Source: The statistical portrait of women in Cyprus, Statistical Service of Cyprus.

5.3.2 Education and Training As shown in Table 2, both sexes maintain roughly equal rates of participation in all three levels of education, the percentage of men are consistently higher in lower high school education than women. Notable is the observation that among workers with low levels of education, the percentage of women is proportionally smaller than that of men (USHRR, 2008). Table 2: Number of people employed by Educational Level, 2009-2011 (aged 15 and over). 2009 2010 2011 Educational level Wome Wome Total Men Total Men Total Men Women n n 102.3 Less than high school 101.6061.81 40.19 63.50 39.98 97.16 59.97 37.78 7 High school and post- 122. 138.3 145.4 66.82 56.19 81.52 58.91 84.47 61.0 secondary non-tertiary 02 1 7 107.15 120.4 Higher 56.53 51.61 111.2 56.95 54.87 59.80 61.68 3 8 185.1 351.8 201.9 363.1 204.2 Total 330.77 147.99 153.76 160.46 6 8 7 1 4

5.4 Part-time employment and unemployment Important parameter on working conditions is the partial employment. The number of women working part-time according to labour force survey 2006 exceeded the 20.000 people, 70% of the total number of part-time workers. The report by the Statistical Office, deals mainly with the reasons why women resort / choose part-time work. 33% of women report as a reason the fact that we were unable to find full-time work, 22% gave as a reason for the responsibility of caring for children or adults, 3% due to illness or disability and the remaining 39% for other family or personal reasons. Regarding the unemployment rate for people aged 15 and older during 2003-2006, it appears that over time, women have higher rates than men with the difference ranging from 0.8% to 2.7%. According to the report of the Statistical Office, the 15-24 age groups occupy the highest unemployment rate in both men and women compared with all other groups. In all age groups, women have higher unemployment rates than men without significant deviation. (USHRR, 2008)

5.5 Women and Public Life Senior Civil Servants: During the period 1990-2006, the number of women holding senior position in the public sector has increased steadily although there is a huge gap between men and women on these numbers. In 1990, men held 98% of the total number of senior civil servants and in 2006 the same percentage dropped to 73.2%. Members of the municipal councils and judges: The women members of the municipal councils have increased during the period under review with women occupy 20% of the total number. But while there was an 8% increase in the participation of women, however, remains at much lower levels than those of men. Notable is the fact that the profession of judge in

1980, there was not a woman judge and by 2006 38% of total number is women. Ministers and MPs: Unfortunately the cabinet positions are appointed sometimes women have never surpassed the one with the exception of 2007 when the number was increased to two. But the same does not occur with the percentage of women in the parliamentary office where in recent years increasing gradually. Specifically, from 5.4% in 1991, rose to 14.3% by 2006. (USHRR, 2008)

5.6 Equal pay The Commission notes that there are disparities in pay between men and women, even among workers performing the same work or work of equal value. The causes of these disparities are especially preceding multiple segregation in education and in the labour market. In order to contribute to the abolition of wage inequality, the Commission intends to: study with the social partners possible ways to improve the transparency of remuneration; support initiatives for equal pay in the workplace, especially by labels, charters and awards of equality; Day establishing the European Equal Pay; Seek to encourage women to work in sectors and jobs called "nontraditional", particularly in ecological and innovative sectors. (UNSG, 2005)

5.7 Equality in decision making The population of women constitutes half the workforce and more than half of new university graduates in the EU yet still women in Cyprus are under-

represented in decision-making processes in parliaments, national governments, and in the boardrooms of big businesses. In this context, the Commission intends to: propose specific initiatives to improve the situation; monitor progress, especially in the research sector, to achieve the target of 25% women in decision-making positions with greater responsibility; encourage increased number of women in committees and expert groups established by the Commission, with the goal of achieving at least 40% women; Promote greater participation of women in elections to the European Parliament. (UNSG, 2005)

5.8 Dignity, integrity and an end to gender-based violence According to estimates, between 20 and 25% of women have experienced physical violence at least once in their life, and up to half a million women in Europe have suffered genital mutilation. The Commission will: propose a comprehensive approach at EU level to combat violence; ensure that European legislation on asylum takes into account gender equality; Follow the gender issues in the field of health. (Webster, 2005)

5.9 Equality in external action The EU's foreign policy aims to contribute to equality between women and men as well as women's emancipation. In this context, the Commission achieved to: advance equality of treatment between women and men in the candidate countries and potential candidates for EU membership;

implement the Action Plan on equal treatment and training of women in the context of development cooperation (2010-2015); develop a regular dialogue and exchange of experience with partner countries of the European Neighbourhood Policy; Integrate considerations of equal treatment in humanitarian aid operations. (Wolff, 2004)

5.10 Basics of equality between women and men at work regarding their pays: Equal pay for equal work is one of the fundamental principles of the European Union. It was included in the Treaty of Rome in 1957 and was the subject of a 1975 Directive which prohibits discrimination in all aspects of pay between women and men for equal work or work of equal value (Gurel, 2006a). The EU continues to work towards reducing unjustified pay disparities between women and men. It is one of the main objectives in the Roadmap for equality between women and men 2006-2010. The 2007 Communication is tackling the pay gap between women and men. The European Commission analysed reasons for the pay gap between the sexes and identified ways to address it (Garlick, 2005). It analysed how effective the Community law on equal pay is and considered necessary to introduce new legislation on the matter. Tackling the pay gap requires actions by many different institutions. In addition to the actions of the European Commission, the European Parliament also recently approved a petition highlighting the importance of the issue and after the signing of the European Pact for Gender Equality 2006, EU leaders have made it a priority to combat the pay gap between sexes.Another milestone was achieved by the adoption of the Framework of actions in favour of gender equality " by the European social partners in 2005 (ECHR, 2006). The gender pay gap issue is associated with multiple causes such as:

Direct discrimination: In some cases, women earn less than men for doing the same job for apparaently no reason but pure gender bias. Since the development of effective European and national legislation, the pure gender bias factor has been reduced manifolds and now remains only in fractions. The capabilities and skills of women are undervalued: Often the skills of women are under valued. That is, it is perceived before handedly that a woman cannot do the same job as efficiently as a man can and thus she is paid low for doing the same work. For instance, in a supermarket female cashiers are usually paid less than men in the shop (Garlick, 2005). Demarcation of labour market: Women and men still tend to work in different jobs. Women often work in sectors where wages are, on average, lower than those dominated by men. More than 40% women work in health, education and public administration - twice as men (see table). Only 29% of scientists and engineers in EU are women. Furthermore, women are employed mainly as administrative assistants. Low skilled or unskilled female workers are associated with lower fees (Wolff, 2004). Traditions and stereotypes: Although this may reflect personal preferences, traditions and stereotypes may also influence, for example, while making a career choice a woman might go for teaching since it is perceived as the only respectable job for women after being a doctor in many societies. Professional and private life: The afore handedly discussed pay gap also reflects structural barriers to professional life, which primarily affects women. Women interrupt their careers too often, which adversely affects their careers. This also consequently leads to less profitable careers. The differences in the gender pay gap reduces the overall business income for women and reduces

their pension rights as well which results in poverty after their service years. (Hampson, 1996). Fighting differences in gender pay gap is in the interests of employers and creates a more equatiable society. Companies that promote equality will create the best workplace for everyone. The remuneration for real skills of men and women and the appreciation of their contribution to the organizatin according to a fair criteria can result in better productivity and retaining of the best and most talented staff. Employers gain when using more effectively the skills and talents of women ensuring that women benefit from training initiatives and career advancement (Gurel, 2006a). This is important for increasing the productivity and competitiveness. An increasing number of studies find a correlation between greater equality and efficiency, especially at higher administrative positions. Other researches indicate that there is a correlation between the balanced participation of both, equality in management teams and capacity initiatives. Reducing the pay gap helps women attain their right to increased earnings and economic independence throughout the course of their professional lives. It also reduces their poverty levels, especially when they retire from active work life (Hampson, 1996).

5.11 Participation of Women The non-balanced participation of women and men in decision-making institutions is an issue constantly updated, especially when conducting elections for representatives in centres such as parliament and councils of local authorities. In Cyprus, women are more than half the population and the electorate, however, their participation in decision-making remains limited. Democracy does not exist without the equal participation of all citizens. In Cyprus, the under-representation of women in institutions is a serious obstacle to

the proper functioning of democracy and undermines any attempt to promote a more open and participatory democracy. Political parties and the state have, in my opinion, the main responsibility! Political parties and the state have the power to make decisions about who is on electoral lists and who is appointed in various institutions and on other key positions. Women in power ful positions should promote the right of women to equal participation in the political life of Cyprus and should work for the equal representation of women in decision making positions. Words and promises at various events no longer suffice. They should implement practical projects and incrporate solid steps on ground to change the prevailing culture of parties and institutions. Cyprus has a culture that excludes or restricts women in the political and electoral process. The conditions and rules of the political game have been for decades and do not favour any female presence. On the contrary, all advocate the exclusion, despite the fact that it is a part of both, the constitutional mandate and an array of international and European conventions which have been ratified by Cyprus Republic, that the participation of women in the sense of equality of citizens should be ensured and they must be given equal opportunities (Webster, 2005). So it is an undeniable fact that the participation of women in different electoral processes in Cyprus is not the way as it should be. Since the numbers themselves have incredible strength, let's talk numbers. Only four out of 87 women candidate Mayors are candidates for office in the upcoming municipal elections, while out of a total of 1,850 candidate Municipal Councillors only 400 (21.5%) are women. Regarding the House, the representation of women in Cyprus ranks 25th out of 27 Member States, only Malta and Hungary pass Cyprus (USHRR, 2008). In the parliamentary elections of last May, the participation of women in electoral lists of candidate MPs decreased to about half compared to the parliamentary elections of 2006.

According to the statistics available, there were only 98 women candidates out of total 412 candidates for the 56 seats in the House. On the other hand, in 2006, there was a total of 113 women candidates for the seats in the House. However, the results of last May were very unfortunate, only 6 women candidate obtained seats in parliament, that is only 10.7% , which means an approximate 3.9% decrese from 2006 parliamentary elections results which were 14.6% (USHRR, 2008). Negative development report emphasises the OSCE delegation, who visited Cyprus for the period of the recent parliamentary election, noted that women are at a disadvantage compared to men in terms of Eligibility in Cyprus. The problem of course lies not only in the House of Representatives, but for all the elected institutions of state and society. The situation is similar in the case of appointments organ formation and policy making (ECHR, 2006). The balanced participation of men and women in political and public life is not a matter of course only numerical equality, but on a broader range of social issues. The balanced participation, sought the assistance of the state to overcome the discrimination that the political right of women representation in institutional policy to come from the theoretical to the real dimension (Balswick, 1978). A typical situation is the position of Ombudsman, which argues that despite the good international binding for gender equality, in specific sense, equal participation of women and men in decision-making is still just a hope yet. According to the Commissioner, the problem is linked to the causes of gender discrimination pertaining to ideological, historical, sociological, economic and social factors, with deep roots, which have shaped and consolidated standards, perceptions and prejudices with strong resistance that impede and hinder reducing discrimination, much more to eliminate them (Kunz, 1973). So we need to act in practical ways to cultivate a social conscience in our nation that is a matter to be thankful to women. It is the duty of the state to consider women perfectly equal toh men. A measure (not grace) as quotas and should we

all push towards quotas should devise a plan of action that involve all political parties and other organisations (Loizos, 2007, 86-107). Research has recognised, that to achieve this gender balance, it is useful to take positive interim measures to reduce the inequality which exists. The import quota is a positive distinction which motivates half of the population to participate actively in social and political life of the country and even reverses in terms of physical presence in places where decisions are taken the stereotypical male political. For purposes of practical contribution to the achievement of gender equality, the integration of a gender perspective in the criteria used by the political parties for the preparation of ballots is required (Loizos, 2007, 86-107). It is often said that the reduced representation is logical consequence of the low mood for engaging in political activity shown by women. Here, however, we have a pattern that explains the lack of representation, leaving unexplained the low overall participation, while both of these aspects of women's political presence equally require interpretation and no one explains the other. Furthermore, we could reverse the implication explaining as little involvement goes with low representation in positions of responsibility. It is clear that the reduced participation, along with the reduced representation is testament to the social marginalisation of women, and that there should be even a quantitative balancing. An additional point is that the political structures and decision-making processes inherent authoritarian and hierarchical relationships, and this could lead us to the position that women as a collective subject, not because they lack power involved there, but do not participate because they have no power . So be claimed if some measures in favour of women, we must first ensure their participation (Loizos, 2007, 86-107). Not arguing that quotas or positive discrimination is any radical measures for the elimination of slavery, but it is a positive discrimination for declarative conception of democracy support, giving incentives to half of the world to participate actively in social and political life, providing most women the information required to ensure that participation is interesting even to the level of physical presence in

places where decisions are taken the stereotype of the "political male." It gives another meaning to the concept of active citizenship and actively denies the bourgeois conception of alleged "merit-based" staffing (staffing and NO) of the ladder. The introduction of a quota, then, at 50%, and not less, not only justified by the difficulty to achieve the ratio of the population is without any kind of panacea, answers to some of the demands presented more fully elliptic above. This is pushing the party itself to shape the way of his work, so he is more suited to an increased female representation (Uludag, 2005). It is "obvious that the absence or partial presence of women in key decisionmaking bodies prevent the mainstreaming of gender in these critical spheres of influence. Simultaneously, the lack of standards for women is a serious issue that arises from representation in the various areas of political life. In any democratic society the political decisions should reflect the interests and values of all citizens, which is not the case today when more than 50% of our population are women and are not represented. Standards are an essential component for the socialisation of girls raised in a deeply patriarchal society (USHRR, 2008). The equal participation of women in all spheres of economic, social and political life is undoubtedly a basic principle of democracy with fundamental value, which aims to preserve the social fabric of each place. However, despite the progress achieved in recent years, according to the statistics, women in Cyprus are still under-represented in decision-making, although they are the majority of the electorate. This is due to a host of reasons such as lack of sufficient financial resources to support their application, non-support of political parties, nonsupport and promotion by the media. Most importantly, however, obstacles encountered by women in their election is both a lack of time due to the multiple roles they are to perform, whether as mother, spouse or the worker and the man who has undertaken to look after their elderly parents and due to other gender prejudices deeply rooted in the historical and social perceptions of traditional roles between men and women (UNSG, 2005).

Here perhaps we should emphasise that the phenomenon described is unfortunate. Women are under-represented in all areas of economic, political and public life and decision-makers. Indicatively 82% of the political centres and institutions worldwide comprise of men. In Cyprus, the female representation remains degraded in all areas, accounting for only 14% in the House, 21% in business, 18% in senior management positions and 19% in local government. We have only one female mayor-to see, in a few days, in this municipal election what would happen-and there are several municipal councils without female participation (UNSG, 2005). At this point it is worth mentioning that in March, the European Ministers for Employment and Social Affairs Committee approved a revised Pact for Gender Equality, which aims to increase the presence of women in decision-making, while avoiding to impose quotas throughout the EU (Webster, 2005). The Policy Council of Employment and Social Affairs called for action at the national level by 2020 "to promote the equal participation of women and men in decision-making at all levels and in all fields", according to the text adopted by the ministers. However, the gender gap remains wide in the EU. The EU's statistical office Euro stat, estimates that women in the EU are paid on average 1/5 less than men for the same work (Wolff, 2004). Female unemployment is also higher than that of men. They are even fewer toplevel positions in the economic and political sphere. Only 3 heads of national governments in the EU are women-Angela Merkel in Germany, Mari Kiviniemi in Finland and Iveta Radicova in Slovakia. Women generally are under represented in the national parliaments of members of the EU, with rates of less than 10% in countries such as Malta and Hungary mentioned earlier and just above these two countries is Cyprus. Women 'rarely' hold top positions in the private sector. According to Commission data, only 3% of the boards of companies are women. To address this gap, the Commissioner for Fundamental Rights, Viviane Reding has proposed the introduction of sex quotas in July at EU level to increase the participation of women in decision

making bodies. The proposal was not adopted by the ministers of the EU "We talked about the issue," admitted the Italian employment minister, Maurizio Sacconi, at a conference after the meeting of the Council. The Pact for Gender Equality does not make any reference to quotas (Hampson, 1996). But many states are moving in this direction. Measures to increase participation of women in the private or public board companies have already implemented or taken in Spain, Italy, France, Germany, Belgium and Austria, according to an official of the Commission. 5.12 Reliability, validity and general application of results (To be discussed after interview transcription)

CHAPTER 6 CONCLUSIONS AND RECOMMENDATIONS

6.1 Conclusion The Commission is committed to combat gender inequality in terms of wages, salaries and equitable representation of women in leadership positions and decision making in both, public and private sectors, using all possible means including the legislation. The Commision is also fighting for ensuring fundamental rights of respect and access to health care for women while also ensuring elimination of harmful practices for gender suppression. As far as employment of domestic workers in Cyprus is concerned, the contracts are not based on the needs of the domestic market rather they focus on the needs of working women of the island. As mentioned above, the contracts are not designated by the Ministry of Labour and Social Security, but the Home Office which means that domestic workers will be paid less and upon leaving Cyprus, they would not receive social security contributions. These contracts also prohibit the workers from civic participation and their involvement in political activities. The immigrant women in Cyprus are treated as a special group which, during the migration and integration into the host country, is facing additional discrimination and victimisation because of all the known issues related to gender. The Cypriot government has not adopted any specific policies or strategies regarding the integration of immigrants into the workforce. Also, there are deficiencies in both legislative and institutional framework with regards to the issues of implementation and compliance with the terms and conditions of employment. Employment contracts relating to immigrant women working as housemaids and those working with other women as artists or workers in the entertainment, are

determined by the Ministry of Interior without the consultation of the Ministry of Labour and Social Insurance. In the end I would like to add that gender issues are not just feminine affairs rather they are concerns of the society as a whole. Gender equality, more than a simple target, is the key to achieve other goals such as poverty eradication, promoting development, and building good governance. It is the prerequisite for a better world. Ensuring gender equality is the obligation and responsibility of all of us.

6.2 Recommendations In order to help women actively participate in the labor market following reccommendations have been proposed: The existing inequalities between women and men should be eliminated through policies on gender equality. This will lead to development and full exploitation of the potential workforce available in market. Consequently, contributing to the success of reforms in employment policies. Rigorous efforts should be made to eliminate gender disparities in employment policies, procedures, contracts and terms and conditions in order to ensure better jobs for women and reducing poverty. The pay gap between the sexes should be reduced and the fight relevant aition19 must remain a priority. The action in this area should involve all stakeholders and combine all available means, including effective implementation of existing legislation, assessment of wage systems with transparency, increased awareness, combating stereotypes and reviewing the classification of professions.

The tax and benefit systems should provide financial incentives for both, women and men, so that they enter the labour market, remain in and return to work. These systems must be reformed, where necessary, to remove financial disincentives for participation of those people in the labour market who help secondarily to the household income and who mainly care for dependents. Reforms in the tax and benefit system should also be made to ensure equal economic independence for women and men, as well as the securing pension rights.

To reduce the negative impact of financial crisis on equal participation of women and men in the labour market, the policy makers of the labour market should establish their political responses based on a labour market analysis that takes into account gender equality.

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APPENDICES
The interview with one of the head members of the Human Resource Development Authority
According to your opinion, which are the main problems women facing the labour market of Cyprus? There are still a high number of women that are inactive in terms of employment. What do you believe are the reasons for this? In the organisations webpage as I have read, there is a plan about the inactive women workforce and a plan about the reinforcement of womens business dexterity. Could you please give me further information on the aforementioned plans? Do many women respond to the programmes? Is the number of women that benefit from the programmes is successful? What are the obstacles that the organisation is confronted with regarding the implementation of the programmes? Does the organisation cooperate with the employers? May I also ask do you also support women in being employed by businesses by discussing with the employers the opportunities to be given to more women to be employed by them? Do you also inform and sensitise employers on gender equality? As an organisation how much do you believe that you have contributed in the enhancement of the position of women in the Cyprus labour market? As an organisation have you done any surveys proving the effectiveness of the services you offer? How are people, particularly women are informed about your services offered?

Interview with the head member of the Gender in Employment and Vocational Training Committee of the Ministry of Labour and Social Insurance
Which do you think are the main challenges that women are confronted with in the labour market of Cyprus? As an organisation what is your belief on how much you contribute in the improvement of the position of women in the Cyprus labour market? As I have read from your website, you receive complaints by women? May I ask what kind of complaints you receive. Are there specialised people offering your services? What other actions are taken by your organisation for enhancing the position of women in the Cyprus labour market? Do you believe that a satisfactory of women knows about your organisation and the services offered? What are the obstacles that the organisation and the service offered are confronted with? As an organisation have you done any surveys proving the effectiveness of the services you offer? How are women informed about your services offered? Do you also inform and sensitise employers on gender equality?

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