Get ready for the next online discussion on Gender equality and adult learning
On Wednesday 30 October 2024, from 10 am to 4 pm CET, EPALE will be hosting an online discussion on Gender equality and adult learning, analysing current trends and best practices with a view to the EU's efforts to bridge the gender gap.
We will kick off at 10 am CET, with a live-streamed exchange between experts and will continue the conversation with EPALE users in a written discussion in the comments section until 4 pm CET.
The live stream session will feature Sylvia Liuti, Gender equality expert, Director of Internationalisation and EU projects management at FORMA.Azione and Honorary Member of the Gender Equality Task Force by EAEA-EfVET-EARLALL, and Piotr Sadowski, Secretary General of Volonteurope, Vice-President of the Conference of INGOs in the Council of Europe and Former President of the Social Platform; it will be moderated by Andrea Lapegna, Deputy Director of the Lifelong Learning Platform.
What we will discuss about
The European Pillar of Social Rights Action Plan has indicated that 60% of adults should participate in training every year by 2030. While this is a universal goal that Member States strive to achieve, lifelong learning requires a gender-sensitive approach in line with the current gender-based inequalities in education, training and employment.
Today we see general inequalities in enrolment, participation, employment, etc - and most of them are sector-sensitive. For example, women dominate among education, health and work graduates, while they only constitute 13% of graduates in STEM VET (European Institute for Gender Equality). According to recent studies, women participate in adult education in Europe, especially informal provisions, at a higher rate than men. However, enrolment numbers are not followed by the same employment figures. For instance, according to the European Commission, there is an inequality in the EU in the number of working citizens, with the rate of working men in 2019 (79.0%) being 11.7% higher than that of women (67.3%).
Lifelong learning is instrumental in women’s reintegration into the labour market following a career break due to care responsibilities or health conditions. It can be a catalyst for greater gender equality provided both women and men can access it despite work and family constraints. However, lack of time or financial resources can significantly hamper access to adult learning and training and inhibit certain groups of women and men more than others.
Through this online discussion we aim to disclose some of the figures on gender (in)equality in adult education and training. We also aim to uncover what works and what doesn’t, with the goal to inspire the transfer of good practices in other EU territories.
Athugasemdir
How women are becoming successful in technology
I would like to share the good practice implemented in Latvia by the society Riga TechGirls. RTG is an inclusive COMMUNITY EMPOWERING through TECH, promoting DIVERSITY ang challenging stereotypes for a BETTER FUTURE. RTG wants improving equality and inclusion by developing digital skills. Because there is a stereotype regarding technology that it is difficult for women to learn and apply it at work. RTG offers IT skills courses for women and invites them to trial classes before the courses. Riga TechGirl implements a mentor program that provides support to women during their studies. Women who study in this program solve a specific, real problem, work in a team, learn skills that can be included on a resume and demonstrated to employers. They get advice from mentors and can share their achievements with them. After completing the course, women have the opportunity to participate in online Q&A sessions and call-in evenings that provide one-on-one support. It is a great opportunity to regularly update your skills to compete in the job market. Many women who have achieved success after the courses become new RTG mentors.
reflections
A common view: women and men are equal. Women are more likely than men to go to university, to take a more active role in improving their professional qualifications, change their specialition more flexibly. They take any job to support their families. However, women are more likely to suffer redundancies, receive lower wages, and employers prefer men when choosing employees (they have children, after all). Archaism. Unfair.
Discussion page
Dear All, thanks for your comments!
Make sure to go to the discussion page, where you'll have the chance to exchange your views with other community members:
https://epale.ec.europa.eu/en/discussions/gender-equality-and-adult-learning-current-trends-and-future-outlooks
All the best
Sara - EPALE Team