By Nagy P. T.
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Sample text
Currently, these changes are held back by interconnected barriers at different levels, from the level of individual identity to societal norms, as we have begun to illustrate in this paper. In particular, persistent workplace assumptions about work and ideal workers reinforce and reproduce gender inequities and prevent reciprocal changes between men and women. The intensification and invasiveness of work in the contemporary global context exacerbates these processes. For this reason, solutions to issues of gender inequity in reconciling paid work and family will not be achieved byattention to the situation in Europe alone.
Note 1. This was the International Social Survey Programme (ISSP) 'Family 2002' module that has been drawn upon in a number of chapters in this volume. For a description of the ISSP programme, see lowell et a1. (1993). 2 Evolutions and Approaches to Equitable Divisions of Paid Work and Care in Three European Countries: a Multi-level Challenge Richenda Gambles, Suzan Lewis and Rhona Rapoport Despite growing numbers of women in the labour force, and varying national policies and workplace policies developed to support the reconciliation of paid work and family life, progress towards gender equity remains uneven and painfully slow across Europe.
However, the growth in women's employment has been mostly in terms of part-time work (OECD, 2001). , 2003). Workplaces As in the UK, the tendency has been to encourage, rather than legislate for, workplace change. There is much discussion of flexible work arrangements, but policies are most likely to be developed in large organisations, especially in the public sector or where women's labour is needed, and are also more likely to be taken up by women, leaving workplace cultures and structures unchanged (Den Dulk, 2001).
