1. UNIVERSITY OF WARSAW
FACULTY OF MANAGEMENT
WHY ARE WOMEN LESS VALUABLE AND
PROMOTED IN EU?
Class: International Management (Erasmus)
Student: Katarina Kokoškova

2. 2
Content
1 POSITIONING WOMEN IN THE LABOUR MARKET ..................................................................... 4
1.1 Womenin the labour market in EU ................................................................................. 7
1.2 Gender pay gap.............................................................................................................. 7
2 CAREER AND WOMEN...........................................................................................................10
2.1 OPPORTUNITIES OF CAREER DEVELOPMENT...................................................................11
2.2 IMPROVEMENT OF CAREER OPPORTUNITIES FOR WOMEN..............................................13

3. 3
Introduction
Real democracy is consider to be a term, which might be successfull, if women, who
create majority of world population, will be adequate represented in decision processes and in
social practices. However this rule nowadays is not relevant and there is no real democracy at
all. Therefore positioning of women in the labour market is supposed to be the most important
issue and interest in many societies and companies.
At current times job is considered to be phenomenon for all of us in terms of different
view of women and men. Problem is pointed out at fact, that we do not often their view on a
given job. Man interested in working is supposed to be more safisfied and confident in
compare to another man, who is going to work from one reason – to earn money. Situation is
closely connected with postioning of women, because many people think, that women’s job is
related to rest of earning money from men. Thus, men are often said to be people, who lives
for the job, earn money and could stay in work much longer hours, in order to be promoted.
On the other hand women are considered to be people, who are likely to be seen in activities
like caring of the children, commuting to and from school them and last but not at least they
are connected with routine duties in family life. For instance they must cook for the family,
ironing, cleaning the house and so on. Men’s duties are closely connected with repairing
domesic things, electricity and in better case the maintaing finance for the family. Situation
about finance might be a little bit controversial, because there is a tendency of moving finance
from men to women. We may specify one important example, when men are going to work,
in order to earn great deal of money, however this money are often transformed into women
duties. This is typical example how family life works. Women can not afford to work longer (
even though they want) or they are asked by less prestigious positions such as asistent, HR
department and helping administratory duties in office.
The main purpose of this work is description of women in their career. Thus we wanted to
deducate about possibilites and bariers in careers for women, describe a situation related to
gender equity in European Union and last but not at least using mentoring and couching in
companies.

4. 4
1 POSITIONING WOMENIN THE LABOUR MARKET
Women labour force is considered to be nowadays very spreaded issue. Although the
facts that number of women is being increased in many countries, not to mention the
workforce of 40% employees created by women, the number of employed women in
managerial positions has not so positive effect. Caring in the society is not valuable enough.
In fact there is a tendency of ageing of people in the world.
The main reason stem from the recent decades, when people believed, that their
prestige and self-respect may be derived from their work and way of working. Situation
around women in the labour market is being truly very alarming. They are often being
underestimated in many work activities due to their maternity duties. Inspite of existing great
deal of laws related to gender equity, employment of women in European Union, it does not
equal to social practice.1 Women in labour market may be derived from three different
levels. Macro level is focused on general features of society indicated by statistics whereas
micro level is based on individuality and meso level on organisation and workplaces. Based
on that workplaces are being often divided into masculine and feminine. It is very unlikely to
see a women working in army or men working as nurse. All these facts may be influenced by
one simply term of stereotypes.2 Steretotypes are usually defined as ,,characteristics ascribed
to groups of people involving gender, race, national origin and other factors.” 3 These
characteristics are considered to be oversimplificated of the groups involved. They started to
influence our work from child. Girls are supposed to be more polite people caring of the dolls
and playing as a family whereby boys are likely to play with more dangerous toys connecting
with mental or physical force. These situations are reflected into working life.
There are a lot of analytics with different opinions on this topic. For instance, Hakim
characterized women work as work with low wage, flexible working hours and better work
climate. Other theories implies that women prefer women work from one important reason
which is connecting with long term orientation of women. Therefore we often see women
1 KVAPILOVA,E. – PORUBÄNOVA,S. Nerovné cesty k rovnosti.Bratislava: 2001.
2 MATS ALVESSON, YVONNE DUE BILLING. Understanding Gender and Organisations.2009. 2.Januar
2015
3 RACE RELATIONS EXPERT – What is a stereotype.ABOUT NEWS. 11.Januar.2015. Available on the
website <http://racerelations.about.com/od/understandingrac1/g/WhatIsaStereotype.htm>

5. 5
working with children, in public health and at human resources department. Women work is
more connected with family duties or part time work.4
The biggest impact on women work has especially its historical perception. Women
work was considered to be work related to house working and caring of children. Situation is
strongly influenced by social rights. Social rights may be definedas those that are necessary
for full participation in the life of society. They include at least the right to education and the
right to found and maintain a family but also many of the rights often regarded as ‚civil’
rights: for example, the rights to recreation, health care, privacy and freedom from
discrimination.5 Based on that creating of social rights refers to concrete status or role. We
may then specify work as follows paid work and unpaid work. Unpaid work strongly
connected with social rights because women often represents the role of ability of giving
birth. Everything may stem from patriarchal model, which describes women only as house
workers, whereby men are supposed to be entrenched to work process. Therefore women are
likely connected with routine activities such as cooking, washing, ironing, shopping. Men are
being in charged of small domestic unregular work, so they are considered to be the main
people earning money. In order to have better situation women should more participate in
labour market, however many critics have an opinion, that women will be employed in two
workplaces - working and domestic activities. 6 Men are connected with these routine only 7
hours per week, so they are able to work in the company much longer and they could take
some overtimes. Based on that we may conclude, that 80% of all unpaid work is managed by
women.7 Apart from that women often fight against gender segregation. We may find only
11% women working at higher position in famous companies. However women in Slovakia
represents 18% in leading position. Reason for a given situation stem from less number of
companies that have business there. There is still an issue of horizontal and vertical
segregation. Thanks to horizontal segregation women might be seen in industry characterized
as less prestigious, less valuable and educative. Therefore women might be seen in segment of
healthy care industry or in school.
4MATS ALVESSON, YVONNE DUE BILLING. Understanding Gender and Organisations.2009. 2.Januar
2015
5 SEE OFF CHANGES – What are social rights. 15.1.2015 Available on the internet
<http://www.seedofchange.ceipes.org/index.php/what-are-social-rights>
6 KVAPILOVA,E. – PORUBÄNOVA,S. Nerovné cesty k rovnosti.Bratislava: 2001.
7 EUROACTIV- Zeny budu niest coraz vacsie bremeno. EUROACTIV.26.04.2010 – 15.1.2015. Available on the
internet<http://www.euractiv.sk/ekonomika-a-euro/clanok/experti-zeny-budu-niest-coraz-vacsie-bremeno-
014982>

6. 6
As already mentioned, even though women are catching up they are still
underrepresented in managerial jobs. This means a strong gender gap in terms of formal
power and authority, high incomes or high status. There are many explanations for the small
numbers of women at the top position. Mats Alvesson and Yvonne Due Billing classify many
reasons of limited number of women. First very important reason may be seen in
education. Investments in education, trainings and workshops are seen as key factor behind
the career. However women’s disadvantaged position in labour market is attributed to less
relevant education and lacking qualified work experience. Men are better awarded for this
kind of job due to receiving more education trainings. According to some research women are
likely educative in education sector, health and humanities sector and social sciences. On the
other hand women receive less education in engineering, technique sectors and science.
Another reasons explaining the limited number of women is connecting with unfair
assessment centres. Many job offers often call for more qualification than necessity. In fact
women are considered to be disfavored because they seem to take seriously. Third reason is
connecting with career trajectories. If women are appointed managers, they are often placed
in less prestigious positions, where competition is weak. These positions are considered to be
less challenging with limited values. Women are seen to be more sensitive in order to work
their long term career. Fourth reason explaining limited number of women in the labour
market is work family imbalance. Many researchers have pointed at importance of work
family connection, which disfavor women. Women are considered to be less mobile due to
their family duties, which often take position of longer work days, more travelling or more
commuting from one place to another. 8 Therefore there is unlikely to find women in difficult
kinds of jobs. Women often reach better education than men. According to statistic portal
great deal majority of women is awarded by master degree. The amount of educative women
is rapidly increased than men. However their chances of being employed is less and therefore
we may find many women in less paid jobs with no necessity university qualification. On the
other hand, middle and lower education are characterized with higher number of women.
Based on that we may conclude, that women would rather prefer more education for future
job, instead of being unemployed. (see the attachment A in the end of document)
8 MATS ALVESSON, YVONNE DUE BILLING. Understanding Gender and Organisations.2009. 2.Januar
2015

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1.1 Women in the labour market in EU
We may see gender inequity in almost every developed countries in Europe.
Increasing number of women in the labour market belongs to one of the problems that
international market face in current times. Situation had already been starting to build in the
past. Men always represents higher position whereby we could find women only in some
small position. The biggest impact on a given situation stem from historical standings. World
war II brought a little bit better situation, because men were participated in, so women could
work. However when these war times finished women turned back with status of domestic
women again. There was no possible work for women at that time. Problem of women
unfortunately is nowadays in whole European Union, where number of women in the
countries is much bigger than number of men. However we do not count this number with
number of employment of women. According to Eurostat statistics the biggest distance
between employment of women and men in developing countries like Malta, Italy, Poland,
Luxemburg, Greece, Czech republic and Slovak republic. There are only few countries
exceeded the number 70% in term of employment. These countries are in north of Europe, for
instance Sweden, Finland and Dennmark. The situation is emerged from better connection of
work life and family life for women. (see the attachment B in the end of document)
Problem of employment women has impact on part time employment. As we may see
in following table the biggest number reach Netherlands and Sweden is not the dominant
country like in previous table. Part time women represent very weak index almost in whole
EU. As we can see in following table, this index is being generated the value less 50%. The
important factor of a given situation implies in parenthood. There are less possibilities of
quality social services for children. Women must face the problem whether they want to be
focused on their career or to have a family(see the attachment C in the end of document)
1.2 Gender pay gap
The most likely situation in which gender equity can be influenced in work process
has influence in wage gap. Nowadays it may be spreaded in almost every country in European
Union. From the following table we conclude that biggest difference between wage of women
and men might be shown in countries like Slovakia, Czech republic and Estonia, whereby the
lowest difference is in Slovenia. These numbers are strongly connected with term of
segregation. Therefore countries with higher gender pay gap may be characterized as

8. 8
countries of higher segregation in the labour market (see the attachment D in the end of
document).
Gender gap pay with it main focus on difference wage between men and women is
considered to be phenomenon in current time. Everything stem from an idea of same work is
equaled to same reward. There are being existing great deal indicators describing the situation
related to pay gap. The biggest difference is concentrated on difference between wage and
salary. According to some research there was founded that average women’s salary could be
defined as ¾ of men’s salary. As we can show in following table difference between hour’s
wage is almost negligible compare to difference between month’s salary.
Year Wage/Salary Women (€) Men (€)
2010 Hour’s wage 4,37 5,51
Month’s salary 709 941
2011 Hour’s wage 4,50 5,63
Month’s salary 732 966
2012 Hour’s wage 4,66 5,86
Month’s salary 761 1003
2013 Hour’s wage 4,85 5,95
Month’s salary 791 1021
Table1 Average salaries and wages of women and men in Slovakia during period 2010-2013
Resource: Statistical website of Slovak republic
Similarly we may have a possibility to look at the division of job spheres. The biggest
distance between men and women is shown in Information and Comunication industry. For
better understanding this is industry related to not only IT, programming, but also reporting
system in banking as well. Therefore we may find large number of women working in this
industry. More controversial point points out at healthy care industry, where men’s salaries
reaches bigger amount than women, although this part of labour market is mainly
concentrated on women. The main reason for a given situation stems from large number of
men working as high-qualified specialists in healthy care industry, whereby women are often
shown especially in less difficult position such as nurse. Therefore men have a tendency to
keep popularity among people. There are also jobs with almost same pay conditions in jobs
related to administrative and supportive services. However women are likely to be chosen in
these positions due to ease of job connecting with routine activities (see the attachment E in
the attachment in the end of document)
Regarding the differences of salaries in compare with age, there are interesting facts.
The biggest pay gap might be shown between the age 35-44, which is consider to be an age of
productive men in career. Reason for a given situation may be affected by critical period of

9. 9
women as they obviously return back from maternity leave and try to following their previous
career goals or positions. On the other hand men is being still in working process, so his
career is not stopped.
As we had mentioned gender pay gap is nowadays one of the issue that European
Union is still being facing. There are a great deal of factors influencing given situation. At
first, direct discrimation is followed by refusing women into work process due to their
progressed age or stereotypes. Therefore women are often less valued on same position than
men. Second influencing factor is underestimating work of women which is linked with
workplace related to similar skills and knowledge, however if women is accepted to this
position, her salary is smaller than men’s salary at same position. Differences in remuneration
in the labour market is being still influenced by segregation of the work. There are two types
of segregration – horizontal and vertical. Horizontal segregation may be understood that
women and men tend to be employed in different kinds of jobs. Women are considered to be
work in less paid jobs such as health care service, education and other services connected with
daily care. If women are appointed in other position they are enable to become manager and
lead a team. We may define this term in managerial literature as glass ceil or vertical
segregation, which is consider to be the biggest issue in the labour market. 9 Segregration is
often linked with traditions and stereotypes. Education of women might be often influenced
by their personal preferences, however big impact on it represents traditions and stereotypes.
We may find almost 55% women in university’s field such as mathematics, informatics,
however work with machines is still not be good represented by women. Due to existing these
traditions women are supposed to shorten their working time or they leave job in order to
care of their children.
According to magazine Feminists there are many factors which may cause glass
ceiling10:
 Old boy network is strong – it is considered to be bunch of guys sitting together
around table. Shortly it may be understood in a way of promoting into management, when
male corporate leaders tend to select people as much like themselves as it is possible. Men
would rather select former colleagues and old school ties than women.
9 YOUTUBE VIDEO- SHORT STORY ABOUT GENDER PAY GAP VIDEO. YOUTUBE.15.2.2012 –
15.1.2015. Available on the website https://www.youtube.com/watch?v=hoAWOlL2RIo&x-yt-
ts=1421828030&x-yt-cl=84411374
10 FEMINIST MAGAZINE- Empowering women in business. Feminist majority foundation. 2014. 12.Januar
2015 Available at the internet http://www.feminist.org/research/business/ewb_glass.html

10. 10
 Sex discrimination is pervasive - many women do not consider family duties the
biggest obstacle in advancing their career but majority of them claim that their barriers are
related to their gender such as male chauvinism and simply fact of being woman.
 Sexual harassment is widespread – it is considered to be the serious problem which
is always complaint by women. Although more than 66% of women are considered to be
victim, but only 20% of them lose job due to this factor.
Last but not at least, Warren Farrel, the author of publication Why men earn more,
describes that men are choosing for better career, higher salaries whereby women prefer to
have family. Farrell explains that importance of earning money is controversional as many
women decide on purchases. In fact there is a small process of transforming money from men
to women. However Farell’s explanation has never been proved, although they keep
popularity. 11
2 CAREER AND WOMEN
Women represent especially managers at 1st line or 2nd position. According to some
research women represent only 3 % of CEOs and less than 15% of corporate executives at top
companies. The main problem for women in the companies is focused on top management
position. Situation is very alarming especially in managerial levels, where men significantly
reach higher career satisfaction than women. On average, we may point out at situation
related to overall advancement, when 37% of men are being very satisfied compare to only
30% of women. On the other hand if we compare situation at the entry level, there is
significantly no difference between men and women. 12
There are better chances for women, who wanted to be employed until they reach 25
years due to of maternity duties, whereby men could work on their careers immediately after
their graduation. However companies are mostly interested in employing men between the
age 30 and 35, because they are able to be in work time during their leisure time.13 According
to a given research employers are less interested in basic education of potential employee.
11 CVIKOVA.JANA. Aka praca taka placa.ASPEKT. 2007. 3.1.2015
12 HARWARD BUSINESS REVIEW- Women in managemnt delusion of progress March 2010. 15.1.2015
Available on internet <https://hbr.org/2010/03/women-in-management-delusions-of-progress>
13

11. 11
Women have better chances to be employed by a company. On the other hand the biggest
distance between education women and men the companies make in university degrees.
However people do not finish their education after reaching primary education, because they
would like to reach some university degree in order to have better chances to find well paid
job. Based on that women are considered to be less favourably in labour market. The most
endangered groups are especially mother with children, single mothers, women without
practice or women with lower education.14 Great amount of companies either wanted to avoid
these women due to maternity duties or they do not offer any support. On the other hand
companies with main focus on pro family life are especially from public sector, education and
public affair.
Problem of women career is not related only with bad working conditions in the company, but
it is influenced by characteristics of women’s skills. Internet magazine Profit (in Slovak
version ZISK) classified some important features, which make women unattractive in the
company:
 Women are too slenderness – Women are convinced about their results, so they are
not able to ask any reward for it. On the other hand men likes awarding their works publicly.
 Women are too shy – They afraid to have debate related to higher position with
manager.
 Women would rather to be quiet – They do not often speak about career with their
team workers, whereby men are supposed to be more active.
2.1 OPPORTUNITIES OF CAREER DEVELOPMENT
When people seeking a job, they often looking for companies that offer training
programs and professional development opportunities. One of the discipline dealing with
career is named as career development. It can be defined as an ongoing process of managing
our lives, learning and work. It involves developing the skills and knowledge that enable us to
plan and make informed decision about our education, trainings and other career
choices. 15 The main importance of career development implies in creativity of life by
supporting knowledge, skills and other experience we gain from different places. There are a
lot of people called career development professionals with appropriate skills, knowledge and
14 PROFESIA – O muzov je najvacsi zaujem do 30 o zeny do 25/03.11.2011. 11.Januar 2015 Available on
internet<http://www.profesia.sk/info/tlacova-sprava/o-muzov-je-najvacsi-zaujem-do-tridsiatky-o-zeny-do-
dvadsatpatky>
15 EDUCATION GOVERNMENT – Career Development. 2015. 20.January 2015 Available on the internet
< http://www.education.gov.au/career-development>

12. 12
experience refering to assist you with your career development needs. These people are
considered to be helpful especially for young graduates, mothers with children and
everybody, who have some problems with finding a suitable career. Following web define
Education web is explaining this as follows career educators, career information specialists,
career management consultants, work development officer or placement coordinator. We may
divide career development into two categories as follows career planning and career
management. In order to develop career employers should provide some trainings for
employees. Lifetime education belongs to key assumptions for rapid career development.
Education possibilities can be distinguished in two ways. On the job education refers to
mentoring and couching. Mentoring has been considered to be a professional implement since
childhood. Thanks to mentoring we are able to gain wide range of knowledge and skills for
the future career. Therefore mentoring might be defined as a process between mentor and
mentee, whereby mentor tries to support learning process of mentee. There is not adjust
concrete goal so it is not limited by time frame.16 However mentoring and couching do not
mean the same thing. Whereby mentoring is more focused on work between two people,
couching may be understood only with some goal.
Mentoring programme is focused on women and men very differently. They alike say
they could get valuable career advice from mentors, however men are considered to be much
sponsored than women. Women explain how mentoring relationship help to better understand
their preferred styles of operating and some ways they could change when they move up the
leadership pipeline. On the other hand men often tell stories about helping mentors or bosses
to create plan their moves and take charge in new roles, in addition to endorsing their
authority publicly. However when women are the most likely to need sponsorship which will
help them to higher position they may be least likely to get it. The only reason for that is
women are still perceived as risky appointments for such roles by often male domination.
Besides on the job education there is also possibility of gaining education out of job
environment. Companies uses this method more effectively. We may specify different forms
of this education for instance lectures, courses with certificates which guarantee better career
development.
Companies give opportunities for employees to use some symbolic things like car,
notebook, own office, mobile phones, higher credits and higher salary in order to maintain
16 KARIERA IHNED – Jak vyuzivat v organizacii mentoring 13.Januar 2012. 12.1.2015. Available on
internet<http://kariera.ihned.cz/c1-54408230-jak-vyuzivat-v-organizaci-mentoring.

13. 13
employee. Last but not least an internet is considered to be the most useful implement in
current times.
2.2 IMPROVEMENTOF CAREER OPPORTUNITIES FOR WOMEN
Finding a balance between family and work life is problem in many countries. Work
has the place in formal aspect whereby family plays role in informal aspect. Both terms are
connecting with career of women. Based on that we specify positive and negative impacts of
finding a balance between family work life. Typical negative aspect stem from time difficult
work which has an impact on arguments in private life. However women who are maximalise
resistant to work they can not find time for their family. Third negative aspect is connected
with transforming of work customs for example men transform their leadership or women try
to have leadership skills into private life. The interesting view can be found in index of
tireless of women, because women are unable to manage all work duties with family duties.
There are a lot of opportunities how to improve career development for women in
order to manage work and family duties. The most important implement is to create more
part time jobs for women. The most useful type of part time job would be preferred as work
for 4 or 6 hours per day. Women could then participate in work and family duties. Nowadays
this kind of job is missing on the labour market. If companies have an offer, they usually
characterized part time job as job of lower education with no high salary. The second
opportunity how to combine work and family duties is job sharing. Workplace is then shared
between two employees in term of cycle 4+4 hour or 6+2 hour. It is supposed to be kind of
work when job place is shared between two employees especially in period 4+4 or 6+2.
Employees are obliged to organize their performance on their own. Third opportunity is
connected with fixed working time. It will help to guarantee better work life balance.
Employee must work within a month some number of working hours. There is also possibility
of working for pushing time, for example employee is obliged to work 40 hours within four
days. Thanks to developed information technology and people’s literacy the most spread
method in the companies is considered to be home office. It could make it easily plenty job
duties. This kind of job keeps popularity among employees and employers in the company.
Thus automobilism and travel costs might be decreased. However it brings disadvantage in
losing social contact at the department and it is very unlikely to think about spreading home
office. On the other hand home office may be supposed as a very good rule for future, because
there are some improvements in linking with fixed working time. Thus employee is able to

14. 14
adapt his working time with family duties, in order to be respective among other family
members. They are able to recognise women only like a mother, not employee. 17
The next important opportunity how to improve career for women is bigger engaging
of fathers in parental vacancy. It is considered to establish one month for father during this
period.
Due to the fact that men and women get the mentor in not same way, the another
opportunity how to improve career development for women is having better mentoring
program.
In current time the majority of international companies using Women network in
order to support women in career. It is all about growth. Women could cultivate their
leadership skills, business practices, personal contacts and career opportunites. 18 They are
meeting with another women, in order to change their working experience, how to reach
better qualification for the job and last but not at least how to fight against gender
discrimination, gender pay gap. Men are not allowed to entry this kind of group.
Last but not at least there is also opportunity of gaining more education. One of the
biggest advantage and weapon of women in the companies is their education. Therefore we
have been preparing for sneak attack at least last decade. In the last century majority of
students awarded went to men, but situation is rapidly changed. Nowadays there are women
awarded degrees from universities. Women should also keep in touch with the company in
order to be back for the same position.
17 Krizkova, Pavlica. Management genderovych vztahu. Postavenizen a muzu v organizaci.MP. 2004. 16.Januar
2015
18 GE Imagination at work – Women network.2015. 20.1.2015 available on the internet
<http://www.ge.com/careers/culture/diversity/womens-network>

15. 15
SUMMARY
In this work we specified the main consequences and reasons why women are less
promoted and less valuable than men. We found great deal of opportunites of improvent
career for women, however these opportunities are not used in practice. Women still work for
less money, do not occupy higher positions and are discriminated due to maternity leave.
Situation is very critical in almost every country of European Union. However countries with
higher number of employing women are not the equal to highest number of participating
women in part time jobs. European Union is also facing another issue – gender pay gap and
segregation of the labour market.
However women are underestimated, not promoted and less valuable not only due to
labour market situation, home duties, but also women are not so motivated to work, they are
shy to talk with managers about future career, they also do not spend time at some education
activities, seminars, workshops, where they can gain more knowledge. On the other hand men
are more active, in order to promote in their career.
I hope that this publication will help women to reach better working environment, high
salary and they will be comparable to men in the future.

16. 16
RESOURCESOF LITERATURE
GE Imagination at work – Women network. 2015. 20.1.2015 available on the internet
<http://www.ge.com/careers/culture/diversity/womens-network>
EDUCATION GOVERNMENT – Career Development. 2015. 20.January 2015 Available on
the internet
< http://www.education.gov.au/career-development>
KARIERA IHNED – Jak vyuzivat v organizacii mentoring 13.Januar 2012. 12.1.2015.
Available on internet<http://kariera.ihned.cz/c1-54408230-jak-vyuzivat-v-organizaci-
mentoring.
Krizkova, Pavlica. Management genderovych vztahu. Postaveni zen a muzu v organizaci.MP.
2004. 16.Januar 2015
PROFESIA – O muzov je najvacsi zaujem do 30 o zeny do 25/03.11.2011. 11.Januar 2015
Available on internet<http://www.profesia.sk/info/tlacova-sprava/o-muzov-je-najvacsi-
zaujem-do-tridsiatky-o-zeny-do-dvadsatpatky>
EDUCATION GOVERNMENT – Career Development. 2015. 20.January 2015 Available on
the internet
< http://www.education.gov.au/career-development>
CVIKOVA.JANA. Aka praca taka placa.ASPEKT. 2007. 3.1.2015
HARWARD BUSINESS REVIEW- Women in managemnt delusion of progress March 2010.
15.1.2015 Available on internet <https://hbr.org/2010/03/women-in-management-delusions-
of-progress>
YOUTUBE VIDEO- SHORT STORY ABOUT GENDER PAY GAP VIDEO.
YOUTUBE.15.2.2012 – 15.1.2015. Available on the website
https://www.youtube.com/watch?v=hoAWOlL2RIo&x-yt-ts=1421828030&x-yt-cl=84411374
FEMINIST MAGAZINE- Empowering women in business. Feminist majority foundation.
2014. 12.Januar 2015 Available at the internet
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17. 17
ATTACHMENTS ( STATISTICS FROMEUROSTAT)
ATTACHMENT A – Education of women in Slovakia
ATTACHMENT B – Women Labour in the Market in EU 2013
ATTACHMENT C – Part time workes in EU
ATTACHMENT D – GENDER PAY EQUITY
0
10
20
30
40
50
60
1 2 3 4
Elementary
Secondary
Grammar school
university
0
10
20
30
40
50
60
70
80
90
women labour in the market in EU
2013
women labour in the market
0
0.5
1
Netherl…
Austria
Germany
Great…
Belgium
Sweden
Luxemb…
Italy
Ireland
Denmank
France
Spain
Portugal
Cyprus
Estonia
Lithuania
Poland
Latvia
Greece
Finland
Slovenia
Rumunia
Hungary
Bulgary
Czech…
Slovakia
Malta
part time workers women in EU
2013

18. 18
ATTACHMENT E – Women in the sectors of labour market
0
5
10
15
20
25
30
35
Estonia
Austria
Czechrepublic
Slovakia
Hungary
Finnland
GreatBritain
Spain
Croatia
Netherlands
Cyprus
Sweden
Portugal
Greece
Denmark
France
Bulgaria
Ireland
Latvia
Lithuania
Belgium
Romania
Luxemburg
Italy
Poland
Malta
Slovenia
Gender pay gap in EuropeanUnion [ %]
0
200
400
600
800
1000
1200
1400
1600
1800
2012
2013