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Standards & rights at work:
Gender issues
Although there may be broadly equal numbers of men and women in the sector at the aggregate level, the workforce is horizontally segregated along gender lines in some particular occupations and sub-groups, notably within specific areas of printing, journalism and the performing arts, and there is a high level of vertical segregation, as there are few women in senior management (for further details, see 2004 Report, Chapter 6). In general, the increased frequency of precarious employment arrangements in the sector – which is partly a consequence of technological changes – makes it more difficult for workers with family responsibilities to arrange regular and suitable childcare. This has often had a negative impact on the employment prospects of women.
An IFJ survey by Bettina Peters: Equality and quality: Setting standards for women in journalism found that in 2000, about 40% of journalists were women in Europe and the Americas (but only 3% and 5% respectively were in decision-making positions) while in Africa the proportion of women journalists was 25%, and in Asia only 12% (with only 1.4% and 0.1% respectively in decision-making positions). The main obstacles to women’s advancement in journalism were identified as stereotyped attitudes, unequal pay, lack of access to further training, unfair promotion procedures, glass ceiling, sexual harassment, age limits, job segregation, conflicting family and career demands, lack of childcare facilities and lack of self-esteem. In addition, the media itself is seen as perpetuating stereotyped portrayals of women, giving less voice to women in general and women experts in particular, and trivializing issues of concern to women. Women may not be sent on specific assignments such as war reporting and the rules of journalistic culture may also disfavour women in a variety of direct and indirect ways.
Leading broadcasters and publishers in countries such as Australia, Canada, Denmark, Finland, Ireland, South Africa, the United Kingdom and the United States have had very good and innovative equal opportunities policies, some of them dating from as long ago as 1980. Many such policies helped to bring about real change in institutions previously dominated by a male management culture. In some of these, progress has been made at all levels of the organization, but in others a glass ceiling still appears to exist.
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