Issues

Women and Work in Northern Ireland. 

Women in N. Ireland are still less likely to be economically active than men with the economic activity rate for working age men at 80% (compared to 65% for their female counterparts).

• In 2002 there were 42,652 day care places in N. Ireland – a rise of 39% since 1992.
  
  
• The number of day nursery places per 1,000 children age 0-4 in N. Ireland in 2001 was 62.4 compared to 95.0 in England.
  
  
• The average weekly amount of childcare charges paid to eligible families was £70.46.

Educational Standards of Women

• In 2000/01 66% of girls left school with at last 5 GCSE grades A*-C compared to 50% of boys.
  
  
• The proportion of girls who left school with two or more A levels has increased from 33% in 1994/95 to 44% in 2000/01. The equivalent figures for boys are 26% in 1994/95 and 36% in 1994/95. 
  
  
• After leaving school, 70% of girls went to further or higher education compared to 50% of boys. (2000/01)

Women in Politics and Public Life

• 33% of public appointments in Northern Ireland are held by women.
  
  
• 19% of Councillors in Local Government Districts are women
  
  
• Northern Ireland has 3 elected women MP's, but no women MEP's(Source:Northern Ireland Statistics and Research Agency. Department of Enterprise, Trade and Investment. A Statistics Research Branch Publication. Northern Ireland Labour Force Survey. Women in Northern Ireland January 2003 Publication) 

Opportunity Now 

Opportunity Now is the Equal Opportunities branch of the Business in the Community Initiative, which was officially launched in London in 1991. The campaign operates regionally throughout the UK and has in excess of 360 member organisations.

The campaign within the HPSS is being taken forward through a regional Forum, which is made up of officers of varying professional backgrounds, including Trade Union representation

The Vision:

''To facilitate and support employing organisations in the HPSS to tackle the issue of gender equality in order that organisations achieve a more balanced workforce and a culture that is supportive of all staff''

1. To encourage and share good practice amongst HPSS employers.
   
2. To continue to develop a culture within the HPSS which assists staff to balance their work and domestic responsibilities and realises the potential of all employees.
   
3. To provide guidance, advice and practical tools which will help employers to achieve the vision.
   
4. To establish a wide range of networks which facilitate the sharing of information, best practice and benchmarking.

(Source: Opportunity Now Action Plan 2003-2004)

Women's economic activity rates

The economic activity rate of working age women (the proportion of women of working age who are either in employment or actively seeking work) stood at 72% in 2001. This is up from 71% in 1990. The male activity rate was 84%, down from 88% in 1990.

Proportions of women working full-time and part-time

In 2001, 56% of women employees worked full-time, compared with 91% of male employees. During the 1990's the proportion of women working part-time remained stable; growth in part-time working has been more marked among men. In 1990, the proportion of women working full-time was 57%, and the proportion of men working full time was 95%.

Industrial breakdown of employment

Women's employment is concentrated in two industrial sectors:

1. Public administration, education and health, which account for 41% of women's employment ( and 16% of men's employment); and
2. Distribution, hotels and catering, which account for 22% of women's employment (and 17% of men's employment).

Women are under-represented in managerial and professional occupations. Only 8% of employed women work in managerial occupations, compared with 18% of men. The gender gap is less stark within professional occupations than it is within managerial occupations - 10% of employed women are in professional occupations, compared with 13% of men.

Women in work are concentrated in lower level non-manual occupations, with 24% working in administrative and secretarial occupations, 13% in personal service occupations, and 13% in associate professional occupations.

Source: Women and Equality Unit. Depart.of Trade & Industry

Domestic Violence

What is Domestic Violence?

“ Domestic Violence is the use of physical and emotional force or threat within close adult relationships in a way that causes harm or distress to victims. In addition to actual or threatened physical or sexual assault and damage to property, domestic violence includes non-physical intimidation, such as persistent verbal abuse, emotional blackmail and enforced social or financial deprivation.  Having abused once perpetrators usually persist, intensifying and escalating the maltreatment.

Domestic violence may occur in any type of close adult relationship; within marital or other partnerships, families or households. Most frequently reported and recorded are instances of abuse of women by men who are partners or former partners. However, men may also be victims”

(Source: Tackling Domestic Violence, A Policy for Northern Ireland. Department of Health and Social Services and Northern Ireland Office. Belfast 1995.)

Statistics show that from April 2000 to March 2001 there were 14,325 reported incidents of domestic violence here. The main victims are women and domestic violence is the most common crime perpetrated against women. However, as many cases are not reported it is believed that the actual incidence of domestic violence may be much higher. In addition, over the same period, a total of 1,176 sexual offences were recorded, the vast majority of which were against women.

The short and long-term impact of domestic violence and sexual abuse has been well documented and can result in severe mental health.

Points for Consideration

Women who experience violence will not all manifest similar signs, symptoms and patterns of behaviour. They are often very resourceful, and show great courage when protecting themselves or their children.  Women seeking help and support may only do so at the end of a process which has involved calculated decision making thereby enabling her to keep control of the home situation.

Cultural Factors must be taken into consideration. Agencies such as “The Multi-Cultural Resource Centre” will identify the implications and possible repercussions for a woman, if she wishes to leave her partner or take action against him. For example, in the event of a woman needing to leave her home her dietary, religious and cultural requirements make it very difficult for her to live in shared accommodation with other families.

Recognition and Management

Domestic violence may occur at times of acute stress e.g. unemployment, first pregnancy.

Someone suffering from domestic abuse may present with the following complaints:

• Psychosomatic complaints
  
  
• Multiple physical complaints
  
  
• Depression
  
  
• Poor sleep pattern
  
  
• Tiredness
  
  
• Stress
  
  
• Frequently presenting with their children, stating that they have health/school behavioural problem.

Indicators of Abuse

Answers for injured party / over-protectiveness by both parties.

Evasive / embarrassed / apologetic / gives excuses.  Minimises the violence, e.g. a fall downstairs.

Children

• Emotional / behavioural disturbance.
  
  
• Failure to attend appointments.
  
  
• Poor school attendance.
  
  
• Presenting with minor ailments.

Physical Injuries

• Affects areas normally clothed.
  
  
• PHYSICAL INJURIES at multiple sites.
  
  
• Symmetrically distributed and of differing ages (old and new bruises).
  
  
• Inconsistent with explanation given.

Medical Staff May Find:

• Injury, often multiple.
  
  
• Signs of rape.
  
  
• Pelvic injury.
  
  
• Suicide / Parasuicide
  
  
• Psychiatric illness
  
  
• Substance abuse

Community Staff May Find:

• Relationship problems.
  
  
• Financial difficulty.
  
  
• Accommodation / Housing problems.
  
  
• Signs of injury.
  
  
• Child protection issues.
  
  
• Substance abuse.

Women continue to be the primary carers of dependant children and elderly and disabled relatives.

Black and Minority Ethnic Women

Findings:

• Many women experience language and communication barriers, resulting in reliance for interpreting on family, friends and children.
  
  
• In the absence of statutory provision, ethnic minority communities create informal support structures.
  
  
• Health workers play an invaluable role in establishing links between women and statutory agencies.
  
  
• Lack of accessible information results in little knowledge of preventative healthcare or postnatal depression support agencies.
  
  
• There was very little knowledge of the social services.
  
  
• Specific cultural requirements emerged. For example, many ethnic minority women were unaware of their right to exercise choice on the gender of their GP.
  
  
• For other women there were specific dietary requirements.
  
  
• Serious health issues emerged with poor living conditions on Traveller sites where clean drinking water and basic sanitation are still not available.
  
  
• 'It would be useful if the Health Authority could have one day in a week at a set time with a Chinese doctor, nurse and receptionist. This would overcome the language barrier.''

See Link to Race. 

(Out of the Shadows. Published by Barnardo's, Belfast Travellers' Education & Development Group, Committee on the Administration of Justice, Chinese Welfare Association, Craigavon Asian Women & Children's Association, Indian Community Centre, N.I.C.E.M. and Save the Children.)