Abstract
This article includes the legal, demographic and labour workforce in the context within a period of economic growth in Spain (2003-2007) which, however, turned out to be a missed opportunity as regards to the effective implementation of work-family and equal policies. In this period, the Spanish woman increases her rate of activity in the labour market in a greater proportion to the rest of the European labor workforce as women’s work. However Hispanic culture of long working hours and poor corporate leadership, proved to be a powerful break before two deep draft standards: the Law for reconciling work and family life (of November 5, 39/1999) and Organic Law for the effective equality of women and men (of March 22, LOIEMH, 3/2007). Several public health surveys and a study from a sample of 4,700 Spanish companies, among them are 38 companies in the media and advertising sectors, show a new aspect of the traditional gender gap between men and women: salary, promotion, representation in management positions. This article discusses the different uses of time, women’s dual role and the effects on the correlations between stress and fertility, labour market and social sustainability.
Highlights
This article includes the legal, demographic and labour workforce in the context within a period of economic growth in Spain (2003-2007) which, turned out to be a missed opportunity as regards to the effective implementation of work-family and equal policies
the Spanish woman increases her rate of activity in the labour market
This article discusses the different uses of time
Summary
Durante muchos años las empresas operaron sin preocuparse del impacto que su actividad fuera de control podía causar en el medio ambiente. Se promulgaron además dos normas de hondo calado: la ley 39/1999, de 5 de noviembre, para promover la conciliación de la vida familiar y laboral y la ley Orgánica 3/2007, de 22 de marzo, para la igualdad efectiva de mujeres y hombres (LOIEMH), sin embargo la cultura de las empresas no cambió (Chinchilla, León 2011). Si bien es cierto que en esta etapa –2003-2009– organismos públicos y privados pasaron de una primera etapa de sensibilización inicial a otra de implantación y difusión de políticas de igualdad y conciliación gracias a la promoción de los planes de igualdad y conciliación en las compañías, el porcentaje de empresas con una cultura flexible y conciliadora fue siempre muy bajo. Presentaban los factores de riesgo más comunes en los puestos de trabajo, las condiciones de contratación, la configuración del tiempo de trabajo, los recursos y acciones preventivas desarrolladas por las empresas, así como los daños a la salud derivados de las condiciones del entorno laboral
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
