Cultural shifts, public policies, corporate strategies, social dialogue, and a commitment to the future: these are the key elements shaping the discussion around female participation in the labour market. Individual pieces of a complex mosaic, which has come more clearly into focus in recent decades. “At this point in human history, per capita GDP is the highest it's ever been, and a significant reason for this achievement is the presence of women in the workplace. Therefore, I'd like to take a moment to reflect on the progress made, while taking stock of the improvements still needed”. Francesco Billari – Rector of Bocconi University in Milan since November 2022, and a demographer by training – summarises the current relationship between women and work as follows: “Today's public debate must address issues such as promoting equality and respecting diversity. There is, in some ways, an attempt to underplay their impact, which is, in fact, positive for the entire community”. And the data proves it, revealing the positive correlation between per capita GDP and the number of working women, with benefits also at the family level, in terms of the number of children per couple. Observations and reflections that Billari reiterated on March 6th, in a speech dedicated to International Women's Day held at Pirelli's headquarters.
National economies benefit from the entry and participation of women in the labour market. What are the reasons behind this conclusion?
“It is an assumption that can be easily verified through a comparison with the individual family unit: if a couple has two incomes, the overall budget benefits. At the corporate level, it's proven that board diversity leads to positive results. This also holds true for the most advanced countries: if we consider the member states of the European Union, those with the highest per capita GDP are those where female participation in the labour market is greatest. Equally evident is the link between women engaged in work and the number of children per couple. Gone are the days when public discourse was dominated by the so-called specialisation theory, which posited that family members needed to specialise in either work or family care to maximise performance. Gary Becker, the American economist who won the Nobel Prize in 1992 for this very theory, has, in a sense, been superseded: greater female engagement in the workplace translates into more children per couple”.
Despite the clear economic benefits, what still keeps many women out of the labour market?
“Cultural factors and company policies play a role. Regarding the former, I emphasize that even today, especially in certain areas of the world, there still isn't complete acceptance of the full development of female potential. Just think of the extreme case of Afghanistan, where women are forbidden from attending educational institutions. Full female participation in the labour market is also hindered by the division of roles and tasks within families and couples. The lack of male collaboration in childcare is a cultural factor. At the same time, some company decisions can influence this organisation: an inflexible work schedule makes it difficult to reconcile professional and family commitments, leading to a choice between the two.”ù
What types of interventions have countries with higher female participation in the labour market adopted?
“In Europe, the Nordic countries are registering the best results, while the Mediterranean countries are at the bottom of the ranking – Italy has recently surpassed Greece in the negative for this indicator. Sweden constitutes an interesting case study: the national political class began planning policies aimed at favouring female inclusion between the two World Wars. Even then, especially with an eye towards reconstruction and recovery, it was clear that women's entry into the workforce would bring benefits, not only economic, but also demographic, due to the correlation I mentioned earlier. Looking at the present day, an effective mix of interventions – public and private – is one that promotes equality: in terms of remuneration – with policies aimed at eliminating wage discrimination for equal professions – and participation in family life – with equal leave and permits at birth for both parents. Added to these is the expansion of the education system, which has particularly benefited women, and a whole series of policies aimed at supporting families. Where the public sector does not intervene, the private sector must step in: corporate responsibility in this sense is fundamental.”
The dialogue between public and private actors is therefore fundamental. How can it be encouraged?
“I believe that collaboration between them should be oriented towards reconciling company times and needs, which move on the short and medium term, with the long-term horizon of public commitments. I'm thinking about training: companies need professionals who can immediately contribute in the market; the public sector must therefore guarantee this specialisation. Another aspect for which synergy between public and private is, in my opinion, relevant is the issue of returning to the job market, of second chances. To ensure that those who have left the labour market—especially women, and especially because they are mothers—can return, public and company policies must move in concert.”
What's the most overlooked indicator for measuring progress on gender equality?
“As a demographer, I'd mention the increase in average life expectancy, in relation to the expansion of education: the well-being of humanity, measured through life span, allows us to make the most of our opportunities, as men and women. For women, having the chance to live longer, dedicating years to study and training, is fundamental to ensure, at least theoretically, entry into the world of work and the equal conditions that derive from it. Measurements related to schools and universities therefore offer a potential picture of the future composition of the labour market. This trajectory requires the right political and corporate environment to fully manifest. In this sense, I want to emphasise the importance of male intervention and attitudes: cultural transformations and public and private decisions in favour of female participation in the labour market must be made by men, with the awareness that situations of greater diversity translate into benefits for everyone.”
