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The Discrimination of Women in the Employment Process and at the Work Place

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Veselin Vukotic, Ph.D.

EEddiittoorr ooff tthhiiss bbooookk:: Petar Ivanovic

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CEED

CCoovveerr DDeessiiggnn:: Nebojsa Klacar, Studio Arhangel

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Montcarton, Podgorica The CEED is the first consulting center established in Montenegro to support entrepreneurship and economic development. The mission of the CEED is—through its programs, projects, and advocacy activities—to promote and practically implement in Montenegro the ideas of a free market, entrepreneurship, and private ownership in an open and democratic society; and the rule of law. The primary services offered by the center include: (i) research, economic surveys, and SME database development; (ii) policy analysis and recommendations; (iii) business consulting services; (iv) business plan development for aspiring entrepreneurs; (v) basic and advanced business training for start-up and established firms; (vi) support for women entrepreneurs; and (vii) publishing. Internet: http://www.cfem.org E-mail: [email protected] Copyright ©2002 CCEEEEDD All rights reserved. No part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system without the prior written permission of the publisher. Published with support from Kvinna till Kvinna (Sweden) and the Center for International Private Enterprise (USA) within the United States Agency for International Development Program.

The Center for International

Private Enterprise Washington, D.C., USA

The Center for Entrepreneurship and Economic Development

Podgorica, Montenegro

The Kvinna till Kvinna Foundation Stockholm, SWEDEN E-post: [email protected]


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TABLE OF CONTENTS 1. LIST OF TABLES, FIGURES, AND GRAPHS 5

2. INTRODUCTION 7

3. ACKNOWLEDGMENTS 8

4. PROJECT OBJECTIVES 10

5. EXECUTIVE SUMMARY 12

6. RECOMMENDATIONS 13

7. SNAPSHOT OF MONTENEGRO 14

7.1 GEOGRAPHIC POSITION ........................................................................................................ 14 7.2 GENERAL ECONOMIC DEVELOPMENT ............................................................................. 14 7.3 POPULATION ........................................................................................................................... 15 7.4 EMPLOYMENT ......................................................................................................................... 15

8. SAMPLE AND METHODOLOGY 16

9. KEY FINDINGS 20

9.1 EMPLOYMENT STATUS ......................................................................................................... 20 9.1.1 Current status ....................................................................................................................... 20 9.1.2 Field of work ....................................................................................................................... 20 9.1.3 Work experience .................................................................................................................. 20 9.1.4 Working position ................................................................................................................. 20 9.1.5 Reason for unemployment ................................................................................................... 21 9.1.6 Reasons formerly employed women are no longer employed............................................. 21 9.1.7 Reasons for dismissal .......................................................................................................... 21 9.1.8 Reasons for quitting ............................................................................................................. 21 9.1.9 Job replacement ................................................................................................................... 21 9.1.10 Job source .......................................................................................................................... 22 9.1.11 Maximizing qualifications ................................................................................................. 22

9.2 DISCRIMINATION IN THE WORKPLACE........................................................................... 24 9.2.1 Employee’s sex .................................................................................................................... 24 9.2.2 Career advancement ............................................................................................................ 25 9.2.3 Management ........................................................................................................................ 25 9.2.4 Working environment .......................................................................................................... 25 9.2.5 Staffing ................................................................................................................................ 25 9.2.6 Demonstration of capabilities .............................................................................................. 26 9.2.7 Compensation ...................................................................................................................... 26 9.2.8 Sexual harassment ............................................................................................................... 27 9.2.9 Maternity leave .................................................................................................................... 27 9.2.10 Clothing requests ............................................................................................................... 27

9.3 RESPONDENTS’ OPINIONS .................................................................................................. 29 9.3.1 Difficulty of finding work ................................................................................................... 29 9.3.2 Job competition ................................................................................................................... 29 9.3.3 Importance of sex in job search ........................................................................................... 29 9.3.4 Job segregation .................................................................................................................... 30


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9.3.5 Job satisfaction .................................................................................................................... 30 9.3.6 Reasons men find satisfying work more easily ................................................................... 30

10. CONCLUSION 31

10.1 COMMENTS ............................................................................................................................ 31 10.1.1 Finding a job ...................................................................................................................... 31 10.1.2 On the job .......................................................................................................................... 31 10.1.3 Leaving the job .............................................................................................................. 32 10.1.4 What women think ........................................................................................................ 32 10.1.5 Conclusion .................................................................................................................... 32

APPENDIX A: SAMPLE OF THE QUESTIONNAIRE 66

APPENDIX B: CROSSTABS 70

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1. LIST OF TABLES, FIGURES, AND GRAPHS

GRAPHS Graph 1 Sample structure by age 15 Graph 2 Education completed 16 Graph 3 Employment status 16 Graph 4 Field of work 19 Graph 5 Working position 19 Graph 6 Replacement at previous job 20 Graph 7 How did you get the job? 21 Graph 8 Do you have the chance to advance your career? 23 Graph 9 Who is the boss in your organization? 23 Graph 10 Do you have to keep proving your capabilities are equal to those of your male

colleagues? 24

Graph 11 Wage difference 24 Graph 12 Reasons for men to find work more easily 26 Graph 13 In jobs where there is no physical qualification, are there certain jobs for men

and certain for women? 27

Graph 14 Men are more likely than women to find satisfying work 27

TABLES

Table 1 Age*Education (Cross Table) 17 Table 2 Education*Employment (Cross Table) 17 Table 3 Age*Employment (Cross Table) 17 Table 4 Field of work*Who replaced you at your previous job? (Crosstabs) 20 Table 5 Do you feel your job makes use of your qualifications?*Education (Crosstabs) 21 Table 6 Field of work*Was your sex an issue for your employer? (Crosstabs) 22 Table 7 Education*Was your sex an issue for your employer? (Crosstabs) 22 Table 8 Field of work*Were men and women competing for a job? (Crosstabs) 26


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LIST OF TABLES – APPENDIX B

Table 1 Why did you get fired? 65 Table 2 Do (did) you feel your job makes use of your qualifications? 65 Table 3 Why do (did) you feel your job does not make use of your qualifications? 65 Table 4 Is (was) your sex an issue to your employer when you were applying for the

job? 65

Table 5 Do (did) men in similar position have the chance to advance their careers? 66 Table 6 In your working environment are (were) there men or women? 66 Table 7 Do (did) you have men working as your subordinate? 66 Table 8 Do (did) you think it bothers them? 66 Table 9 Do (did) you have any problems with that? 66 Table 10.1. Teasing, jokes… – Who harassed you? 66 Table 10.2. Teasing, jokes… – How often did it happen? 67 Table 11.1. Requesting sexy clothes – Who harassed you? 67 Table 11.2. Requesting sexy clothes – How often did it happen? 67 Table 12.1. Liberal comments about appearance – Who harassed you? 67 Table 12.2. Liberal comments about appearance – How often did it happen? 67 Table 13.1. Liberal looks and gestures – Who harassed you? 68 Table 13.2. Liberal looks and gestures – How often did it happen? 68 Table 14.1. Liberal touches – Who harassed you? 68 Table 14.2. Liberal touches – How often did it happen? 68 Table 15.1. Insisting on a date – Who harassed you? 68 Table 15.2. Insisting on a date – How often did it happen? 69 Table 16.1. Letters, calls, messages – Who harassed you? 69 Table 16.2. Letters, calls or messages – How often did it happen? 69 Table 17.1. Stalking – Who harassed you? 69 Table 17.2. Stalking – How often did it happen? 69 Table 18.1. Pressure for sexual favors – Who harassed you? 69 Table 18.2. Pressure for sexual favors – How often did it happen? 70 Table 19 Do (did) you have any problems talking maternity leave? 70 Table 20 At your job, do (did) you have to wear any special clothing? 70 Table 21 Unusual requests that I will not get pregnant in a specific time period 70 Table 22 Unusual requests that I will wear sexy clothes and make up 70 Table 23 Unusual requests that I should treat male clients (customers…) as more important 70 Table 24 Unusual requests: They asked for my photo along with my CV 71 Table 25 Unusual requests: Membership in political party 71 Table 26 Were men and women competing for the same position when you were applying

for a job? 71

Tables 27-73 Cross tables 71

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2. INTRODUCTION Supported by the Swedish organization Kvinna till Kvinna and the Center for International Private Enterprise, the Center for Entrepreneurship and Economic Development (CEED) in Podgorica implemented a research study titled “The Discrimination of Women in the Employment Process and at the Workplace”, the first of its kind in Montenegro. Although there has been a considerable amount of research carried out on employment and the working environment in Montenegro, there have been very few studies dedicated specifically to gender issues. Although most Montenegrins will agree that their society is a patriarchal one, there is little hard data that explores whether that is true, and if so how it impacts women on a day to day basis. This needs to be remedied. According to the sparse existing research, women lag behind men in terms of education and salaries, and tend to work in support positions rather than in decision-making roles. Women make up half the population in Montenegro, and have the potential to contribute significantly to the economy. Surveys such as this one can help the government, the private sector and the donor community understand the situation more fully, allowing them to create policies that will assist Montenegrin women to achieve equality with their male counterparts and encourage them to take on more challenging roles. In order to gather data for this survey, researchers approached women all over the country to learn about the employment process and the office environment. It became apparent that many of the respondents had not considered these issues previously. However, based on our results discrimination does exist in Montenegro. We hope that after publishing this study, these issues will not only be considered by the government and the business community, but also by working women themselves. Through further research and in-depth discussion among the relevant players, Montenegrins will be able to select policy measures that will benefit women, the business community, and the country as a whole.

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3. ACKNOWLEDGMENTS The survey was accomplished thanks to the effort of a large number of individuals and several organizations over a period of five months. This survey was managed by Budimka Mićković and Michelle Stern. Aproximately 30 people participated in this research. CEED’s offices in Podgorica, Nikšić, Kotor, Ulcinj and Bijelo Polje provided logistical support during the gathering of the data. We owe a special thanks to the group of 300 women that worked with our survey administration team to carefully complete the questionnaire, thereby providing valuable data about themselves, their views and their expectations. The organizations that worked together on this study have long-standing and solid reputations in the field of research and policy analysis. The Center for Entrepreneurship and Economic Development (CEED), Podgorica, Montenegro, is the first consulting center established in Montenegro to support entrepreneurship and economic development. The mission of CEED is—through its programs, projects, and advocacy activities—to promote and implement, on a practical level in Montenegro, the ideas of a free market, entrepreneurship, and private ownership in an open and democratic society; and the rule of law. CEED was established to fill the gap in knowledge required by pioneering entrepreneurs who emerged after the break-up of the former Yugoslavia. It quickly became evident that most of these new entrepreneurs required practical and tailor-made training to facilitate their business start-up and expansion. The primary services offered by the center include: research, economic surveys, and small and medium-enterprise (SME) database development; economic analysis; policy analysis and recommendations; advocacy activity; business plan–development for aspiring entrepreneurs; basic and advanced business training for start-up and established firms; business consulting services; and publishing. The Kvinna till Kvinna Foundation supports women who have been afflicted by war and conflict throughout the Western Balkans. They co-operate with women's organizations in Kosovo, Serbia, Montenegro, Bosnia and Herzegovina, Croatia, Macedonia, Albania and Israel/Palestine.

They work to help war-affected women to recover both physically and psychologically. They want to empower women and support them in participating in the re-building of a democratic society.

The Center for International Private Enterprise (CIPE), an affiliate of the U.S. Chamber of Commerce, works to build democracy and market economies throughout the world. CIPE works in four principal areas: a grants program currently supporting over 90 indigenous organizations in developing countries, an award winning communications strategy, training programs, and technical assistance through field offices. Since its inception in 1983, CIPE has funded more than 700 projects in 80 countries and has conducted management training programs throughout the world.

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4. PROJECT OBJECTIVES The main goal of this research was to determine whether Montenegrin women believe that discrimination exists in the workplace and in the hiring process. These questions have not been asked in the past in Montenegro, and it is critical to understand the issues before developing an agenda to deal with them. This project was carried out as an initial step, with the ultimate aim of improving women’s position in Montenegrin society. The principle objectives of the project were to determine: � Whether women in Montenegro are discriminated against while they are looking for jobs or at the

workplace; � How women are treated during the hiring process; � How discrimination, if it exists, manifests itself; � If women believe that men have more opportunities than they do; � How women perceive their chances for success in the business world. The results of the research reflect the opinions and experiences of 300 women of different ages, education and professional skills. The structure of the sample (by age, by education, by employment) was not determined by any kind of quota because an accurate depiction of the actual population was desired. Data were collected through a questionnaire (APPENDIX A), and include three categories of women based on employment criteria: (1) employed – women employed at the moment; (2) ex – employed – unemployed women who were formerly employed and are looking for a new job; and (3) unemployed – women who have never worked before and are looking for a job. Both employed and ex-employed women responded to questions related to employment and discrimination at the work place. We therefore took answers of both groups into consideration whether they are currently working or not. Research preparation lasted two months and data collection lasted 15 days through 19 data collectors. Then data were then entered and analyzed. The analyses and results of the research were obtained by using SPSS software.

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5. EXECUTIVE SUMMARY

Women interviewed for this project ranged in age from 18-65 years old. Almost half of the women completed high school, while a further 48% went on to some sort of higher education. The majority of women, 46.7%, came from the central part of the country, while 30% came from the north and 23.3% from the south. 1. Employment Status

Regarding employment status, 53% are employed, 31% are formerly employed and looking for a new job, and 16% never worked before and are on the job market. The most popular fields of work were administration, retail and production. Almost 88% of the respondents are employees, while only 7.2% are managers and owners. Over 60% of women who lost their jobs were let go because the firm went bankrupt. Of those who quit, more than half left because of family reasons and/or pregnancy. Only 5% left for a better job. Women in Montenegro tend to work in sectors that are typically “feminine.” Only 3.2% of women who left their jobs were replaced by men. The majority of women interviewed feel their jobs make use of their qualifications.

2. Discrimination in the Workplace Around 40% of respondents believe their sex was an issue in the hiring process as very or somewhat important, particularly in food service and retail. Respondents are almost equally divided on the question of whether they have the same opportunities as their male counterparts. Only 19% of respondents have female managers. In one third of the organizations that have more female employees than male, the boss is a man. Almost 40% of respondents feel they have to continue to prove their capabilities are equal to their male colleagues constantly or sometimes. Most of the women believe their wages are on the same level as their male colleagues. The survey included several questions on sexual harassment, and according to the results, this is not a major problem in Montenegro. 3. Respondents’ opinions

According to almost half of respondents, men can find work more easily than women. The primary reasons are because men have more choices, and prejudice against women. Over 60% of respondents believe that there is a division between men’s work and women’s work in Montenegro, and that except in jobs with physical restrictions this division should not exist. Men and women competed for the same position in less than half of the cases. The majority of participants also agree that women have a harder time than men finding satisfying well-paid work, mainly because women put family first or because men have more useful connections and are in decision making roles.

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6. RECOMMENDATIONS The following recommendations are based on the survey findings and conclusions of the survey team: • Programs encouraging girls and women to further their education should be developed. • Women should be persuaded to seek work in sectors that traditionally employ men. • Companies need to examine their policies to understand why women do not get promoted to

decision-making positions. • This survey raised as many questions as it answered. There is a need for more research on gender

issues in Montenegro. • A campaign to make gender issues part of the public debate should be kicked off. • The government, the private sector and women workers need to work together to create policies that

will create a more positive environment for both sexes.

�� The above recommendations have been concluded from the survey we conducted. The Center for Entrepreneurship and Economic Development is willing to take part in realizing these recommended actions.

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7. SNAPSHOT OF MONTENEGRO

7.1 GEOGRAPHIC POSITION Montenegro lies in the southeast part of Europe, on the central part of the Balkan Peninsula, on the coast of the southern Adriatic Sea. The surface is mainly mountainous. The Zeta River in the area of Lake Skadar, together with the Zeta Valley and the Niksic Polje, comprise the biggest lowland region of Montenegro and its most fertile area. Montenegro borders on Croatia and Bosnia Herzegovina to the west, Serbia to the north, Albania to the east and Italy over the sea. Montenegro covers a territory of 13,812 square kilometers. It has 300 km of coastline. The capital city of Podgorica lies in the central part of the country. The geographic position of the country provides favorable conditions for specific economic activities, above all transport and tourism.

7.2 GENERAL ECONOMIC DEVELOPMENT Economic activity in Montenegro is concentrated in the central part with the capital Podgorica and Niksic. Other municipalities with intensive economic activities are Pljevlja, Bijelo Polje and Berane in the north and Bar, Herceg Novi and Budva in the south. In the past several years, Montenegro, with the assistance of the foreign donor community, has been implementing an economic reform program, which will completely overhaul the existing system. One of the key areas is legislative reform. A series of new tax laws, as well as the new Enterprise Law, Energy Law, Anti-corruption Law, Tourism Law, Secure Transactions Law and a number of other will work to create a more positive environment for conducting business. The privatization process has also been moving ahead through mass voucher privatization and through batch sales and tenders. Over 60% of state owned shares has moved into private hands, and the major companies such as the telecom company, Jugopetrol, the aluminum plant and most of the hotels are slated to be sold off in the near future. The development of an efficient capital market was required to achieve all these reforms. Today there are two stock markets in Montenegro, the Montenegro Stock Exchange and the NEX Exchange. Shares of the privatization funds are expected to be traded by the end of 2002. A number of registered brokers and traders have been certified to carry out trading on the two exchanges. Due to the economic and political collapse of Yugoslavia, the Republic of Montenegro suffered a loss of 57% of its economic power through 1993. The closure of former Yugoslav and East European markets, war in the surroundings, the economic blockade of Yugoslavia, interruption of existent traffic flows and communications, led to the diminishing of economic activity. After 1995, there was a short period of recovery, which was interrupted by the war in Kosovo. Per capita gross domestic product in 2001 amounted to $1.899. In 1999 Montenegro switched to the DM, and in January 2002 moved to the EURO. The conversion to the Euro was one of the largest operations with money executed in Montenegro, and was considered a major success. As in Europe, Euro inflation has had an impact on the Montenegrin economy. According to CEED estimates, the rate in 2002 will be 18%.


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7.3 POPULATION

The last census in Montenegro, taken in 1991, counted 615,000 residents in Montenegro. According to population estimates from the Statistical Office of Montenegro, this figure increased to 650,758 by 1999, a growth of 5.8%. Just over half of the citizens are women. Estimates show a slight increase in the population growth rate in the 1990’s. This is probably due to population shifts in the region during the Balkan wars. Before World War II the number of children per family was significantly higher than in the period after the war. After World War II, and more specifically after 1948, the growth rate decreased steadily. This could be explained by better living conditions and by the fact that the women in Montenegro are more educated and most have chosen not to have more than two children. It is also possible that parents prefer to keep their families smaller during difficult economic times. The birthrate has dropped from 33.06/1000 inhabitants in 1953 to 13.57 in 1999, which means the Montenegrin population is getting older. This has had two effects on the female population in terms of professional life. As they are having fewer children, they have more time to work and to educate themselves. Secondly, as the working age population shrinks, there is a greater need for women to contribute to the economy.

7.4 EMPLOYMENT The “working age” population includes men between the ages 15 and 64, and women between the ages of 15 and 59. According to official data, the working age population in Montenegro consists of 399,241 citizens, out of which 182,055 or 45.6% are women. Of this number, 285,258 citizens make up the active work force, of which 43.75% or 124,825 are women. Within the active work force where 181,762 citizens are employed, 39.65% or 72,075 of them are women. In spite of all the programs aimed at reducing unemployment, the number of unemployed persons in Montenegro has increased. Women’s participation in the total number of unemployed in the last five years has been 60%. In the last several years, approximately 15,000 of the available jobs have been announced annually, and 80,000 of the unemployed citizens have applied for those jobs. On average, there are six applications for each job announcement. The pressure is even higher among the jobs that are predominantly filled by women. The majority of women are employed in the non-economic sectors (60.2%), while 34.8% of them work in the economic sectors. Due to high taxes and contributions to social insurance through deductions from employees’ salaries, working in “the grey economy” is very frequent. Sectors in which the work in “the grey economy” is most frequent (trade, for example) mainly employ women. In this way, the participation of the women’s work force in the grey economy is outstanding. According to surveys, 25% of the women that work in the grey economy work between 6 and 12 months, and almost the same percentage work without the basic employment and social rights that they are entitled to that have been mandated by the Law for more then two years now.

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8. SAMPLE AND METHODOLOGY Geographically, the research covered seven cities in Montenegro. The structure of the sample by city, based on the percentage of the population of each city in the total Montenegrin population, is as follows1:

Municipality Number of respondents %

Berane 50 16.7 Bijelo Polje 40 13.3 Total: north 90 30.0 Podgorica 90 30.0 Niksic 40 13.3 Danilovgrad 10 3.3 Total: central 140 46.7 Kotor 40 13.3 Ulcinj 30 10.0 Total: south 70 23.3 TOTAL 300 100.0

The age distribution of the sample can be seen in the graph below.

Graph 1: Sample structure by age

9.0%

36.3%

26.3%

20.7%

7.7%

0 5 10 15 20 25 30 35 40

18-21

22-30

31-40

41-50

51-65

Age

%

Most of the respondents from the sample are between 22 to 30 years old (36.6%), while the smallest segment of the sample is 51 to 65 years old (7.7%).

1 Additional tables are in APPENDIX B.


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The structure of the sample by education is as follows:

Graph 2: Education completed

5.3%

47.0%

20.3%23.7%

1.3% 2.3%

0

5

10

15

20

25

30

35

40

45

50

Primary school High school Two yearsuniversityprogram

Four yearsuniversityprogram

Mastersprogram

Vocationaltraining

Almost half of the respondents finished high school, while the smallest number completed a masters program. The structure of the sample, regarding employment status2, is as follows:

Graph 3: Employment status

53.0%

16.0%

31.0%

Employed Ex-employed Unemployed

More than half of respondents are currently employed (53%), 31% have worked before and 16% have never worked but are looking for a job. This research illustrates that 84% women work or worked before – in other words have some working experience.

2 Employed – women employed at the moment

Ex – employed – unemployed women who were formerly employed and are looking

for a new job

Unemployed – women who have never worked before and are looking for a job


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Cross tables: The following cross tables show the level of education of women from the sample in the context of their age. The majority of women have not continued past a high school education. Only 19% of women in the 41-50 year age group finished university, while 35% of the 31-40 year olds and 28% of the 22-30 year olds received undergraduate degrees.

Table 1: Age*Education

Education (%)

Total Primary school

High school

Two years university program

Four years university program

Finished masters program

Vocational training

Age

18 – 21 1.0 5.0 2.0 0.3 9.0

22 – 30 1.0 17.0 8.0 10.0 0.7 36.0

31 – 40 1.0 11.0 5.0 9.0 1.0 0.3 26.0

41 – 50 1.6 9.0 5.0 4.0 0.3 1.0 21.0

51 – 65 0.7 5.0 1.0 1.0 8.0

Total 5.3 47.0 20.0 23.0 1.3 2.3 100.0

The cross-table below highlights the number of employed and unemployed women from the sample considering education. Most of the employed women have finished high school or university programs.

Table 2: Education*Employment

Employment status (%) Total Employed now Ex-employed Unemployed

Education

Primary school 2.3 1.7 1.3 5.3

High school 22.0 18.0 7.0 47.0


11.0 6.0 3.3 20.3


16.3 4.0 3.3 23.7

Masters program 1.0 0.3 1.3

Vocational training 0.3 1.0 1.0 2.3

Total 53.0 31.0 16.0 100.0

The next table shows the number of employed women and their ages. Women aged 41 to 50 are in more cases employed than unemployed, which is the opposite of those aged 18 to 21. Only 7% of women in the sample aged 41-65 have never worked, while at 19% this figure is much higher for women in the 22-30 year age group.

Table 3: Age*Employment

Employment status (%) Total

Employed now Ex-employed Unemployed

Age

18 – 21 2.3 2.0 4.7 9.0

22 – 30 20.3 9.0 7.0 36.3

31 – 40 15.0 8.0 3.3 26.3

41 – 50 11.7 8.3 0.7 20.7

51 – 65 3.7 3.7 0.3 7.7

Total 53.0 31.0 16.0 100.0


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9. KEY FINDINGS

9.1 EMPLOYMENT STATUS 9.1.1 Current status 53% of respondents from the sample are currently employed; 47% are unemployed, of which 31% have worked before and 16% never worked before but are looking for a job. Both employed and ex-employed women from the sample (84%) responded to questions about the workplace. 9.1.2 Field of work 36.1% of women from the sample who are currently employed or were previously employed work in administration, 23.4% in retail, 14.7% in production, 11.1% in education, 7.9% in food service, 6.3% in health and 0.4% in media.

Graph 4: Field of work

11.1%

6.3%

7.9%

23.4%

36.1%

14.7%

0.4%

0 5 10 15 20 25 30 35 40

Education

Health

Food service

Retail

Administration

Production

Media

%

9.1.3 Work experience 38.5% of respondents from the sample spent 1-5 years in related organization; 28.2% longer than 10 years; 18.3% less than one year; and 15.1% 5-10 years. 9.1.4 Working position 87.7% of the employed and ex-employed respondents from the sample are3 full-time employees, 5.2% of them are part-time employees, 4.8% of them are managers, and 1.2% are owners. The same percentage was found for managers and owners.

Graph 5: Working position

3 In those sections of the text that put both women who are currently working

and women who have worked in the past into one group, for simplicity’s sake

the authors have chosen to use present tense.


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87.7%

5.2% 4.8% 1.2% 1.2%

0

10

20

30

40

50

60

70

80

90

Full-time

employee

Part-time

employee

Manager Owner Manager and

owner%

9.1.5 Reason for unemployment 50% of unemployed women who are looking for a job with no success think that the reason they did not obtain the job is that relatives and/or friends of the employer got the job. Twenty-five percent of unemployed women believe that they are not qualified enough and 12.5% think that their age is the reason. In 8.3% cases employer looked exclusively for a man and in 4.2% of cases respondents are not employed because of some other reasons but they have a job in a future. 9.1.6 Reasons formerly employed women are no longer employed 58.1% of those respondents who worked before were fired, while 41.9% of them quit. 9.1.7 Reasons for dismissal Approximately 61.0% of respondents who were fired stated that this action resulted from a firm going bankrupt. On the other hand, 14.8% of the sample believe the reason is that the employer found a more adequate person for the job. Complaining about her small salary was the reason for 5.6% of the women, and the same percentage claim personal reasons. Interestingly, 3.7% of women were fired because they complained about men’s attitude. Another interesting thing is that 5.6% of respondents do not know why they were dismissed. Others were fired because of their age, or because they became pregnant (3.8%). 9.1.8 Reasons for quitting 30.8% women quit because of family reasons, 23.1% because they became pregnant, and 17.9% because of the small salary. Almost 13% of the sample did not feel comfortable as woman in the workplace. Five percent found a better job, the same percentage think that their employer was not satisfied with their work, and the same percentage retired. So, over half of the respondents stopped working in order to take care of their children or other family members. 9.1.9 Job replacement 34.4% of unemployed women who worked before were replaced by another woman. In 31.2% cases nobody replaced them, in same number of cases they do not know who replaced them (if anyone), and in 3.2% cases their replacement was a man.

Graph 6: Replacement at previous job

3.2%

34.4% 31.2% 31.2%

0

10

20

30

40

Man Woman Nobody I do not know

Cross tables:


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The following cross-table demonstrates the rate of replacements in certain fields of work. If we discount for “I do not know” the data show that men replace women only in the area of administration.

Table 4: Field of work*Who replaced you at your previous job?

Who replaced you at your previous job? (%) Total

A man A woman Nobody I do not know

Field of work

Education 3.2 1.1 4.3 8.6

Health 1.1 1.1

Food service 5.4 4.3 3.2 12.9

Retail 15.1 5.4 7.5 28.0

Administration 3.2 8.6 5.4 10.8 28.0

Production 2.1 13.9 5.4 21.4

Total 3.2 34.4 31.2 31.2 100.0

9.1.10 Job source 41.3% of employed women found their job through recommendations, 40.1% through advertisements in media, 16.3% through the Bureau for Employment, and finally 2.4% employed women obtained their job by starting their own business. This can be seen in the following graph.

Graph 7: How did you get the job?

16.3%

40.1%

41.3%

2.4%

I had recommendations It was announced in mediaI’ve heard in Bureau for Employment Opening own business

9.1.11 Maximizing qualifications 73.8% of employed and ex-employed women responded positively to the question of whether they feel their job makes use of their qualifications, and 26.2% responded negatively. Approximately 44.0% of those who do not feel their job makes use of their qualifications think that this is because there is no demand for their qualification on the labor market. Approximately 22.7% of women have not looked for a job for which they are qualified, 15.2% think that friends and relatives of the employer were given the job they should have gotten, 10.6% think that the organization does not make proper use of their capabilities, 4.5% do not feel their job makes use of their qualifications because of family reasons (the woman is not able to fulfill certain obligations, i.e. frequent traveling), 1.5% think that the job for which they are qualified is traditionally considered a “men’s” job, and the same percentage believe the reason is their age.

Cross tables: The following cross table shows how respondents feel their jobs make use of their qualification considering their education. 65% of respondents who do not feel their job make use of their qualification finished high school, 19% two years university program and 12% four years university program.

Table 5: Do you feel your job makes use of your qualifications? * Education

Education (%) Total


23

Primary school

High school



Finished masters program

Vocational training

Do you feel your job makes use of your

qualifications?

Yes 4.0 31.0 15.0 21.0 2.0 1.0 74.0

No 1.0 17.0 5.0 3.0 26.0

Total 12 48.0 20.0 24.0 2.0 1.0 100.0


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9.2 DISCRIMINATION IN THE WORKPLACE

9.2.1 Employee’s sex 20.2% of employed and ex-employed respondents stated that their employer stressed he/she was looking exclusively for a female employee for the job. The same percentage of respondents said that sex was mentioned, but was not considered important. Finally, 59.5% of respondents think that the sex of the employee was not an issue for the employer.

Cross tables: The following cross table illustrates whether the sex of the employee was an issue for the employer across different fields of work. Women working in retail, and particularly women working in food service, responded positively in more cases then in other fields of work.

Table 6:Field of work? * Was your sex an issue for your employer when you were applying

for a job?

Was your sex an issue for your employer when you were applying for a job?

(# of respondents) Total Yes, it was stressed in

the want ad Yes, but not so

important No

Field of work

Education 2 5 21 28 Health 4 3 9 16

Food service 10 6 4 20 Retail 18 17 24 59

Administration 11 16 64 91 Production 6 4 27 37

Media 1 1

Total 51 51 150 252

In the following cross table one can see whether sex of the employee was an issue for the employer in the context of education. In most cases, those who responded positively to this question do not have a university degree.

Table 7: Education*Was your sex an issue for your employer when you were applying for a

job?

Was your sex an issue for your employer when you were applying for a job?

(# of respondents) Total Yes, it was stressed in

the want ad Yes, but not so

important No

Education

Primary school 8 2 2 12 High school 31 28 61 120 Two years

university program 7 12 32 51


2 8 51 61

Masters program 1 3 4 Vocational program 3 1 4 Total 51 51 150 252


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9.2.2 Career advancement 50.4% of the employed and ex-employed women from the sample feel that they do not have any opportunity to advance their career at their current job while 49.6% of them feel that they do have the chance to advance their careers. Compared to men in similar positions, 60.8% of employed and ex-employed women from the sample feel that men have the chance to advance their careers, and 39.2% of them feel that men do not have such options.

Graph 8: Do you have the chance to advance your career?

49.6%

50.4%

I have chances to advance my careerI do not have chances to advance my career

9.2.3 Management In 81% of cases men fill the manager role and in 19% of cases woman serve as the manager.

Graph 9: Who is the boss in your organization?

19%

81%

0

10

20

30

40

50

60

70

80

90

A man A woman

9.2.4 Working environment In 55.2% of organizations where women from the sample work, the sex of employees is mixed, 36.5% of organizations are dominated by women, and 8.3% of organizations are dominated by men. We discovered that in 26.6% of the organizations that have more female employees than male, the manager is a man. 9.2.5 Staffing 34.9% of employed and ex-employed women from the sample have male subordinates, and 65.1% of them do not. Of the 34.9% that have male subordinates, 14.8% said that this situation bothers the men, 43.2% said that it does not bother men, and 42% do not know what the men think about this situation. When asked the question “Do you have any problems with having male subordinates?” 86.2% of women responded negatively and 14.8% responded positively.


26

9.2.6 Demonstration of capabilities 14.7% of employed and ex-employed women from the sample feel that they have to constantly keep proving that their capabilities are equal to those of their male colleagues. On the other hand, 16.3% report that they must prove themselves sometimes, 21.8% rarely, and 47.2% never. Interestingly, women that have reached a higher level of education do not feel that they have to continue to prove themselves as equal to men as often.

Graph 10: Do you have to keep proving your capabilities are equal to

those of your male colleagues?

14.7%

21.8%

16.3%

47.2%

0

5

10

15

20

25

30

35

40

45

Constantly Sometimes Rarely Never

9.2.7 Compensation 6.7% employed and ex-employed women from the sample stated that their male colleagues have higher salaries than they do, 60.7% stated that salaries are the same, 4.4% stated that women have higher salaries, and 28.2% of respondents do not have information about salaries. Of the 6.7% of the population that stated that men receive higher compensation, 29% are employed in the retail field and 29% are employed in the production field. In the areas of education and media, there were no such cases. While 47.1% of the women who believe men receive higher compensation are female high school graduates, only 29.4% of them completed a two-year university program and 11.7% graduated from a four-year university program.

Graph 11: Wage difference

4.4% 6.7%

60.7%

28.2%

0

10

20

30

40

50

60

70

Women havehigher salary

Men have highersalary

Salaries are thesame

I do not know


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9.2.8 Sexual harassment Research indicates the following statistics:

� Teasing, jokes: 7.7% of employed and ex-employed women complained to the interviewer that their boss harassed them in this way, 1.3% complained of this action by subordinates, and 8.3% complained this behavior was carried out on somebody else, for example a client. In 15% of the cases this happened more than once, and in 2.3% of the cases this happened only once.

� Requesting sexy clothes: Managers harassed respondents about this topic in 1.3% cases.

“Somebody else”, for example a client, harassed respondents in 0.7% cases. � Liberal comments about appearance: 5% of respondents complained to the interviewer

that their manager harassed them in this way, 2% respondents complained that her subordinate harassed her in this way, and 10% respondent said that somebody else harassed her. In 17% cases this situation happened more than once.

� Liberal looks and gestures: 5.3% of respondents complained to the interviewer that their

manager harassed them in this way, 0.7% of them complained of this by their subordinates, and 7.7% indicated somebody else. In 11.7% of cases this situation happened more than once.

� Liberal touches: 2.3% of respondents with working experience said that their manager

harassed them in this way, 1.3% complained to interviewer about their subordinates, and same percentage complained about somebody else. In 3.7% of cases this situation happened more than once.

� Insisting on a date: 3% of respondents from the sample complained to interviewer that their

manager harassed them in this way, 7.3% of them complained about somebody else, for example a client. In 6.3% of cases this situation happened more than once.

� Letters, calls, messages: 1.7% of respondents from the sample complained to interviewer

that their manager harassed them in this way, 3.3% of them complained about somebody else. In 3.7% of cases this situation happened more than once.

� Stalking: 0.3% of respondents from the sample complained to interviewer that their

manager harassed them in this way, 0.3% of them complained about somebody else. � Pressure for a sexual favors: 0.7% of respondents from the sample complained to

interviewer that their manager harassed them in this way, 0.3% of them complained about somebody else.

� Rape: None of employed and ex-employed women from the sample responded positively on

this question. 9.2.9 Maternity leave 8.3% of employed and ex-employed respondents have problems regarding maternity leave, while 91.7% of them do not have problems with taking maternity leave or did not ever take maternity leave. 38% of women from the sample that had some problems with taking maternity leave are engaged in retail trade and 48% of these women stopped their education at high school. 9.2.10 Clothing requests Of the women who have to wear special clothes at the manager’s request, 3.2% of respondents feel uncomfortable, while 66.7% do not have any problems with such clothing. 30.2% have had to wear


28

special clothes because of the work they do. Respondents who had the most significant complaints in this area work in food service (63%) and retail (37%).


29

9.3 RESPONDENTS’ OPINIONS

9.3.1 Difficulty of finding work 49.3% of respondents from the sample think that men can find work more easily than women. These respondents gave following explanations for their beliefs: men have more opportunities and choices (22.3%); prejudice (21.6%); family is more important for women (16.9%); men’s network – employers are men in most cases (12.8%); maternity leave (9.5%); physical advantages (6.8%); and unknown (10.1%).

Graph 12: Reasons for men to find work more easily

22.3%9.5%

12.8%

21.6%16.9%

6.8%

10.1%

0 5 10 15 20 25 30 35

Men have more choices

Maternity leave

Men's network-employers are men

Prejudice

Family is more important for women

Physical advantages

I do not know

9.3.2 Job competition In 48.3% of cases men and women were not competing for the same job and in 45.3% of cases men and women competed for the same job. 6.3% of respondents did not know if their competition was male or female.

Cross tables: The following table shows in which fields of work men and women were in competition. It is significant that respondents believe that men and women compete in typically female areas (retail, education and food service) as much as they do in others (production, administration).

Table 8: Field of work*Were men and women competing for a job?

Were men and women competing for a job? (# of respondents) Total

Yes No I do not know

Field of work

Education 14 9 5 28

Health 7 9 16

Food service 6 11 3 20

Retail 13 44 2 59

Administration 39 46 6 91

Production 19 16 2 37

Media 1 1

Total 99 135 18 252

9.3.3 Importance of sex in job search 28.3% of the sample stated that employee’s sex was important to employer, 39.7% of respondents think that sex was not an important issue, and 32% of them do not know. Again, the retail and food service industries are the two areas in which the employee’s sex was perceived as most important to the employer.


30

9.3.4 Job segregation When asked the question “In jobs where there are no physical qualifications, are certain jobs created for men and certain jobs for women?” respondents said the following: 60.7% believe that a division exists and it should not, 23.0% think that the division doesn’t exist and it should not, 15.0% replied that a division exists and it should, and 1.3% feel a division doesn’t exists but should.

Graph 13: In jobs where there is no physical qualification, are there certain jobs for men and certain for women?

23.0%

1.3%15.0%

60.7%

The division exists and it should The division exists and it should notThe division doesn't exists and it should not The division doesn't exists but it should

9.3.5 Job satisfaction 64.3% of respondents from the sample think that women have a harder time than men finding satisfying, well-paid work while the other 35.7% of respondents think that men and women are in the same position.

Graph 14: Men are more likely than women to find satisfying work

64.3%

35.7%

0

10

20

30

40

50

60

70

Yes No

9.3.6 Reasons men find satisfying work more easily Respondents from the sample who think that women have a harder time than men finding satisfying, well-paid work cite the following causes: women feel that family obligations are more important than their careers (34.2%); employers are, in most cases, men (24.9%); old boys network (this means men are friends with one another so they help each other out) (22.8%); the existing legal framework (8.8%); unknown (7.8%); prejudice (0.5%), lack of satisfying jobs (0.5%), and all of the above (0.5%).

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10. CONCLUSION

10.1 COMMENTS

10.1.1 Finding a job

All women from the sample answered questions about the employment process, including employed, ex-employed and unemployed. Over half of the women in the survey who did not get a job they applied for said it went to a friend or relative of the employer, which demonstrates the fact that nepotism is a significant problem in Montenegro. However, women also benefit from this system, as 41.3% of women got their jobs through recommendations. Not everyone is lucky enough to have such connections. Over 25% of the women in the sample between 22-40 years old are currently looking for work. According to estimates from the Institute for Strategic Studies and Prognoses, the unemployment rate is around 19%, while 48% of our sample is currently job hunting. More than 40% of respondents said sex was an issue to the employer during the hiring process, particularly in the food and retail sectors. This can be verified through media advertisements, which often specify whether the employer is looking for a woman to fill the position.

10.1.2 On the job Key findings from the research show that 84% of women from the sample have some professional experience, 53% are currently employed, and 31% have worked previously. Around 87% of women from the sample work or worked as full-time employees (including seasonal workers). Data collectors did not ask respondents whether they work as official employees or informally. Women in the sample with higher educations are more likely to be employed. This could explain why more young women are studying. In the 41-50 year age group, 43% completed high school and only 19% university, while 47% of 22-30 year olds finished high school and 28% university. This research shows that in 81% of the cases the manager is a man. In our sample there are very few women in decision-making positions. The majority of women in the sample are in administration, or other typically feminine fields such as health or education, while only 14.7% work in production and just 6% are managers or owners. Of the employed and ex-employed women, 73.8% from the sample feel that their job makes good use of their qualifications. However, we have to ask why women are working mainly in subordinate positions. The remaining 26.2% from the sample responded that they do not feel their job makes use of their qualifications, of which 65% finished high school and 31% finished a two or four-year university program. We can conclude from this that a woman is more likely to be satisfied at her job if she has a higher level of education. Over 44% who do not believe their job makes use of their qualifications say the reason for this is that there are no good jobs, which is gender neutral. Another 30% say it is because the job they were suited for went to someone else, their skills are not used adequately, or they cite family reasons. In other words, they feel they are overqualified for their jobs. Lack of good jobs is presently a problem for both men and women in Montenegro, but women seem to have other hurdles to overcome. Only 6.7% of the sample responded that men at the same position in their organization receive higher wages. If we exclude the 28.2% of the respondents who do not know if there any difference in wages between genders, it appears that there is no wage discrimination against women in Montenegro. However, other surveys show that there is in fact a wage gap. According to the Household Survey 4 published by the Institute for Strategic Studies and Prognoses, men receive on average €30.00 more per month, even when accounting for education level. UNDP has found similar results. Although it is


32

possible that the women from our sample were an exception to the rule, it is also possible that they are for some reason not aware of the wage gap. Regarding sexual harassment, only a relatively small number of respondents admit that they were harassed at the workplace. The mentality in Montenegro is still patriarchal, and most women think that they should handle the situation on their own, without complaint and without talking about it. Additionally, people are not familiar with the words “discrimination” and “harassment”. This survey had only a few questions on this topic, and therefore, the level of sexual harassment remains uncertain. This could be an area for future research. 10.1.3 Leaving the job

The fact that 61.1% of those women who were let go from their jobs were fired because the company went bankrupt clearly demonstrates Montenegro is experiencing an economic crisis. While respondents did not mention sexual discrimination as a cause, the practice of dismissing female workers before male workers is typical in transitioning economies. Of the 41.9% of ex-employed women who quit, 23.1% of them did so because they became pregnant. As the maternity policy under Montenegrin law is very generous, this data indicates that some of them might have been forced to quit and some of them might not have been able to manage both family and career obligations. Approximately 34% of dismissed women were replaced by another woman. Only 3.2% of respondents were definitely replaced by a man. This could indicate that these were positions created exclusively for women.

10.1.4 What women think Answers to questions related to respondent’s opinions indicate that most of them feel that discrimination does exist in Montenegro. Roughly 61% of the respondents believe that there is a division between men’s jobs and women’s jobs that should not exist. This is supported by the fact that men replaced so few dismissed women. However, under such difficult economic conditions, the situation may be changing, as people are willing to take whatever job they can get. Our results show that men and women are now competing for jobs in fields that are both traditionally masculine, such as production, and feminine fields such as education. This would be an interesting topic for further research. Data shows that 64.3% of respondents think that women have a harder time finding a satisfying, well-paid job than men. The fact that so few women in our sample are bosses or managers supports this. This would also be an interesting topic for further research, but some possible reasons could be that women are less educated and have less working experience, or that they are concerned with their families and are less committed to the job. According to our sample, employers seem more likely to hire men in decision-making positions. When asked why they believe women have a more difficult time finding a satisfying job than men, 34.2% of respondents cite the fact that family obligations are often considered more important than their careers. It would be interesting to learn how many of these women feel they have not been able to fulfill their professional objectives because they were stuck with domestic responsibilities, and how many chose this path. The majority of women cited issues such as “the employer is a man” or “the old boys network” as the reasons why women remain in secondary positions. 10.1.5 Conclusion When looking at the responses to the questions regarding workplace experience, it appears that respondents do not perceive discrimination to be a serious problem. One explanation may be that under the former Communistic regime, women were supposedly considered equal to men. Alternatively, Montenegrins are struggling through an economic crisis at the moment and are focusing on survival rather than gender issues. A third explanation is that this is the first time a survey like this has been


33

carried out. Topics like discrimination or sexual harassment are not common, and women are unfamiliar with discussing these topics. It is interesting that the responses to questions concerning women’s opinions paint a different picture, one where discrimination is prevalent in society. Under current economic conditions, with a limited number of good jobs available, the motivation for working is likely to be contribution to the family budget rather than personal satisfaction. It is clear that Montenegrin women face a “dual burden” of bringing money home and taking care of the family. Many people, men and women both, believe that women can do both easily. However, women often have to ask themselves what is more important, devoting time to the family, or contribution to the family budget. Looking for the results of our survey, taking care of the family often takes priority over women’s professional goals. As the economy begins to improve, more good jobs will be created, and Montenegrin women will have more opportunities to work in different industries and in different positions. At the moment there is no strong business association for women. It will be interesting to see if women will choose to be proactive as the economy starts to improve. The other players who influence the lives of women, including the government, legislators, employers and family members, can also take part in transforming women’s role in Montenegrin society. This research confirms some previous observations and assumptions about the position of working women in Montenegro, and how they function. Results allow us to draw some conclusions, and also raise further questions. There is clearly a need for further research in this area. We must now ask ourselves what questions should we try to answer and what actions should we take.

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34

Diskriminacija žena u procesu zapošljavanja i na radnom mjestu

36

SADR@AJ 1. PREGLED TABELA I GRAFIKONA 38

2. UVOD 40

3. ZAHVALNOST 41

4. CILJEVI ISTRA@IVANJA 42

5. REZIME 44

6. PREPORUKE 45

7. UKRATKO O CRNOJ GORI 46

7.1 GEOGRAFSKI POLO@AJ ........................................................................................................ 46 7.2 OPŠTI EKONOMSKI RAZVOJ ................................................................................................ 46 7.3 STANOVNIŠTVO ...................................................................................................................... 47 7.4 ZAPOSLENOST ......................................................................................................................... 47

8. O UZORKU I METODOLOGIJI 48

9. OSNOVNI REZULTATI ISTRA@IVANJA 52

9.1 ZAPOSLENOST ......................................................................................................................... 52 9.1.1 Zaposlenost .......................................................................................................................... 52 9.1.2 Djelatnost............................................................................................................................. 52 9.1.3 Radno iskustvo .................................................................................................................... 52 9.1.4 Radna pozicija ..................................................................................................................... 52 9.1.5 Uzroci nezaposlenosti .......................................................................................................... 53 9.1.6 Uzroci zbog kojih ispitanice koje su ranije radile sada ne rade ........................................... 53 9.1.7 Uzroci dobijanja otkaza ....................................................................................................... 53 9.1.8 Uzroci napuštanja posla ....................................................................................................... 53 9.1.9 Zamjena na prethodnom poslu ............................................................................................ 53 9.1.10 Način zapošljavanja ........................................................................................................... 54 9.1.11 Da li ispitanice smatraju da rade posao za koji su stručno osposobljene? ......................... 54

9.2 DISKRIMINACIJA NA RADNOM MJESTU .......................................................................... 56 9.2.1 Vašnost pola prilikom zapošljavanja ................................................................................... 56 9.2.2 Napredovanje u karijeri ....................................................................................................... 57 9.2.3 Menadšment ........................................................................................................................ 57 9.2.4 Poslovno okrušenje .............................................................................................................. 57 9.2.5 Podredjeni ............................................................................................................................ 57 9.2.6 Dokazivanje radnih sposobnosti .......................................................................................... 58 9.2.7 Odnos plata .......................................................................................................................... 58 9.2.8 Seksualno uznemiravanje .................................................................................................... 59

9.3 MIŠLJENJA ISPITANICA........................................................................................................ 60 9.3.1 Teškoće u pronalašenju posla .............................................................................................. 60 9.3.2 Konkurencija za posao ........................................................................................................ 60 9.3.3 Vašnost pola prilikom zapošljavanja ................................................................................... 60 9.3.4 Podjela poslova .................................................................................................................... 61 9.3.5 Kako naći odgovarajuće zaposlenje .................................................................................... 61 9.3.6 Zašto muškarci lakše nalaze posao kojim su zadovoljni ..................................................... 61


37

10. ZAKLJU^CI 63

10.1 KOMENTARI ........................................................................................................................... 63 10.1.1 U procesu zapošljavanja .................................................................................................... 63 10.1.2 Na radnom mjestu ............................................................................................................. 63 10.1.3 Napuštanje posla i otkaz .................................................................................................... 64 10.1.4 Šta žene misle .................................................................................................................... 64 10.1.5 Zaključak ........................................................................................................................... 64

�


38

1. PREGLED TABELA I GRAFIKONA

GRAFICI Grafik 1 Struktura uzorka po godinama starosti 45 Grafik 2 Završeno obrazovanje 46 Grafik 3 Zaposlenost 46 Grafik 4 Djelatnost 49 Grafik 5 Radna pozicija 49 Grafik 6 Zamjena na prethodnom poslu 50 Grafik 7 Kako ste dobili posao? 51 Grafik 8 Da li mislite da imate mogućnosti napredovanja u poslu? 53 Grafik 9 Ko je pretpostavljeni u Vašoj organizacji? 53 Grafik 10 Da li morate iznova da dokazujete da su Vaše sposobnosti jednake sa

sposobnostima Vaših kolega 54

Grafik 11 Odnos plata muškaraca i žena u organizaciji 54 Grafik 12 Zašto mislite da muškarci lakše nalaze posao nego žene? 56 Grafik 13 Da li mislite da postoji podjela na “muške” i “ženske” poslove, osim u poslovima

gdje su potrebne fizička sposobnosti? 57

Grafik 14 Da li muškarci lakše nalaze dobar posao nego žene? 57

TABELE Tabela 1 Starosna struktura*Obrazovanje (Unakrsne tabele) 47 Tabela 2 Obrazovanje*Zaposlenost (Unakrsne tabele) 47 Tabela 3 Starosna struktura*Zaposlenost (Unakrsne tabele) 47 Tabela 4 Djelatnost*Ko Vas je zamijenio na prethodnom poslu? (Unakrsne tabele) 50 Tabela 5 Da li radite posao za koji ste kvalifikovani?*Obrazovanje (Unakrsne tabele) 51 Tabela 6 Djelatnost*Da li je to što ste žensko uticalo na poslodavca? (Unakrsne tabele) 52 Tabela 7 Obrazovanje*Da li je to što ste žensko uticalo na poslodavca? (Unakrsne tabele) 52 Tabela 8 Djelatnost*Da li je za Vaše radno mjesto konkurisao i muškarac? (Unakrsne tabele) 56


39

TABELE – PRILOG B

Tabela 1 Zašto ste dobili otkaz? 65 Tabela 2 Da li radite posao za koji ste kvalifikovani? 65 Tabela 3 Zašto ne radite posao za koji ste kvalifikovani? 65 Tabela 4 Da li je poslodavcu bio vašan pol novozaposlenog kada ste se prijavljivali za

posao? 65

Tabela 5 Da li muškarci na istoj poziciji imaju mogućnosti napredovanja? 66 Tabela 6 Da li u preduzeću gdje radite ima više muškaraca ili žena? 66 Tabela 7 Da li imate i jednog muškarca na radnom mjestu koji Vam je podredjen? 66 Tabela 8 Da li muslite da im to smeta? 66 Tabela 9 Da li Vama to smeta? 66 Tabela 10.1. Pretjerane šale na račun seksa – Ko Vas je uznemiravao? 66 Tabela 10.2. Pretjerane šale na račun seksa – Koliko često? 67 Tabela 11.1. Zahtjevi za izazovnim oblačenjem – Ko Vas je uznemiravao? 67 Tabela 11.2. Zahtjevi za izazovnim oblačenjem – Koliko često? 67 Tabela 12.1. Preslobodni komentari na račun izgleda – Ko Vas je uznemiravao? 67 Tabela 12.2. Preslobodni komentari na račun izgleda – Koliko često? 67 Tabela 13.1. Preslobodni pogledi i gestikulacije – Ko Vas je uznemiravao? 68 Tabela 13.2. Preslobodni pogledi i gestikulacije – Koliko često? 68 Tabela 14.1. Preslobodni dodiri – Ko Vas je uznemiravao? 68 Tabela 14.2. Preslobodni dodiri – Koliko često? 68 Tabela 15.1. Insistiranje na sastanku – Ko Vas je uznemiravao? 68 Tabela 15.2. Insistiranje na sastanku – Koliko često? 69 Tabela 16.1. Pisma, pozivi ili poruke – Ko Vas je uznemiravao? 69 Tabela 16.2. Pisma, pozivi ili poruke – Koliko često? 69 Tabela 17.1. Praćenje, uhodjenje – Ko Vas je uznemiravao? 69 Tabela 17.2. Praćenje, uhodjenje – Koliko često? 69 Tabela 18.1. Otvoreni poziv na seks – Ko Vas je uznemiravao? 69 Tabela 18.2. Otvoreni poziv na seks – Koliko često? 70 Tabela 19 Da li ste imali problema sa obezbjedjivanjem trudničkog bolovanja? 70 Tabela 20 Postoje li na Vašem radnom mjestu posebni zahtjevi za oblačenjem? 70 Tabela 21 Neuobičajeni zahtjevi da žena-zaposleni neće tražiti trudničko bolovanje u

odredjenom periodu 70

Tabela 22 Neuobičajeni zahtjevi za izazovnim oblačenjem 70 Tabela 23 Neuobičajeni zahtjevi da će žena-zaposleni posebnu pašnju poklanjati muškim

klijentima 70

Tabela 24 Neuobičajeni zahtjevi za prilaganjem fotografije, iako to nije potrebno 71 Tabela 25 Neuobičajeni zahtjevi o pripadnosti odredjenoj političkoj partiji 71 Tabela 26 Da li je za Vaše radno mjesto konkurisao i muškarac 71 Tabele 27-73 Unakrsne tabele 71

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2. UVOD Centar za preduzetništvo i ekonomski razvoj uz podršku švedske organizacije Kvinna till Kvinna i Centra za medjunarodno privatno preduzetništvo iz Vašingtona, sproveo je istraživanje “Diskriminacija žena u procesu zapošljavanja i na radnom mjestu”, prvo ove vrste u Crnoj Gori. Iako su sprovedena brojna istraživanja koja se odnose na zaposlenost i uslove poslovanja u Crnoj Gori, neznatan je broj onih koja u osnovi imaju pitanja odnosa polova. Većina ljudi u Crnoj Gori bi se slošili sa konstatacijom da šivimo u patrijarhalnoj sredini, ali je teško dokazati podacima koje daju istraživanja da li je to tako ili nije i ako jeste kako se to odrašava na svakodnevicu žena i potrebno je to ispraviti. Prema veoma malom broju sprovedenih istraživanja, žene zaostaju za muškarcima u obrazovanju i platama i češće su zaposlene na nišim radnim pozicijama nego na pozicijama donosioca poslovnih odluka. @ene čine polovinu crnogorske populacije i predstavljaju značajan potencijal za razvoj privrede. Ovakvo istraživanje bi moglo biti od pomoći Vladi, privatnom sektoru, donatorima da imaju jasniju sliku o cjelokupnoj sitaciji u Crnoj Gori, kao i da kreiraju politike na način koji bi omogućio ženama da postignu ravnopravnost sa muškarcima i koji bi ohrabrio da preuzimaju izazovnije uloge. Anketari su intervjuisali žene iz cijele Crne Gore kako bi se dobili potrebni podaci i stekla jasnija slika o situaciji u procesu zapošljavanja i na radnim mjestima. Očigledno je da mnoge ispitanice ranije uopšte nisu razmišljale o ovim pitanjima. Medjutim, na osnovu dobijenih rezultata, mošemo reći da diskriminacija postoji u Crnoj Gori. Nadamo se da će nakon objavljivanja rezultata ovog istraživanja ova pitanjima razmotriti, ne samo Vlada i ljudi iz biznisa, nego i same žene. Kroz dalja istraživanja i dublju diskusiju medju relevanitnim subjektima, u Crnoj Gori će moći da se identifikuju politike i mjere koje će biti od koristi ženama, cjelokupnom poslovnom okrušenju i društvu u cjelini.

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3. ZAHVALNOST Istraživanje je sprovedeno zahvaljujući naporu većeg broja pojedinaca i nekoliko organizacija tokom perioda od pet mjeseci. Istraživanjem su rukovodili Budimka Mićković i Michelle Stern. U svim fazama istraživanja učestvovalo je oko 30 pojedinaca. Kancelarije Centra za preduzetništvo i ekonomski razvoj u Podgorici, Nikšiću, Kotoru, Ulcinju i Bijelom Polju prušile su logističku podršku u fazi prikupljanja podataka. Posebnu zahvalnost dugujemo grupi od 300 žena koje su sa nama zajednički radile na ovom istršivanju. One nisu samo odgovorile na upitnik, već su pri tome dale značajne podatke o sebi, svojim vidjenjima, načinu razmišljanja i očekivanjima. Bez njih ne bi bilo ni ovog istraživanja. Organizacije koje su radile zajedno na ovom istraživanju imaju dugogodišnju reputaciju u oblasti istraživanja i ekonomskih analiza. Centar za preduzetništvo i ekonomski razvoj (CEED) iz Podgorice, Crna Gora je prvi konsalting centar u Crnoj Gori osnovan sa ciljem da podršava preduzetništvo i ekonomski razvoj. Misija CEED-a je da kroz svoje programe, projekte i aktivnosti zalaganja promoviše i praktično primjenjuje u Crnoj Gori ideje slobodnog tršišta, preduzetništva i privatnog vlasništva u otvorenom i demokratskom društvu uz vladavinu prava. CEED je osnovan da potrebnim znanjem pomogne preduzetnicima koji su se počeli pojavljivati nakon raspada bivše Jugoslavije. Ubrzo je postalo evidentno da je većini novih preduzetnika bila potrebna praktična i prilagodjena obuka da bi olakšali započinjanje i vodjenje svojih biznisa. Osnovne usluge koje je CEED nudi uključuju: Istraživanje, ekonomski pregledi i razvoj baze podataka za mala i srednja preduzeća; ekonomske analize; analize i preporuke politika; aktivnosti zlaganja; izrada biznis planova za ambiciozne preduzetnike; osnovna i napredna obuka za započinjanje novog i za vodjenje postojećeg biznisa. Fondacija Kvinna till Kvinna podršava žene koje šive pod uticajem rata i konflikata u zapadu Balkana. Saradjuju sa ženskim organizacijama sa Kosovu, iz Srbije, Bosne i Hercegovine, Hrvatske, Makedonije, Albanije i iz Izraela/Palestine. Zalašu se da pomognu fizički i psihički oporavak žena iz ratom obuhvaćenih područja. Oni šele da osposobe i podrše žene kako bi dobrinijele ponovnoj izgradnji demokratskog društva. Centar za medjunarodno privatno preduzetništvo (CIPE), podrušnica Privredne Komore Sjedinjenih Američkih Dršava, radi na izgradnji demokratije i tršišnih ekonomija širom svijeta. CIPE djeluje kroz četiri osnovne oblasti: grant programi kojima trenutno podršava preko 90 domaćih organizacija zemalja u razvoju, nagradjivanje najboljih u strategiji komunikacije, trening programi obuke, i tehnička pomoć preko svojih predstavništava i kancelarija. Od svog osnivanja 1983. godine CIPE je finansirao više od 700 projekata u 80 zemalja i sproveo je programe obuke iz oblasti menadšmenta širom svijeta.

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4. CILJEVI ISTRA@IVANJA Osnovni cilj ovog istraživanja bio je da se utvrdi da li žene u Crnoj Gori vjeruju da postoji diskriminacija na radnom mjestu i u procesu zapošljavanja. Do sada se o ovakvim pitanjima nije diskutovalo u Crnoj Gori i veoma je vašno razumjeti ih prije nego se dalje aktuelizuju i na njih zatraže odgovori. Ovaj projekat je realizovan kao inicijalni korak sa prevashodnim ciljem da se poboljša pološaj žena u crnogorskom društvu. Osnovni zadaci projekta bili su odredjivanje: � Da li su žene u Crnoj Gori diskriminisane na radnim mjestima ili dok traže posao; � Kako su žene tretirane tokom procesa zapošljavanja; � Kako se diskriminacija, ukoliko postoji, manifestuje; � Da li i same žene smatraju da imaju manje mogućnosti u procesu zapošljavanja i na radnom mjestu u

odnosu na muskarce; � Kako žene vide svoj uspjeh u biznisu. Rezultati dobijeni nakon sprovodjenja istraživanja izrašavaju mišljenja i iskustva 300 žena različite starosne strukture, obrazovanja i djelatnosti. Struktura uzorka (prema godinama starosti, nivou obrazovanja i prema tome da li su zaposlene ili ne) nije bila determinisana kvotama jer smo šeljeli da dobijemo precizan opis populacije. Podaci su prikupljeni pomoću upitnika (PRILOG A) koji je obuhvatio tri kategorije žena prema zaposlenosti: (1) zaposlene – žene koje trenutno rade; (2) ranije zaposlene – nezaposlene žene koje su ranije bile zaposlene, a sada traže posao; i (3) nezaposlene – žene koje nikad nisu radile i traže posao. Na pitanja koja se odnose na zaposlenost i diskriminaciju na radnom mjestu odgovarale su ispitanice koje su trenutno zaposlene, kao i one koje su ranije radile, a sada traže posao. Tako da smo uzeli u obzir odgovore obje grupe bez obzira da li trenutno rade ili ne. Priprema istraživanja je trajala dva mjeseca. Prikupljanje podataka je trajalo 15 dana, a bilo je angašovano 19 anketara. Zatim se pristupilo unošenju i obradi dobijenih podataka iz upitnika. Analize i rezultati su dobijeni pomoću SPSS softvera.

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5. REZIME Ispitanice koje smo intervjuisali u cilju sprovodjenja istraživanja pripadaju starosnoj dobi od 18 do 65 godina. Gotovo polovina ispitanih žena ima završenu srednju školu, dok je 48% njih završilo višu školu, univerzitet ili postdiplomske studije. Većina ispitanica, 46,7%, šivi u centralnom dijelu Crne Gore, dok ih je 30% iz sjevernog dijela i 23,3% iz jušnog dijela Crne Gore. 1. Zaposlenost

U pogledu zaposlenja, 53% ispitanica iz uzorka je trenutno zaposleno, 31% njih je ranije radilo i sada traže posao i 16% ispitanih žena iz uzorka nije nikad radilo, ali traže zaposlenje. Djelatnosti u kojima radi najveći broj ispitanica su administracija, maloprodaja i proizvodnja. Skoro 88% ispitanica rade na poziciji zaposlenog, dok ih je samo 7,2% na poziciji menadšera i vlasnika. Preko 60% žena koje su dobile otkaz sa prethodnog posla kao razlog su navele stečaj firme. Više od polovine onih koje su samovoljno napustile svoj prethodni posao učinile su to zbog porodičnih razloga i/ili zbog toga što su ostale u drugom stanju). Samo 5% ispitanica je napustilo prethodni posao jer su našle bolji posao. @ene u Crnoj Gori češće rade u djelatnostima koje su tipično “ženske.” U samo 3,2% slučajeva je šenu koja je otišla sa prethodnog radnog mjesta zamijenio muškarac. Većina ispitanih žena smatra da radi posao za koji su kvalifikovane.

2. Diskriminacija na radnom mjestu Oko 40% ispitanica vjeruje da je to što su žene bilo na neki način vašan faktor uticaja na njihove poslodavce u procesu zapošljavanja, a naročito u djelatnostima maloprodaje i ugostiteljstva. Na pitanje da li imaju jednake šanse za napredovanjem u poslu kao njihove kolege broj pozitivnih odgovora je bio gotovo jednak broju negativnih odgovora. Samo 19% ispitanica ima šenu za pretpostavljenog na radnom mjestu, a u trećini organizacija gdje je zaposleno više žena nego muškaraca, pretpostavljeni je muškarac. Skoro 40% ispitanica iz uzorka smatra da mora iznova da dokazuje da su njihove sposobnosti jednake sposobnostima njihovih kolega stalno ili ponekad. Većina žena vjeruje da su im plate na jednakom nivou sa platama njihovih kolega. Istraživanje je uključilo i nekoliko pitanja koja se odnose na seksualno uznemiravanje, a rezultati su pokazali da ovakvi problemi nisu naročito prisutni u Crnoj Gori. 3. Mišljenja ispitanica

Više od polovine ispitanih žena smatra da muškarci lakše nalaze zaposlenje nego žene, prvenstveno zato što imaju veći izbor i zbog prisutnih predrasuda koje ne idu u prilog ženama. Preko 60% ispitanica vjeruje da postoji podjela na “muške” i “ženske” poslove u Crnoj Gori i da ta podjela nije ispravna, isključujući poslove gdje je potrebna fizička kvalifikacija. Muškarci i žene su konkurisali za isti posao u manje od polovine slučajeva. Većina žena koje smo intervjuisali se takodje slaše da žene teše pronalaze zadovoljavajući, dobro plaćen posao nego muškarci. Najčešći uzrok tome je to što su ženama porodične obaveze prioritetnije i što muškarci imaju korisnije i bolje medjusobne veze i uglavnom se nalaze u ulogama donosioca odluka.

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6. PREPORUKE

Preporuke koje su zasnovane na rezultatima dobijenim iz istraživanja i na zaključcima do kojih je došao istraživački tim su sledeće: � Potrebna izrada i primjena programa ohrabrivanja djevojaka i žena kako bi se što više obrazovale i

prihvatale odgovornija radna mjesta . � Potrebno je ubijediti i navesti žene da traže posao i u djelatnostima u kojima se tradicionalno

zapošljavaju muškarci. � Preduzeća treba da preispitaju svoje strategije i politike kako bi se ustanovilo zašto žensko osoblje

teško ili nikako ne unapredjuju na pozicije donosioca odluka. � Ovo istraživanje je odgovorilo na neka od pitanja, ali je takodje otvorilo nova, tako da je potrebno

sprovesti dodatna istraživanja u Crnoj Gori sa tematikom odnosa polova. � Potrebno je započeti kampanju koja bi uvela pitanja odnosa polova u javne debate. � Vlada, privatni sektor i zaposlene žene treba zajedno da rade na kreiranju politika koje će omogućiti

pozitivniji ambijent života i rada za oba pola.

�� Navedene preporuke su izvedene iz sprovedenog istraživanja. Centar za preduzetništvo i ekonomski razvoj je spreman da učestvuje u realizaciji ovih aktivnosti koje su preporučene na osnovu rezultata ovog istraživanja.

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7. UKRATKO O CRNOJ GORI

7.1 GEOGRAFSKI POLO@AJ Crna Gora se nalazi na jugoistoku Evrope, u centralnom dijelu Balkanskog poluostrva na obali Jadranskog mora. Crne Gore je uglavnom planinska, a dolina rijeke Zete u oblasti Skadarskog jezera i Nikšićko Polje čine najveću niziju i najplodiniji dio Crne Gore. Crna Gora se graniči sa Hrvatkom i Bosnom i Hercegovinom na zapadu, sa Srbijom na sjeveru, Albanijom na istoku i Italijom preko Jadranskog mora. Teritorija Crne Gore iznosi 13.812 km² sa 300 km dugom obalom. Glavni grad je Podgorica i nalazi se u centralnom dijelu Crne Gore. Geografski pološaj zemlje omogućava pogodne uslove za odredjene ekonomske aktivnosti, a prije svega za transport i turizam.

7.2 OPŠTI EKONOMSKI RAZVOJ Privredne aktivnosti u Crnoj Gori su uglavnom skoncentrisane u centralnom dijelu gdje se nalaze glavni grad Podgorica i Nikšić. Ostale opštine sa intenzivnim privrednim aktivnostima su Pljevlja, Bijelo Polje i Berane na sjeveru i Bar, Herceg Novi i Budva na jugu. Crna Gora poslednjih nekoliko godina uz pomoć inostranih organizacija i donatora sprovodi proces ekonomskih reformi koje će u potpunosti promijeniti i poboljšati postojeći sistem. Jedna od ključnih je zakonska reforma. Serija novih poreskih zakona, kao i Zakon o privrednim društvima, Zakon o energetici, Antikorupcijski zakon, Zakon o turizmu, Zakon o hartijama o vrijednosti i mnogi drugi će omogućiti kreiranje boljeg ambijenta za vodjenje biznisa. Proces privatizacje se sprovodi putem masovne vaučerske privatizacije, putem batch sales i putem tendera. Do sada je privatizovano preko 60% dršavne imovine i najznačajnije kompanije kao što su Telekom, Jugopetrol, Kombinat aluminijuma i većina hotela su u procesu privatizacije ili su već privatizovani. Razvoj efikasnog tršišta kapitala je bio neophodan preduslov za realizaciju reformi. U Crnoj Gori danas postoje dvije Berze, Montegro Berza i NEX Montenegro Berza. Do kraja 2002. godine se na berzama očekuje i trgovina akcijama privatizacionih fondova. Zadovoljavajući je broj ovlašćenih brokera i dilera za rad na ove dvije berze. Ekonomski i politički kolaps Jugoslavije uzrokovao je gubitak od 57% ekonomske snage koju je Crna Gora imala do 1993. godine. Zatvorenost bivše Jugoslavije i istočnoevropskog tršišta, rat u okrušenju, ekonomska blokada Jugoslavije, nemogućnost tranzita i komunikacija doveli su do smanjenja ekonomskih aktivnosti. Nakon 1995. godine nastupio je kratak period oporavka koji je prekinut ratom na Kosovu. Bruto domaći proizvod po glavi stanovnika je u 2001. godini iznosio US$1.899. Crna Gora je 1999. godine preuzela njemačku marku kao sredstvo plaćanja, a u januaru 2002. godine je prešla na EURO. Konverzija u EURO predstavljala je jednu od najvećih novčanih operacija u Crnoj Gori i ocijenjena je kao uspješna. Inflacija uzrokovana konverzijom u EURO imala je uticaja na crnogorsku ekonomiju, kao što je to bio slučaj i sa ostalim evropskim zemljama. Prema procjenama CEED-a stopa inflacije u 2002. godini dostići će nivo od 18%.


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7.3 STANOVNIŠTVO Prema popisu stanovništva koji je sproveden 1991. godine, u Crnoj Gori šivi 615.000 stanovnika. Procjena Zavoda za statistiku Crne Gore je da je 1999. godine Crna Gora imala 650.758 stanovnika, prema stopi rasta od 5,8%. Nešto više od polovine stanovništva čine žene. Procjene pokazuju blagi porast broja stanovnika tokom devedesetih godina što je vjerovatno posljedica migracija u regionu tokom ratova u toj dekadi. Prije II Svjetskog rata broj djece u porodici je bio značajno veći nego nakon rata, a naročito nakon 1948. godine od kada je stopa rasta u konstantnom padu. Ovakva slika se moše objasniti boljim uslovima života i činjenicom da su žene u Crnoj Gori obrazovanije i rijedje se odlučuju da imaju više od dvoje djece. Takodje je vjerovatno da roditelji šele manju porodicu kako bi se lakše suočili sa ekonomskim krizama. Stopa novorodjene djece je opala sa 33,06/1.000 stanovnika u 1953. godini na 13,57 u 1999. godini, što znači da crnogorska populacija stari. Ova situacija je imala dvostruki uticaj na profesionalni život žene. S obzirom da imaju manje djece, ostaje im više vremena da rade i da se obrazuju, a sa druge strane raste potreba da rade i zapošljavaju se kako opada broj radno sposobnih stanovnika.

7.4 ZAPOSLENOST “Radno sposobno stanovništvo” obuhvata muškarce u dobi od 15 do 64 godine starosti i žene u dobi od 15 do 59 godina starosti. Prema zvaničnim podacima radno sposobno stanovništvo u Crnoj Gori čini 399.241 osoba, od čega je 182.055 ili 45,6% žena. Od ovog broja, 285.258 osoba čini aktivnu radnu snagu, od čega je 43,75% ili 124.825 žena. 181.762 osobe koje su radno aktivne su zaposlene, a 39,65% ili 72.075 zaposlenih su žene. Uprkos brojnim programima pokrenutim u cilju smanjenja stope nezaposlenosti, broj nezaposlenih u Crnoj Gori je u porastu. Od ukupnog broja nezaposlenih 60% su žene. Oko 15.000 novih radnih mjesta je godišnje otvarano u poslednjih nekoliko godina i 80.000 nezaposlenih gradjana se prijavljivalo za ta radna mjesta – u prosjeku po šest prijava za svako od tih radnih mjesta. Interesovanje je čak i veće za radna mjesta na kojim uglavnom rade žene. Većina žena (60,2%) radi u vanprivrednim djelatnostima, dok 34,8% njih radi u privredi. Veoma je čest slučaj zapošljavanja u tkz. “sivoj ekonomiji” zbog visokih poreza i doprinosa koje su poslodavci u obavezi da plaćaju za radnike, a djelatnosti u kojima je “siva ekonomija” najzastupljenija su upravo oni u kojima se uglavnom zapošljavaju žene (npr. trgovina). Tako da je veoma veliki broj žena koje rade u “sivoj ekonomiji”. Prema izvršenim istraživanjima, 25% žena koje rade u “sivoj ekonomiji” su zaposlene na tim radnim mjestima od 6 do 12 mjeseci i skoro je isti procenat onih koje su zaposlene bez osnovnih radnih i socijalnih prava predvidjenih Zakonom.

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8. O UZORKU I METODOLOGIJI Istraživanje je sprovedeno u sedam gradova u Crnoj Gori. Struktura uzorka po gradovima zasnovana je na procentualnom učešću broja stanovnika pojedinih gradova u ukupnoj populaciji Crne Gore i data je na sledeći način4:

Opština Broj %

Berane 50 16,7 Bijelo Polje 40 13,3 Ukupno: sjeverni dio 90 30.0 Podgorica 90 30,0 Nikšić 40 13,3 Danilovgrad 10 3,3 Ukupno: centralni dio 140 46,7 Kotor 40 13,3 Ulcinj 30 10,0 Ukupno: južni dio 70 23,3 UKUPNO 300 100,0

Struktura uzorka prema godinama starosti data je sledećim grafikom:

Grafik 1: Struktura uzorka po godinama starosti

9,0%

36,3%

26,3%

20,7%

7,7%

0 5 10 15 20 25 30 35 40

18-21

22-30

31-40

41-50

51-65

Godin

e s

taro

sti

%

Najviše ispitanica iz uzorka pripada dobi od 22 do 30 godina, njih 36,6%, a najmanje ispitanica iz uzorka pripada dobi od 51 do 65 godina starosti, njih 7,7%.

4 Dodatne tabele se nalaze u Prilogu 2.


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Struktura uzorka prema nivou obrazovanja ispitanica data je na sledeći način:

Grafik 2: Završeno obrazovanje

5,3%

47,0%

20,3%

23,7%

1,3% 2,3%

0

5

10

15

20

25

30

35

40

45

50

Osnovna {kola Srednja {kola Vi{a {kola Zavr{enfakultet

Postdipl.Studije

Zanatski kurs

Skoro polovina ispitanica ima srednjoškolsko obrazovanje, dok je najmanji procenat onih koje imaju završene postdiplomske studije. Struktura uzorka sa aspekta zaposlenosti5 data je na sledeći način:

Grafik 3: Zaposlenost

53,0%

16,0%

31,0%

Zaposlene Ranije radile Nezaposlene

Više od polovine ispitanica iz uzorka (53%) su trenutno zaposlene, 31% ispitanica je ranije radilo, ali trenutno ne rade, dok 16% ispitanica iz uzorka nema radnog iskustva. Ovo istraživanje pokazuje da 84% žena radi ili je ranije bilo zaposleno – drugim riječima, ima radnog iskustva.

5 Trenutno zaposlene žene

Ranije radile – sada nezaposlene i traže posao

Nezaposlene – nisu nikad radile, ali traže zaposlenje


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Unakrsne tabele: Prikazana unakrsna tabela pokazuje nivo obrazovanja ispitanica sa stanovišta njihovih godina starosti. Većina žena nije nastavila školovanje nakon završetka srednje škole. Samo 19% žena u dobi od 41 do 50 godina starosti je završilo fakultet, dok 35% ispitanica u dobi od 31 do 40 godina starosti i 28% ispitanica od 22 do 30 godina starosti ima univerzitetsku diplomu.

Tabela 1: Starosna struktura*Obrazovanje

Obrazovanje (%) Ukupno Osnovna

škola Srednja škola

Viša škola

Završen fakultet

Postdipl. studije

Zanatski kurs

Godine starosti

18 – 21 1,0 5,0 2,0 0,3 9,0

22 – 30 1,0 17,0 8,0 10,0 0,7 36,0

31 – 40 1,0 11,0 5,0 9,0 1,0 0,3 26,0

41 – 50 1.6 9,0 5,0 4,0 0,3 1,0 21,0

51 – 65 0,7 5,0 1,0 1,0 8,0

Ukupno 5,3 47,0 20,0 23,0 1,3 2,3 100,0

Naredna unakrsna tabela ističe broj zaposlenih i nezaposlenih žena iz uzorka sa aspekta njihovog obrazovanja. Najviše ispitanica koje su zaposlene završile su srednju školu ili fakultet.

Tabela 2: Obrazovanje*Zaposlenost

Zaposlenost (%) Ukupno

Sada zaposlena Ranije radila Nezaposlena

Obrazovanje

Osnovna škola 2,3 1,7 1,3 5,3

Srednja škola 22,0 18,0 7,0 47,0

Viša škola 11,0 6,0 3,3 20,3

Završen fakultet 16,3 4,0 3,3 23,7

Postdipl. studije 1,0 0,3 1,3

Zanatski kurs 0,3 1,0 1,0 2,3

Ukupno 53,0 31,0 16,0 100,0

Sledeća tabela pokazuje stepen zaposlenosti prema godinama starosti ispitanica. Znatno više ispitanica je zaposleno nego nezaposleno u dobi od 41 do 50 godina starosti. Obrnut je slučaj sa ispitanicama od 18 do 21 godinu starosti. Samo 7% ispitanica od 41 do 65 godina starosti nije nikad bilo zaposleno, dok je ovaj iznos veći za 19% za ispitanice starosne dobi od 22 do 30 godina starosti.

Tabela 3: Godine starosti*Zaposlenost

Zaposlenost (%) Ukupno

Sada zaposlena Ranije radila Nezaposlena

Godine starosti

18 – 21 2.,3 2,0 4,7 9,0

22 – 30 20,3 9,0 7,0 36,3

31 – 40 15,0 8,0 3,3 26,3

41 – 50 11,7 8,3 0,7 20.7

51 – 65 3,7 3,7 0,3 7,7

Ukupno 53,0 31,0 16,0 100,0


51


52

9. OSNOVNI REZULTATI ISTRA@IVANJA

9.1 ZAPOSLENOST 9.1.1 Zaposlenost Trenutno je zaposleno 53% ispitanih; 47% njih je nezaposleno, od čega 31% njih je ranije radilo i 16% ispitanica nikad nije radilo, ali traže posao. Ispitanice iz uzorka koje su trenutno zaposlene i one koje su ranije radile, njih 84%, su odgovarale na pitanja koja se odnose na situacije sa kojima su se suočavale na radnom mjestu. 9.1.2 Djelatnost 36,1% ispitanica iz uzorka je trenutno zaposleno ili su ranije radile u administraciji; 23,4% u maloprodaji; 14,7% u proizvodnji; 11,1% u obrazovanju; 7,9% u ugostiteljstvu; 6,3% u zdravstvu i 0,4% u medijima.

Grafik 4: Djelatnost

11,1%

6,3%

7,9%

23,4%

36,1%

14,7%

0,4%

0 5 10 15 20 25 30 35 40

Obrazovanje

Zdravstvo

Ugostiteljstvo

Maloprodaja

Administracija

Proizvodnja

Mediji

9.1.3 Radno iskustvo 38,5% ispitanica iz uzorka je provelo 1-5 godina u istom preduzeću; 28,2% više od 10 godina; 18,3% kraće od 1 godine i 15,1% 5-10 godina. 9.1.4 Radna pozicija 87,7% ispitanica iz uzorka koje su zaposlene i koje su ranije radile su6 bile zaposlene puno radno vrijeme; 5,2% njih je zaposleno skraćeno radno vrijeme; 4,8% ispitanica rade ili su radile kao menadšeri (rukovodioci); 1,2% su vlasnice sopstvenog biznisa; isti procenat njih su istovremeno vlasnice i menadšeri.

Grafik 5: Radna pozicija

6 U djelovima teksta gdje se spominju i ispitanice koje su trenutno zaposlene

i one koje su ranije radile, zbog pojednostavljenja koristili smo sadašnje

vrijeme za obje grupe.


53

87,7%

5,2% 4,8% 1,2% 1,2%

0

10

20

30

40

50

60

70

80

90

Zaposlena-punoradno vrijeme

Zaposlena-skra}eno radno

vrijeme

Menad`er Vlasnica Menad`er ivlasnica

9.1.5 Uzroci nezaposlenosti Od ukupnog broja nezaposlenih žena koje bezuspješno traže posao 50% njih smatra da je uzrok tome to što rodjaci i prijatelji poslodavca dobijaju posao. 25% njih smatra da je uzrok tome njihova nedovoljna stručnost ili iskustvo i 12,5% njih misli da su njihove godine starosti uzrok njihove nezaposlenosti. U 8,3% slučajeva se desilo da je poslodavac tražio isključivo muškarca za to radno mjesto, a u 4,2% slučajeva ispitanice su nezaposlene iz nekih drugih razloga, ali očekuju posao.

9.1.6 Uzroci zbog kojih ispitanice koje su ranije radile sada ne rade 58,1% ispitanica koje su ranije radile je dobilo otkaz; dok je ostalih 41,9% samovoljno napustilo posao.

9.1.7 Uzroci dobijanja otkaza Oko 61,0% ispitanica koje su dobile otkaz je izjavilo da je do toga došlo zbog stečaja preduzeća. Sa druge strane, 14,8% njih vjeruje da je do otkaza došlo jer je poslodavac našao bolju osobu za taj posao. Nezadovoljstvo uslijed niskih zarada razlog je dobijanja otkaza za 5,6% ispitanica; isti procenat ispitanica je iznio lične razloge kao uzrok. Interesantno je da je 3,7% ispitanica dobilo otkaz jer su se šalile na ponašanje muškaraca. Još jedan interesantan podatak je da 5,6% ispitanica ne zna zašto je dobilo otkaz. Ostale su dobile otkaz zbog godina starosti ili zato što su ostale u drugom stanju (3,8%).

9.1.8 Uzroci napuštanja posla Do samovoljnog napuštanja posla ispitanica je u 30,8% slučajeva došlo zbog porodičnih razloga, u 23,1% slučajeva jer su ispitanice ostale u drugom stanju i u 17,9% slučajeva zbog nedovoljne zarade. Skoro 13% ispitanica iz uzorka se nije osjećalo prijatno kao žena na radnom mjestu. 5% ispitanica je pronašlo bolji posao, isti procenat njih misli da poslodavac nije bio zadovoljan njihovim radom, dok je isti procenat ispitanica napustio posao zbog odlaska u penziju. Dakle, više od pola ispitanica je prestalo da radi kako bi se brinule o djeci ili drugim članovima porodice.

9.1.9 Zamjena na prethodnom poslu 34,4% nezaposlenih žena koje su ranije radile zamijenila je žena. U 31,2% slučajeva zamjene nije bilo, u istom broju slučajeva ispitanice ne znaju ko ih je zamijenio (ako je uopšte bilo zamjene) i u 3,2% slučajeva zamjena je bio muškarac.

Grafik 6: Zamjena na prethodnom poslu

3 ,2 %

3 4 ,4 % 3 1 ,2 % 3 1 ,2 %

0

5

1 0

1 5

2 0

2 5

3 0

3 5

M u {k arac Z en a N ik o N e zn am

Unakrsne tabele:


54

Naredna unakrsna tabela pokazuje ko je zamjenio ispitanice na njihovim prethodnim radnim mjestima po pojedinim djelatnostima. Ukoliko isključimo one koje nisu znale ko je bio njihova zamjena, podaci pokazuju da su muškarci bili zamjena samo u administraciji.

Tabela 4: Djelatnost*Ko Vas je zamijenio na prethodnom poslu?

Ko Vas je zamijenio na prethodnom poslu? (%) Ukupno

Muškarac Žena Niko Ne znam

Djelatnost

Obrazovanje 3,2 1,1 4,3 8,6

Zdravstvo 1,1 1,1

Ugostiteljstvo 5,4 4,3 3,2 12,9

Maloprodaja 15,1 5,4 7,5 28,0

Administracija 3,2 8,6 5,4 10,8 28,0

Proizvodnja 2,1 13,9 5,4 21,4

Ukupno 3,2 34,4 31,2 31,2 100,0

9.1.10 Način zapošljavanja Putem preporuke se zaposlilo 41,3% ispitanica sa radnim iskustvom; putem oglasa u medijima 40,1% ispitanica; 16,3% njih se zaposlilo preko Biroa za zapošljavanje; dok se 2,4% ispitanica sa radnim iskustvom zaposlilo osnivanjem sopstvenog preduzeća. Ovi podaci su prikazana sledećim grafikom.

Grafik 7: Kako ste dobili posao?

16,3%

40,1%

41,3%

2,4%

Preko preporuke Preko oglasa/konkursaPreko Biroa za zapo{ljavanje Zapo~injanjem sopstvenog binisa

9.1.11 Da li ispitanice smatraju da rade posao za koji su stručno osposobljene? Pozitivan odgovor na ovo pitanje smo dobili od 73,8% ispitanica sa radnim iskustvom; dok 26,2% njih smatra da ne radi posao u struci. Oko 44,0% ispitanica koje smatraju da ne rade posao u struci navode da je razlog tome to što nema potrašnje za radnom snagom njihovih kvalifikacija; oko 22,7% njih još uvijek nije tražilo posao za koji su kvalifikovane; 15,2% smatra da prednost imaju prijatelji i rodjaci poslodavca; 10,6% smatra da njihove sposobnosti nisu iskorišćene na pravi način u organizaciji; 4,5% navodi svoje porodične razloge za to (šena nije uvijek u mogućnosti da ispuni odredjene obaveze, npr. često putovanje); 1,5% misli da se za posao za koji su kvalifikovane smatra da je tradicionalno “muški” posao; isti procenat ispitanica koje smatraju da ne rade posao za koji su kvalifikovane vjeruje da je razlog tome njihova starosna dob.

Unakrsne tabele: Naredna tabela pokazuje da li ispitanice smatraju da rade posao za koji su kvalifikovane sa aspekta njihovog obrazovanja. 65% ispitanica koje smatraju da ne rade posao za koji su kvalifikovane je završilo srednju školu, 19% višu školu i 12% njih je završilo fakultet.

Tabela 5: Da li radite posao za koji ste kvalifikovani?*Obrazovanje


55

Obrazovanje (%) Ukupno Osnovna

škola Srednja škola

Viša škola

Završen fakultet

Postdipl. studije

Zanatski kurs

Da li radite posao za koji ste

kvalifikovani?

Da 4,0 31,0 15,0 21,0 2,0 1,0 74,0

Ne 1,0 17,0 5,0 3,0 26,0

Ukupno 12 48,0 20,0 24,0 2,0 1,0 100,0


56

9.2 DISKRIMINACIJA NA RADNOM MJESTU

9.2.1 Vašnost pola prilikom zapošljavanja Od ukupnog broja ispitanica koje imaju radnog iskustva, 20,2% njih je odgovorilo da je njihov poslodavac naglasio da on/ona traži isključivo šenu za to radno mjesto. Isti procenat ispitanica je odgovorio da je pol zaposlenog kao uslov postojao, ali da nije bio obavezan. 59,5% ispitanica smatra da pol zaposlenog nije bio relevantan za to radno mjesto.

Unakrsne tabele: Naredna tabele pokazuje da li je pol zaposlenog bio relevantan za poslodavce u različitim djelatnostima. @ene koje rade u maloprodaji i djelimično one koje rade u ugostiteljstvu, odgovorile su potvrdno na ovo pitanje u znatno većem broju nego ispitanice iz ostalih djelatnosti.

Tabela 6: Djelatnost*Da li je to što ste žensko uticalo na poslodavca?

Da li je to što ste žensko uticalo na poslodavca? (broj ispitanica)

Ukupno Da, bilo je naglašeno

Da, ali nije bilo obavezno

Ne

Djelatnost

Obrazovanje 2 5 21 28 Zdravstvo 4 3 9 16

Ugostiteljstvo 10 6 4 20 Maloprodaja 18 17 24 59

Administracija 11 16 64 91 Proizvodnja 6 4 27 37

Mediji 1 1

Ukupno 51 51 150 252

U narednoj unakrsnoj tabeli mošemo vidjeti da li je poslodavcima bio vašan pol zaposlenog u poredjenju sa obrazovanjem ispitanica. Ispitanice koje su u većini slučajeva odgovorile pozitivno imaju obrazovanje niše od univerzitetskog.

Tabela 7: Obrazovanje * Da li je to što ste žensko uticalo na poslodavca?

Da li je to što ste žensko uticalo na poslodavca? (broj ispitanica)

Ukupno Da, bilo je naglašeno

Da, ali nije bilo obavezno

Ne

Obrazovanje

Osnovna škola 8 2 2 12 Srednja škola 31 28 61 120 Viša škola 7 12 32 51 Završen fakultet 2 8 51 61 Postdipl. studije 1 3 4 Zanatski kurs 3 1 4

Ukupno 51 51 150 252


57

9.2.2 Napredovanje u karijeri 50,4% ispitanica koje imaju radno iskustvo smatra da nema mogućnosti napredovanja u poslu koji obavljaju; dok 49,6% smatra da ima te mogućnosti. U poredjenju sa muškarcima u sličnoj poziciji u organizaciji, 60,8% ispitanica misli da muškarci imaju šanse napredovanja u poslu i 39,2% njih smatra da muškarci nemaju takve mogućnosti.

Grafik 8: Da li mislite da imate mogućnosti napredovanja u poslu?

49,6%

50,4%

Imam mogu}nosti napredovanja u posluNemam mogu}nosti napredovanja u poslu

9.2.3 Menadšment U 81% slučajeva pretpostavljeni je muškarac, dok u 19% slučajeva uloga pretpostavljenog pripada ženi.

Grafik 9: Ko je pretpostavljeni u Vašoj organizaciji?

19%

81%

0

10

20

30

40

50

60

70

80

90

Mu{karac Zena

9.2.4 Poslovno okrušenje U 55,2% organizacija gdje rade žene iz uzorka okrušenje u pogledu pola zaposlenih je mješovito; u 36,5% organizacija dominiraju žene, dok u 8,3% organizacija dominiraju muškarci. Rezultati su pokazali da je u 26,6% organizacija gdje je zaposleno više žena rukovodilac/menadšer muškarac. 9.2.5 Podredjeni 34,9% ispitanica koje imaju radno iskustvo ima podredjenih muškaraca na radnom mjestu; dok 65,1% njih nema podredjenih muškaraca u organizaciji. Medju ispitanicama koje su pretpostavljene muškarcima 43,2% njih smatra da muškarcima to ne smeta, dok 42% ispitanica ne zna šta muškarci misle o tome. Na pitanje “Da li Vama to smeta?” 86,2% njih je reklo da nema problema s tim, dok 14,8% ispitanica vidi to kao problem.


58

9.2.6 Dokazivanje radnih sposobnosti Što se tiče dokazivanja radnih sposobnosti 14,7% ispitanica sa radnim iskustvom iz uzorka smatra da mora stalno da dokazuje da raspolaše sposobnostima jednakim sposobnostima njihovih kolega. Sa druge strane, 16,3% se izjasnilo da moraju da se dokazuju ponekad; 21,8% rijetko i 47,2% nikad. Interesantan je podatak da ispitanice koje imaju veći stepen obrazovanja ne moraju često iznova da dokazuju da su jednako sposobne kao njihove kolege.

Grafik 10: Da li morate iznova da dokazujete da su Vaše sposobnosti jednake sa sposobnostima Vaših kolega?

14,7%

21,8%

16,3%

47,2%

0

5

10

15

20

25

30

35

40

45

50

Stalno Ponekad Rijetko Nikad

9.2.7 Odnos plata 6,7% ispitanica sa radnim iskustvom je navelo da njihove kolege muškarci koji su na istoj radnoj poziciji imaju veće plate nego one; 60,7% njih je reklo da su im plate iste; u 4,4% slučajeva žene imaju veću platu i 28,2% ispitanica nema informaciju o platama. Od 6,7% ispitanca koje su rekle da muškarci imaju veću platu, 29% rade u maloprodaji dok 29% njih radi u proizvodnji. Ovakvih situacija nema u obrazovanju i medijima. 47,1% ispitanica koje su rekle da muškarci imaju veću platu je završilo srednju školu; 29,4% višu; dok je 11,7% njih završilo fakultet.

Grafik 11: Odnos plata muškaraca i žena u organizaciji

4,4% 6,7%

60,7%

28,2%

0

10

20

30

40

50

60

70

Zenama je ve}aplata

Mu{karcima jeve}a plata

Plate su nam iste Ne znam


59

9.2.8 Seksualno uznemiravanje Istraživanje je pokazalo sledeće rezultate:

� Pretjerane šale: 7,7% ispitanica je navelo da ih pretpostavljeni uznemirava na ovaj način;

1,3% ispitanica je tako uznemiravano od strane podredjenih, dok je 8,3% ispitanica na ovaj način uznemiravano od nekog drugog na poslu (klijent, mušterija itd.). U 15% slučajeva se ovo desilo više nego jedanput, a u 2,3% slučajeva jednom.

� Zahtjevi za izazovnim oblačenjem: 1,3% ispitanica se suočavalo sa posebnim zahtjevima

za izazovnim oblačenjem; dok je 0,7% njih ovakve zahtjeve imalo od nekog drugog na poslu (klijent, mušterija itd.)

� Preslobodni komentari na račun izgleda: 5% ispitanica navodi u anketi da ih je na ovaj

način uznemiravao njihov nadredjeni, 2% njih se šali na podredjene i 10% ispitanica se šali da ih na ovaj način uznemirava neko drugi na poslu (klijent, mušterija itd.). U 17% slučajeva ove situacije se dešavaju više nego jednom.

� Preslobodni dodiri: 2,3% ispitanica sa radnim iskustvom navodi u anketi na ovaj vid

uznemiravanja od strane pretpostavljenog; 1,3% od strane podredjenih i isti procenat ispitanica se navodi nekog drugog na poslu. U 3,7% slučajeva ove situacije se dešavaju više nego jednom.

� Insistiranje na sastanku: 3% ispitanica iz uzorka ističe u anketi da ih je nadredjeni

uznemiravao na ovaj način, u 7,3% slučajeva je u pitanju bio neko drugi na poslu. U 6,3% slučajeva ove situacije se dešavaju više nego jednom.

� Pisma, pozivi, poruke: 1,7% ispitanica sa radnim iskustvom navodi u anketi na ovaj vid

uznemiravanja od strane nadredjenog, 3,3% njih ističe da ih je neko drugi na poslu uznemiravao na ovaj način. U 3,7% slučajeva ove situacije se dešavaju više nego jednom.

� Praćenje, uhodjenje: 0,3% ispitanica sa radnim iskustvom navodi u anketi na ovaj vid

uznemiravanja od strane nadredjenog, dok 0,3% njih ističe da ih je neko drugi na poslu uznemiravao na ovaj način.

� Otvoreni poziv na seks: 0,7% ispitanica sa radnim iskustvom navodi u anketi na ovaj vid

uznemiravanja od strane njihovog pretpostavljenog; 0,3% njih navodi da ih je neko drugi na poslu uznemiravao na ovaj način.

� Napastvovanje: Nijedna od ispitanica iz uzorka sa radnim iskustvom nije pozitivno

odgovorila na ovo pitanje. 9.2.9 Trudničko bolovanje 8,3% ispitanica koje imaju radno iskustvo ima problema sa obezbjedjivanjem trudničkog bolovanja, dok 91,7% njih nema takvih problema ili još uvijek nisu koristile trudničko bolovanje. 38% ispitanica koje imaju problema sa obezbjedjivanjem trudničkog bolovanja su zaposlene u maloprodaji, a 48% njih ima najviše srednjoškolsko obrazovanje. 9.2.10 Zahtjevi za posebnim oblačenjem Od ukupnog broja ispitanica koje moraju da oblače posebnu odjeću na poslu prema zahtjevu nadredjenog, 3,2% njih se osjeća neprijatno zbog toga, dok 66,7% nema problema s tim. 30,2% ispitanica mora da oblači posebnu odjeću na poslu zbog same prirode posla. Ispitanice koje su u većem broju navodile ovaj oblik uznemiravanja rade u ugostiteljstvu (63%) i maloprodaji (37%).


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9.3 MIŠLJENJA ISPITANICA

9.3.1 Teškoće u pronalašenju posla 49,3% ispitanica iz uzorka vjeruju da se muškarci lakše zapošljavaju nego žene. Za ovakva uvjerenja, one su dale sledeća objašnjenja: muškarci imaju veći izbor i šanse (22,3%); predrasude (21,6%); ženama je vašnija porodica (16,9%); muške veze – poslodavci su većinom muškarci (12,8%); zbog porodiljskog odsustva (9,5%); fizičke prednosti su na muškoj strani (6,8%) i nema objašnjenja (10,1%).

Grafik 12: Razlozi zašto muškarci lakše nalaze posao

22,3%9,5%

12,8%

21,6%16,9%

6,8%

10,1%

0 5 10 15 20 25 30 35

Mu{karci imaju ve}i izbor

Porodiljsko odsustvo

Mu{ke veze-poslodavci su mu{karci

Predrasude

Zenama je porodica va`nija

Fizi~ke prednosti

Ne znam

9.3.2 Konkurencija za posao U 48,3% slučajeva muškarci i žene nisu konkurisali za isti posao, dok su u 45,3% slučajeva konkurisali i jedni i drugi. 6,3% ispitanica nije znalo da li je, pored nje, za taj posao konkurisao muškarac, druga žena ili je ona bila jedini kandidat.

Unakrsne tabele: Naredna tabela pokazuje u kojim djelatnostima su i muškarci i žene konkurisali za isti posao. Značajan zaključak je da ispitanice vjeruju da se muškarci i žene bore za isti posao u tipično ženskim djelatnostima (maloprodaja, obrazovanje i ugostiteljstvo) u podjednakoj mjeri koliko i u ostalim djelatnostima (proizvodnja, administracija).

Tabela 8: Djelatnost*Da li je za Vaše radno mjesto konkurisao i muškarac?

Da li je za Vaše radno mjesto konkurisao i muškarac? (broj ispitanica) Ukupno

Da Ne Ne znam

Djelatnost

Obrazovanje 14 9 5 28

Zdravstvo 7 9 16

Ugostiteljstvo 6 11 3 20

Maloprodaja 13 44 2 59

Administracija 39 46 6 91

Proizvodnja 19 16 2 37

Mediji 1 1

Ukupno 99 135 18 252

9.3.3 Vašnost pola prilikom zapošljavanja 28,3% ispitanica je navelo da je poslodavcu bio vašan pol novozaposlenog; 39,7% njih smatra da to nije bilo značajan uslov prilikom zapošljavanja i 32% ispitanica ne zna koliki je značaj pola zaposlenog za


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poslodavca. Ponovo su maloprodaja i ugostiteljstvo djelatnosti u kojima se pol novozaposlenog smatra značajnim za poslodavca. 9.3.4 Podjela poslova Na pitanje “Da li mislite da postoji podjela na “muške” i “ženske” poslove, osim u poslovima gdje su potrebne fizičke sposobnosti?”, ispitanice su odgovorile sledeće: 60,7% njih vjeruje da podjela postoji i da ona nije ispravna; 23,0% ispitanica smatra da podjela ne postoji i ne treba da postoji; 15,0% ispitanica je odgovorilo da podjela postoji i treba da postoji i 1,3% njih smatra da podjela ne postoji, ali bi trebalo. Grafik 13: Da li mislite da postoji podjela na “muške” i “ženske” poslove, osim u poslovima gdje je

potrebna fizička kvalifikacija?

23,0%

1,3%

15,0%

60,7%

Podjela postoji i treba da postoji Podjela postoji i ona nije ispravna

Podjela ne postoji i ne treba da postoji Podjela ne postoji ali bi trebalo da postoji

9.3.5 Kako naći odgovarajuće zaposlenje 64,3% ispitanica iz uzorka misli da je ženama teše nego muškarcima da nadju zadovoljavajući, dobro plaćen posao; dok ostalih 35,7% ispitanica misli da su muškarci i žene u jednakoj poziciji.

Grafik 14: Da li muškarci lakše nalaze dobar posao nego žene?

64,3%

35,7%

0

10

20

30

40

50

60

70

Da Ne

9.3.6 Zašto muškarci lakše nalaze posao kojim su zadovoljni Ispitanice koje smatraju da muškarci lakše nego žene nalaze zadovoljavajući, dobro plaćen posao navele su sledeće uzroke za koje misle da do toga dovode: ženama su porodične obaveze vašnije nego njihova karijera (34,2%); poslodavci su u većini slučajeva muškarci (24,9%); muške veze i poznanstva (medjusobno se pomašu na osnovu ranijih prijateljstava) (22,8%); postojeći zakonski okvir (8,8%); ne znam (7,8%); predrasude (0,5%); nedostatak zadovoljavajućih poslova (0,5%); svi navedeni razlozi zajedno (0,5%).


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10. ZAKLJU^CI

10.1 KOMENTARI 10.1.1 U procesu zapošljavanja Sve žene iz uzorka su odgovarale na pitanja koja se odnose na proces zapošljavanja, uključujući zaposlene, one koje su ranije radile i nezaposlene. Preko polovine ispitanica iz istraživanja koje nisu dobile posao za koji su konkurisale navele su da je taj posao dobio prijatelj ili rodjak poslodavca, što ukazuje da je nepotizam značajn problem u Crnoj Gori. Medjutim, i žene imaju koristi od ovakvog sistema, jer je 41,3% ispitanica dobilo posao putem preporuke. Ipak, nije svako dovoljno srećan da posjeduje dobre veze. Preko 25% ispitanih žena u dobi od 22 do 44 godine trenutno traže posao. Prema podacima Instituta za strateške studije i prognoze, stopa nezaposlenosti je oko 19%, dok je naše istraživanje pokazalo da 48% ispitanica iz uzorka traže posao. Više od 40% ispitanica je reklo da je poslodavcu vašan pol zaposlenog kada zapošljava nove radnike, naročito u ugostiteljstvu i maloprodaji. Ovo je primjetno i kroz oglase/konkurse u medijima u kojima se tačno odredjuje da li poslodavac traži šenu ili muškarca za odredjeni posao. 10.1.2 Na radnom mjestu Osnovna analiza istraživanja pokazuje da 84% žena iz uzorka ima odredjeno profesionalno iskustvo – 53% njih je trenutno zaposleno, a 31% je ranije radilo. Oko 87% žena iz uzorka (bilo) je zaposleno puno radno vrijeme (uključujući sezonske radnice). Anketari nisu prethodno pitali ispitanice da li su formalno registrovane kao zaposlene ili rade “na crno”. @ene koje imaju veći stepen obrazovanja su u većem broju zaposlene, nego one sa nišim stepenom obrazovanja. Ovim se moše objasniti zašto sve više mladih žena studira. 43% ispitanica u dobi od 41 do 50 godina starosti ima završenu srednju školu i samo 19% njih završen fakultet; dok je 47% ispitanica u dobi od 22 do 30 godina starosti završilo srednju školu, a 28% fakultet. Ovo istraživanje pokazuje da je u 81% slučajeva nadredjeni muškarac. Samo je nekoliko žena u uzorku koje su na pološaju donosioca odluka. Većina žena iz uzorka radi u administraciji ili drugoj tipično ženskoj djelatnosti, kao što su zdravstvo ili obrazovanje, dok ih je 14,7% zaposleno u proizvodnji i samo 6% su menadšeri ili vlasnice preduzeća. 73,8% žena iz uzorka koje su trenutno zaposlene ili su ranije radile smatra da radi posao za koji su kvalifikovane. Medjutim, mora se postaviti pitanje zašto žene uglavnom rade na pozicijama podredjenog u organizaciji. Ostalih 26,2% ispitanica iz uzorka je odgovorilo da ne rade posao za koji su kvalifikovane, od čega 65% njih ima završenu srednju školu, a 31% je završilo višu školu ili fakultet. Iz ovoga mošemo zaključiti da su žene zadovoljnije poslom koji rade ukoliko je nivo njihovog obrazovanja viši. Preko 44% ispitanica koje vjeruju da ne rade posao za koji su kvalifikovane, razlog za to navode to što nema zadovoljavajućih poslova, što je neutralno sa stanovišta polne diskriminacije. 30% njih za razloge navode da je posao namijenjen nekom drugom, da njihove sposobnosti nisu adekvatno iskorišćene, ili su navele porodične razloge. Drugim riječima, smatraju da su prekvalifikovane za taj posao. Nedostatak dobrih poslova je problem i za muškarce i za žene u Crnoj Gori danas, ali se čini da žene moraju da prevazilaze i neke dodatne poteškoće. Samo 6,7% ispitanica iz uzorka je odgovorilo da muškarci na istim pozicijama imaju veće plate nego one. Ukoliko isključimo 28,2% ispitanica koje su odgovorile da ne znaju da li postoje razlike u platama, čini se da ne postoji diskriminacija žena u Crnoj Gori u pogledu iznosa plata koje primaju. Medjutim, druga istraživanja pokazuju da zaista postoji razlika u platama. Prema Istraživanju o prihodima i rashodima domaćinstava 4 koje je objavio Institut za strateške studije i prognoze, muškarci u Crnoj Gori


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primaju u prosjeku za €30.00 veće plate na mjesečnom nivou, uzimajući u obzir jednakost nivoa obrazovanja. UNDP je pokazao slične rezultate. Iako je moguće da su žene iz našeg uzorka izuzetak iz ovog pravila, takodje je moguće da one iz nekog razloga nisu svjesne razlika u platama. Što se tiče seksualnog uznemiravanja, samo relativno mali broj ispitanica priznaje da su zlostavljane na radnom mjestu. Crnogorski mentalitet je još uvijek patrijarhalan i većina žena misli da same treba se suočavaju sa takvim problemima, ne obraćajući se nikom za pomoć ili razgovor. Pri tome, ljudi još uvijek nisu upoznati sa pojmovima “diskriminacija” i “zlostavljanje/uznemiravanje”. Ovo istraživanje je uključilo samo nekoliko pitanja na ovu temu, tako da je nivo seksualnog uznemiravanja zanemarljiv, pa bi ovo mogla biti oblast za neko naredno istraživanje. 10.1.3 Napuštanje posla i otkaz ^injenica da od ukupnog broja ispitanica koje su dobile otkaz, njih 61,1% kao razlog navodi stečaj firme, potvrdjuje ekonomsku situaciju u Crnoj Gori. Iako ispitanice nisu navele polnu diskriminaciju kao uzrok, praksa otpuštanja žena sa posla prije nego muškaraca je tipična za privrede u tranziciji. Od 41,9% ispitanica koje su ranije radile, ali su samovoljno napustile posao, 23,1% njih je to uradilo jer su ostale u drugom stanju. S obzirom da je zakonska regulative obezbjedjivanja porodiljskog i trudničkog odsustva u Crnoj Gori veoma povoljna, dobijeni podaci indiciraju da su neke od ispitanica mošda bile primorane da napuste posao ili neke od njih mošda nisu uspjele da usklade porodične i poslovne obaveze. Oko 34% ispitanica koje su ranije radile zamijenila je druga žena na prethodnom radnom mjestu, dok ih je u samo 3,2% slučajeva zamijenio muškarac. Ovo bi moglo značiti da postoje odredjeni poslovi i radna mjesta kreirana isključivo za žene. 10.1.4 Šta žene misle Odgovori na pitanja koja se odnose na mišljenja ispitanica ukazuju da većina njih osjeća da diskriminacija zaista postoji u Crnoj Gori. Oko 61% ispitanica vjeruje da postoji podjela na “muške” i “ženske” poslove i da ta podjela nije ispravna. Ovome u prilog govori i podatak da je na bivšem radnom mjestu muškarac zamijenio samo nekoliko žena. Medjutim, u ovako teškim ekonomskim uslovima, situacija bi mogla biti drugačija, jer su ljudi spremni da rade bilo koji posao koji mogu dobiti. Rezultati našeg istraživanja pokazuju da i muškarci i žene konkurišu za posao u svim djelatnostima, kako u onim tradicionalno muškim djelatnostima kao što je proizvodnja, tako i u tradicionalno ženskim djelatnostima kao što je obrazovanje. Ovo bi mogla biti interesantna tema za naredno istraživanje. Podaci pokazuju da 64,3% ispitanica misli da je ženama teše nego muškarcima da nadju zadovoljavajući, dobro plaćen posao. U prilog tome govori i činjenica da samo nekoliko žena iz našeg uzorka radi na rukovodećoj poziciji. Ovo bi takodje mogla biti interesantna tema za neko od narednih istraživanja, ali bi neki od mogućih razloga za ovu situaciju moglo biti i to da žene imaju niši nivo obrazovanja, imaju manje radnog iskustva, ili da su privršenije porodici i manje posvećene poslu. Prema podacima iz našeg istraživanja, čini se da poslodavci radije muškarcima povjeravaju poslove koji se odnose na donošenje odluka. Od ukupnog broja ispitanica koje smatraju da žene teše nalaze zadovoljavajući posao, 34,2% njih kao razlog za to navode činjenicu da su ženama porodične obaveze prioritet u odnosu na njihovu karijeru. Bilo bi interesantno saznati koliko njih osjeća da nije bilo u stanju da ispuni svoje profesionalne ciljeve jer su im bile nametnute porodične obaveze i koliko njih je izabralo taj put. Većina žena je navela “poslodavac je muškarac” ili “muške veze i poznanstva” kao moguće razloge za to što su žene na “drugorazrednim” pozicijama. 10.1.5 Zaključak Kada još jednom razmotrimo odgovor na pitanja koja se odnose na iskustva sa radnog mjesta, čini se da ispitanice ne došivljavaju diskriminaciju kao ozbiljan problem. Jedno od objašnjenja bi moglo biti to da je bivši komunistički rešim žene tretirao kao ravnopravne u svakom pogledu. Još jedno objašnjenje bi


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bilo i to da se Crnogorci sada suočavaju sa ekonomskom krizom i više su orjentisani na rješavanja egzistencijalnih pitanja, nego na rješavanja pitanja odnosa polova. Treće objašnjenje za to da ispitanice iz uzorka ne vide diskriminaciju kao ozbiljan problem bi mogla biti činjenica da se ovakvo istraživanje po prvi put sprovodi u Crnoj Gori. Teme kao što je diskriminacija ili seksualno uznemiravaje nisu uobičajene i žene nisu spremne da o tome javno govore. Interesantno je da odgovori koji se odnose na pitanja o mišljenjima ispitanica daju drugačiju sliku prema kojoj je diskriminacija zaista zastupljena u društvu. U trenutnim ekonomskim uslovima, uz ograničen broj raspološivih radnih mjesta, doprinos porodičnom budšetu predstavlja veću motivaciju za radom nego ostvarivanje ličnog i profesionalnog zadovoljstva. Jasno je da žene u Crnoj Gori podnose dvostruko opterećenje: finansiranje porodice, sa jedne strane, i ispunjavanje porodičnih obaveza, sa druge strane. Mnogi, i muškarci i žene, vjeruju da žena lako moše da postigne oboje. Medjutim, žene bi trebalo da se zapitaju oko izbora svojih prioriteta, da li je vašnije posvetiti se porodici ili doprinositi porodičnom budšetu. U našem istraživanju se pokazalo da porodične obaveze za žene imaju prioritet u odnosu na profesionalne ciljeve. Kako se privreda bude razvijala, tako će se formirati i više dobrih poslova i žene u Crnoj Gori će imati više mogućnosti da rade u različitim djelatnostima i na različitim pozicijama. Za sada nema jakih poslovnih udrušenja za žene. Biće interesantno vidjeti da uz rast i razvoj privrede žene izaberu da budu aktivni učesnici razvoja. Ostali članovi društva, uključujući vladu, regulatorne organe, poslodavce i članove porodica, koji imaju uticaja na život žena bi takodje mogli doprinijeti transformaciji uloge žena u crnogorskom društvu. Ovo istraživanje potvrdjuje neka prethodna zapašanja i pretpostavke o pološaju žena u poslovnom svijetu u Crnoj Gori i kako se one u njemu snalaze. Dobijeni rezultati nam omogućavaju da izvučemo odredjene zaključke, kao i da otvorimo nova pitanja. Jasno je da postoji potreba za dodatnim istraživanjem iz ove oblasti i moramo se zapitati na koja pitanja da pokušamo odgovoriti i koje bi se aktivnosti trebalo preduzeti.

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APPENDIX A: SAMPLE OF THE QUESTIONNAIRE

ELIMINATORY QUESTIONS ARE: 1. Age – women have to be over 18 and younger than 65;

3. – 5. if she is not employed, has never been employed and never looked for a job, she is not eligible to answer this questionnaire

1. Age:

� 18 – 21

� 22 – 30

� 31 – 40

� 41 – 50

� 50 – 65

2. Education:

� Primary school

� High school

� Finished two years university program

� Finished four years university program

� Finished masters program

� Finished Ph.D.

� Vocational training (at work, some additional courses…)

3. Are you employed now?

� Yes (go to 11.) � No (go to 4.)

4. Have you ever been employed?

� Yes (go to 7.) � No (go to 5.)

5. Have you ever looked for a job?

� Yes (go to 6.)

� No (not eligible)

6. Why didn’t you get the job?

� I was not qualified enough

� I was too young/too old

� They were looking exclusively for a man

� The relatives, friends, … of employer got the job

� Some other reasons, which one ______________________________

(go to question 30.)

7. Why don’t you work now?

� I got fired (go to 8.)

� I quit (go to 9.)

� Something else, what ______________________________

8. Why?

� They found more qualified/experienced person

� They found younger/older person

� I became pregnant

� I wanted a higher salary

� I complained about men’s attitude

� Personal reasons

� The firm went bankrupt

� I don’t know

� Some other reasons, which ones ______________________________

9. Why?

� I found better job

� They weren’t satisfied with my work

� Small salary

� I became pregnant

� I didn’t feel comfortable as a woman

� Family reasons or I didn’t need a job any more

� Some other reasons, which one ______________________________

10. Who replaced you?

� A man

� A woman

� Nobody

� I don’t know

11. What field do (did) you work in?

� Education

� Health

� Food service

� Retail (boutique, supermarket, bakery…)

� Administration

� Production

� Somewhere else, where ______________________________


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12. What is (was) your position – function?

� Employee – full time (including seasonal workers)

� Employee – part time

� Manager

� Owner

� Manager and owner

� Something else, what ______________________________

13. How did you get the job?

� I had recommendations

� It was announced in media

� I’ve heard in Bureau for Employment

� Some other way, which one ______________________________

14. Do (did) you feel your job makes use of your

qualifications?

� Yes (go to 16.) � No (go to 15.)

15. Why? (you can choose more than one answer)

� I haven’t looked for a job I’m qualified for yet

� There is no demand for my qualification on labor market

� Friends, relatives, … of the employers are getting the best jobs

� The job I’m qualified for is traditionally a man’s job

� Family reasons

� My age

� The organization doesn’t make proper use of my capabilities

� Some other reasons, which ______________________________

16. How long have (did) you work at your job?

� Less than 1 year

� 1 – 5 years

� 5 – 10 years

� Longer than 10 years

17. Is (was) your sex an issue to your employer when you were applying for the job?

� Yes, it was stressed in the want ad

� Yes, but not so important

� No

18. Do (did) you have any chance to advance your career at

this job?

� Yes � No

19. Do (did) men in similar position have the chance to advance their careers?

� Yes � No

20. Is (was) your boss a man?

� Yes � No

21. In your working environment are (were) there men or women?

� More men

� More women

� Mixed

22. Do (did) you have men working under you?

� Yes (got to 23.) � No (go to 25.)

23. Do (did) you think it bothers them?

� Yes

� No

� I don’t know

24. Do (did) you have any problems with that?

� Yes � No

25. Do (did) you have to keep proving your capabilities are equal to those of your male colleges?

� Constantly

� Sometimes

� Rarely

� Never

26. Is (was) there any difference between your salary and that of your male colleges in similar position?

� My salary is higher

� Men have a higher salary

� The salaries are equal

� I don’t know


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27. Did any of these things below ever happened to you in a situation where you didn’t want it:

WHO HARASSED YOU HOW OFTEN Your boss Your

subordinate Somebody else

(client…) Once More than once

Teasing, jokes, … Requesting sexy clothes Liberal comments about appearance Liberal looks and gestures Liberal touches Insisting on a date Letters, calls, messages Stalking Pressure for sexual favors Rape

28. Do (did) you have any problems talking maternity leave?

� Yes � No

29. At your job, do (did) you have to wear any special

clothing?

� Yes, but it is necessary because of the work

� Yes, the bosses request only women to wear it

� No

30. Do (did) you agree to any unusual requests either orally or when you signed your contract or were any unusual

requesting during hiring procedure:

SPECIAL REQUESTS OF EMPLOYER HOW THEY ASKED

Formally in contract

Informally

I will not get pregnant in a specific time period I will wear sexy clothes and make up I should treat male clients (customers…) as more important They asked for my photo along with my CV Something else, what

31. Do you think men can find work more easily than women?

� Yes (go to 32.) � No (go to 33.)

32. Why? (Your opinion) _____________________________________________ _____________________________________________

33. Were men and women competing for the same position when you were applying for a job?

� Yes � No

34. Is (was) employee’s sex important to your employer when you were looking for a job?

� Yes

� No

� I don’t know

35. In jobs where there is no physical qualification, are there

any certain jobs for men and certain for women?

� The division exists and it should

� The division exists and it should not

� The division doesn’t exists but it should

� The division doesn’t exists and it should not 36. Do you think women have a harder time than men

finding satisfying, well-paid work (your experience or your friends)?

� Yes (go to 37.) � No (the end)

37. What is a cause of that, your opinion?

� The existing legal framework

� Employers who are in most cases men

� Women, because family obligations are more important than their careers

� Old boys network (this means men are friends to each other so help each other out)

� I don’t know

� Other, what

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APPENDIX B: CROSSTABS Table 1 – Why did you get fired?

Frequency Percent Valid Percent Cumulative Percent

Valid

They found more qualified/experienced person

8 14.8 14.8 14.8

They found younger/older person 1 1.9 1.9 16.7

I became pregnant 1 1.9 1.9 18.5 I wanted a higher salary 3 5.6 5.6 24.1

I complained about men’s attitude 2 3.7 3.7 27.8 Personal reasons 3 5.6 5.6 33.3

The firm went bankrupt 33 61.1 61.1 94.4

I don’t know 3 5.6 5.6 100.0 Total 54 100.0 100.0

Total 54 100.0 Table 2 – Do (did) you feel your job makes use of your qualifications?


Valid

Yes 186 73.8 73.8 73.8

No 66 26.2 26.2 100.0 Total 252 100.0 100.0

Total 252 100.0 Table 3 – Why do (did) you feel your job does not make use of your qualifications?

Frequency Percent Valid Percent

Cumulative Percent

Valid

I haven’t looked for a job I’m qualified for yet 15 22.7 22.7 22.7

There is no demand for my qualification on labor market

29 43.9 43.9 66.7

Friends, relatives, … of the employers are getting the best jobs

10 15.2 15.2 81.8

The job I’m qualified for is traditionally a man’s job 1 1.5 1.5 83.3 Family reasons 3 4.5 4.5 87.9

My age 1 1.5 1.5 89.4 The organization doesn’t make proper use of my capabilities

7 10.6 10.6 100.0

Total 66 100.0 100.0 Total 66 100.0

Table 4 – Is (was) your sex an issue to your employer when you were applying for the job?


Valid

Yes, it was stressed in the want ad 51 20.2 20.2 20.2 Yes, but not so important 51 20.2 20.2 40.5

No 150 59.5 59.5 100.0 Total 252 100.0 100.0

Total 252 100.0


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Table 5 – Do (did) men in similar position have the chance to advance their careers?


Valid Yes 152 60.8 60.8 60.8 No 98 39.2 39.2 100.0

Total 250 100.0 100.0

Total 250 100.0 Table 6 – In your working environment are (were) there men or women?


Valid

More men 21 8.3 8.3 8.3 More women

92 36.5 36.5 44.8

Mixed 139 55.2 55.2 100.0

Total 252 100.0 100.0

Total 252 100.0

Table 7 – Do (did) you have men working as your subordinate?


Valid

Yes 88 34.9 34.9 34.9

No 164 65.1 65.1 100.0

Total 252 100.0 100.0 Total 252 100.0

Table 8 – Do (did) you think it bothers them?


Valid

Yes 13 14.8 14.8 14.8 No 38 43.2 43.2 58.0

I do not know 37 42.0 42.0 100.0 Total 88 100.0 100.0

Total 88 100.0 Table 9 – Do (did) you have any problems with that?


Valid

Yes 13 14.8 14.8 14.8

No 75 85.2 85.2 100.0 Total 88 100.0 100.0

Total 88 100.0 Table 10.1. – Teasing, jokes – Who harassed you?


Cumulative Percent

Valid

Unemployed/does not have such experience 248 82.7 82.7 82.7

Boss 23 7.7 7.7 90.3 Subordinate 4 1.3 1.3 91.7

Somebody else (client…) 25 8.3 8.3 100.0

Total 300 100.0 100.0 Total 300 100.0


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Table 10.2. – Teasing, jokes – How often did it happen?


Cumulative Percent

Valid

Unemployed/does not have such experience 248 82.7 82.7 82.7 Once 7 2.3 2.3 85.0

More than once 45 15.0 15.0 100.0

Total 300 100.0 100.0 Total 300 100.0

Table 11.1. – Requesting sexy clothes – Who harassed you?


Cumulative Percent

Valid


Boss 4 1.3 1.3 99.3

Somebody else (client…) 2 .7 .7 100.0 Total 300 100.0 100.0

Total 300 100.0 Table 11.2. – Requesting sexy clothes – How often did it happen?


Cumulative Percent

Valid


Once 3 1.0 1.0 99.0 More than once 3 1.0 1.0 100.0

Total 300 100.0 100.0 Total 300 100.0

Table 12.1. – Liberal comments about appearance – Who harassed you?


Cumulative Percent

Valid

Unemployed/does not have such experience 245 81.7 81.7 81.7 Boss 15 5.0 5.0 86.7

Subordinate 6 2.0 2.0 88.7

Somebody else (client…) 30 10.0 10.0 98.7 Boss and somebody else (client…) 3 1.0 1.0 99.7

Everybody 1 .3 .3 100.0

Total 300 100.0 100.0

Total 300 100.0 Table 12.2. – Liberal comments about appearance – How often did it happen?


Cumulative Percent

Valid



Total 300 100.0 100.0

Total 300 100.0


73

Table 13.1. – Liberal looks and gestures – Who harassed you?


Cumulative Percent

Valid

Unemployed/does not have such experience 258 86.0 86.0 86.0 Boss 16 5.3 5.3 91.3

Subordinate 2 .7 .7 92.0

Somebody else (client…) 23 7.7 7.7 99.7 Everybody 1 .3 .3 100.0

Total 300 100.0 100.0 Total 300 100.0

Table 13.2. – Liberal looks and gestures – How often did it happen?


Cumulative Percent

Valid


More than once 35 11.7 11.7 100.0 Total 300 100.0 100.0

Total 300 100.0

Table 14.1. – Liberal touches – Who harassed you?


Cumulative Percent

Valid


Boss 7 2.3 2.3 98.3 Somebody else (client…) 4 1.3 1.3 99.7

Everybody 1 .3 .3 100.0

Total 300 100.0 100.0 Total 300 100.0

Table 14.2. – Liberal touches – How often did it happen?


Cumulative Percent

Valid

Unemployed/does not have such experience 288 96.0 96.0 96.0 Once 1 .3 .3 96.3

More than once 11 3.7 3.7 100.0

Total 300 100.0 100.0

Total 300 100.0 Table 15.1. – Insisting on a date – Who harassed you?


Cumulative Percent

Valid


Boss 9 3.0 3.0 92.3 Somebody else (client…) 22 7.3 7.3 99.7

Boss and somebody else (client…) 1 .3 .3 100.0

Total 300 100.0 100.0 Total 300 100.0


74

Table 15.2. – Insisting on a date – How often did it happen?


Cumulative Percent

Valid


More than once 19 6.3 6.3 100.0

Total 300 100.0 100.0 Total 300 100.0

Table 16.1. – Letters, calls, messages – Who harassed you?


Cumulative Percent

Valid


Boss 5 1.7 1.7 96.7

Somebody else (client…) 10 3.3 3.3 100.0 Total 300 100.0 100.0

Total 300 100.0 Table 16.2. – Letters, calls or messages – How often did it happen?


Cumulative Percent

Valid



Total 300 100.0 100.0 Total 300 100.0

Table 17.1. – Stalking – Who harassed you?


Cumulative Percent

Valid

Unemployed/does not have such experience 298 99.3 99.3 99.3 Boss 1 .3 .3 99.7

Somebody else (client…) 1 .3 .3 100.0

Total 300 100.0 100.0 Total 300 100.0

Table 17.2. – Stalking – How often did it happen?


Cumulative Percent

Valid Unemployed/does not have such experience 298 99.3 99.3 99.3 More than once 2 .7 .7 100.0

Total 300 100.0 100.0

Total 300 100.0

Table 18.1. – Pressure for sexual favors – Who harassed you?


Cumulative Percent

Valid


Boss 2 .7 .7 99.7

Somebody else (client…) 1 .3 .3 100.0 Total 300 100.0 100.0

Total 300 100.0


75

Table 18.2. – Pressure for sexual favors – How often did it happen?


Cumulative Percent

Valid Unemployed/does not have such experience 297 99.0 99.0 99.0 Once 3 1.0 1.0 100.0

Total 300 100.0 100.0 Total 300 100.0

Table 19 – Do (did) you have any problems talking maternity leave?


Valid

Yes 21 8.3 8.3 8.3 No 227 90.1 90.1 98.4

Never used 4 1.6 1.6 100.0

Total 252 100.0 100.0

Total 252 100.0

Table 20 – At your job, do (did) you have to wear any special clothing?


Valid

Yes, but it is necessary because of the work 76 30.2 30.2 30.2

Yes, the bosses request only women to wear it 8 3.2 3.2 33.3

No 168 66.7 66.7 100.0 Total 252 100.0 100.0

Total 252 100.0 Table 21 – Unusual requests that I will not get pregnant in a specific time period


Valid

Does not have such experience 284 94.7 94.7 94.7

Formally 1 .3 .3 95.0 Informally 15 5.0 5.0 100.0

Total 300 100.0 100.0 Total 300 100.0

Table 22 – Unusual requests that I will wear sexy clothes and make up


Valid Does not have such experience 291 97.0 97.0 97.0 Informally 9 3.0 3.0 100.0

Total 300 100.0 100.0 Total 300 100.0

Table 23 – Unusual requests that I should treat male clients (customers…) as more important


Valid Does not have such experience 296 98.7 98.7 98.7 Informally 4 1.3 1.3 100.0

Total 300 100.0 100.0

Total 300 100.0


76

Table 24 – Unusual requests: They asked for my photo along with my CV


Valid

Does not have such experience 291 97.0 97.0 97.0 Formally 1 .3 .3 97.3

Informally 8 2.7 2.7 100.0

Total 300 100.0 100.0 Total 300 100.0

Table 25 – Unusual requests: Membership in political party


Valid

Does not have such experience 295 98.3 98.3 98.3

Informally 5 1.7 1.7 100.0

Total 300 100.0 100.0 Total 300 100.0

Table 26 – Were men and women competing for the same position when you were applying for a job?


Valid

Yes 136 45.3 45.3 45.3 No 145 48.3 48.3 93.7

I do not know 19 6.3 6.3 100.0 Total 300 100.0 100.0

Total 300 100.0 Table 27 – Education * What is (was) your working position – function (Crosstabs)

What is (was) your working position – function? Total Full time

employee Part time employee

Manager Owner Manager and owner

Education

Primary school 11 1 12 High school 111 4 2 1 2 120

Two years university program 40 6 5 51

Four years university program 52 2 4 2 1 61 Masters program 3 1 4

Vocational program 4 4

Total 221 13 12 3 3 252

Table 28 – Age * Working position (Crosstabs)

What is (was) your working position – function? Total Full time

employee Part time employee

Manager Owner Manager and owner

Age

18 – 21 11 2 13

22 – 30 76 5 6 1 88 31 – 40 64 2 2 1 69

41 – 50 51 3 3 2 1 60

51 – 65 19 1 1 1 22 Total 221 13 12 3 3 252


77

Table 29 – Education * How did you get the job? (Crosstabs)

How did you get the job?

Total I had recommendations

It was announced in media

I’ve heard in Bureau for Employment

By opening my own business

Education

Primary school 4 5 3 12

High school 54 42 21 3 120 Two years university program 27 18 6 51

Four years university program 17 32 9 3 61

Masters program 3 1 4

Vocational program 2 1 1 4

Total 104 101 41 6 252 Table 30 – Age * How did you get the job? (Crosstab)






Age

18 – 21 10 3 13

22 – 30 54 22 11 1 88

31 – 40 19 40 9 1 69 41 – 50 16 27 14 3 60

51 – 65 5 9 7 1 22 Total 104 101 41 6 252

Table 31 – City * Employment (Crosstabs)

Are you employed now? Total

Employed at the moment Ex-employed Unemployed

City

Podgorica 48 22 20 90

Niksic 25 10 5 40

Berane 29 16 5 50 Bijelo Polje 18 11 11 40

Kotor 17 20 3 40 Ulcinj 14 13 3 30

Danilovgrad 8 1 1 10 Total 159 93 48 300

Table 32 – Age * Is (was) your sex an issue to your employer when you were applying for the job? (Crosstabs)

Is (was) your sex an issue to your employer when you were applying for the job? Total

Yes, it was stressed in the want ad Yes, but not so important No

Age

18 – 21 8 3 2 13 22 – 30 21 23 44 88

31 – 40 13 12 44 69 41 – 50 7 8 45 60

51 – 65 2 5 15 22 Total 51 51 150 252


78

Table 33 – Education * Do (did) you have any chance to advance your career at this job? (Crosstabs)

Do (did) you have any chance to advance your career at this job? Total Yes No

Education

Primary school 1 11 12

High school 42 78 120

Two years university program 29 22 51 Four years university program 48 13 61

Masters program 4 4 Vocational program 1 3 4

Total 125 127 252 Table 34 – Age * Do (did) you have any chance to advance your career at this job? (Crosstabs)

Do (did) you have any chance to advance your career at this job? Total

Yes No

Age

18 – 21 5 8 13

22 – 30 48 40 88

31 – 40 36 33 69

41 – 50 27 33 60 51 – 65 9 13 22

Total 125 127 252 Table 35 – Field of work * Do (did) you have any chance to advance your career at this job? (Crosstabs)

Do (did) you have any chance to advance your career at this job? Total

Yes No

Field of work

Education 18 10 28

Health 8 8 16 Food service 7 13 20

Retail 18 41 59 Administration 58 33 91

Production 15 22 37 Media 1 1

Total 125 127 252

Table 36 – Field of work * How did you get the job? (Crosstabs)






Field of work


Food service 9 7 4 20 Retail 33 16 7 3 59

Administration 45 30 14 2 91 Production 8 16 12 1 37

Media 1 1

Total 104 101 41 6 252


79

Table 37 – Field of work * Is (was) your boss a man? (Crosstabs)

Is (was) your boss a man? Total

Yes No

Field of work

Education 26 2 28

Health 9 7 16

Food service 18 2 20 Retail 48 11 59

Administration 73 18 91 Production 29 8 37

Media 1 1

Total 204 48 252

Table 38 – Field of work * Do (did) you feel your job makes use of your qualifications? (Crosstabs)

Do (did) you feel your job makes use of your qualifications? Total

Yes No

Field of work

Education 26 2 28 Health 13 3 16

Food service 14 6 20

Retail 25 34 59

Administration 77 14 91

Production 31 6 37 Media 1 1

Total 186 66 252 Table 39 – Do (did) you have any chance to advance your career at this job? * Do (did) men in similar position have the chance to advance their careers? (Crosstabs)

Do (did) men in similar position have the chance to advance their careers? Total Yes No

Do (did) you have any chance to advance your career at this job?

Yes 114 11 125 No 38 89 127

Total 152 100 252 Table 40 – How did you get the job? * Do (did) you have any chance to advance your career at this job? (Crosstabs)

Do (did) you have any chance to advance your career at this job? Total Yes No


I had recommendations 47 57 104

It was announced in media 51 50 101

I’ve heard in Bureau for Employment 22 19 41 By opening my own business 5 1 6

Total 125 127 252


80

Table 41 – Age * Do (did) you have to keep proving your capabilities are equal to those of your male colleges? (Crosstabs)

Do (did) you have to keep proving your capabilities are equal to those of your male colleges? Total Constantly Rarely Sometimes Never

Age

18 – 21 1 2 10 13

22 – 30 17 17 17 37 88 31 – 40 10 16 10 33 69

41 – 50 7 14 10 29 60

51 – 65 2 6 4 10 22

Total 37 55 41 119 252

Table 42 – Education * Do (did) you have to keep proving your capabilities are equal to those of your male colleges? (Crosstabs)


Education

Primary school 1 3 1 7 12 High school 15 24 16 65 120

Two years university program 10 11 9 21 51

Four years university program 9 15 12 25 61 Masters program 1 1 1 1 4

Vocational program 1 1 2 4 Total 37 55 41 119 252

Table 43 – Field of work * Do (did) you have to keep proving your capabilities are equal to those of your male colleges? (Crosstabs)


Field of work

Education 5 5 2 16 28

Health 9 3 4 16 Food service 8 4 8 20

Retail 12 11 7 29 59 Administration 15 14 17 45 91

Production 5 7 8 17 37

Media 1 1 Total 37 55 41 119 252

Table 44 – How did you get the job? * Do (did) you have to keep proving your capabilities are equal to those of your male colleges? (Crosstabs)



I had recommendations 14 19 18 53 104 It was announced in media 19 28 9 45 101


3 8 13 17 41

By opening my own business 1 1 4 6

Total 37 55 41 119 252


81

Table 45 – Age * Is (was) there any difference between your salary and that of your male colleges in similar position? (Crosstabs)

Is (was) there any difference between your salary and that of your male colleges in similar position? Total My salary is higher Men have a higher The salaries are equal I don’t know

Age

18 – 21 3 1 6 3 13

22 – 30 6 5 47 30 88 31 – 40 1 5 48 15 69

41 – 50 1 5 37 17 60

51 – 65 1 15 6 22

Total 11 17 153 71 252

Table 46 – Education * Is (was) there any difference between your salary and that of your male colleges in similar position? (Crosstabs)

Is (was) there any difference between your salary and that of your male colleges in similar position?

Total My salary is higher

Men have a higher salary

The salaries are equal

I don’t know

Education

Primary school 1 8 3 12 High school 6 8 71 35 120


1 5 24 21 51


3 2 46 10 61

Masters program 3 1 4 Vocational program 1 1 1 1 4

Total 11 17 153 71 252

Table 47 – City * Is (was) there any difference between your salary and that of your male colleges in similar position? (Crosstabs)





I don’t know

City

Podgorica 5 5 32 28 70

Niksic 2 3 21 9 35

Berane 8 32 5 45 Bijelo Polje 2 19 8 29

Kotor 1 1 22 13 37

Ulcinj 22 5 27

Danilovgrad 1 5 3 9 Total 11 17 153 71 252


82

Table 48 – Field of work * Is (was) there any difference between your salary and that of your male colleges in similar position? (Crosstabs)





I don’t know

Field of work

Education 1 24 3 28

Health 1 13 2 16

Food service 3 2 11 4 20

Retail 2 5 34 18 59 Administration 4 4 49 34 91

Production 1 5 21 10 37 Media 1 1

Total 11 17 153 71 252

Table 49 – How did you get the job? * Is (was) there any difference between your salary and that of your male colleges in similar position? (Crosstabs)





I don’t know


I had recommendations 6 14 48 36 104 It was announced in media 3 3 73 22 101


1

30 10 41

By opening my own business 1

2 3 6

Total 11 17 153 71 252 Table 50 – Is (was) your boss a man? * Is (was) there any difference between your salary and that of your male colleges in similar position? (Crosstabs)





I don’t know

Is (was) your boss a man? Yes 9 17 120 58 204

No 2 33 13 48 Total 11 17 153 71 252

Table 51 - Do (did) you have to keep proving your capabilities are equal to those of your male colleges? * Is (was) there any difference between your salary and that of your male colleges in similar position? (Crosstabs)





I don’t know

Do (did) you have to keep proving your capabilities are equal to those of your male colleges?

Constantly 1 4 19 13 37

Rarely 1 7 29 18 55 Sometimes 4 1 23 13 41

Never 5 5 82 27 119 Total 11 17 153 71 252


83

Table 52 – Do (did) you have any chance to advance your career at this job? * Is (was) there any difference between your salary and that of your male colleges in similar position? (Crosstabs)





I don’t know

Do (did) you have any chance to advance your career at this job?

Yes 6 6 78 35 125

No 5 11 75 36 127

Total 11 17 153 71 252

Table 53 – Education * Do (did) you have any problems talking maternity leave? (Crosstabs)

Do (did) you have any problems talking maternity leave? Total Yes No Did not use

Education


High school 10 106 4 120 Two years university program 2 49 51

Four years university program 4 57 61 Masters program 4 4

Vocational program 2 2 4

Total 21 227 4 252 Table 54 – Age * Do (did) you have any problems talking maternity leave? (Crosstabs)

Do (did) you have any problems talking maternity leave? Total

Yes No Did not use

Age

18 – 21 2 8 3 13 22 – 30 5 82 1 88

31 – 40 9 60 69 41 – 50 5 55 60

51 – 65 22 22

Total 21 227 4 252 Table 55 – Field of work * Do (did) you have any problems talking maternity leave? (Crosstabs)

Do (did) you have any problems talking maternity leave? Total Yes No Did not use

Field of work

Education 2 26 28

Health 1 15 16 Food service 2 17 1 20

Retail 8 49 2 59 Administration 3 87 1 91

Production 5 32 37

Media 1 1 Total 21 227 4 252

Table 56 – Is (was) your boss a man? * Do (did) you have any problems talking maternity leave? (Crosstabs)

Do (did) you have any problems talking maternity leave? Total

Yes No Did not use

Is (was) your boss a man? Yes 20 181 3 204

No 1 46 1 48


84

Total 21 227 4 252


85

Table 57 – Field of work * At your job, do (did) you have to wear any special clothing? (Crosstabs)

At your job, do (did) you have to wear any special clothing? Total Yes, but it is necessary

because of the work Yes, the bosses request only women to wear it

No

Field of work

Education 12 16 28

Health 9 7 16



Media 1 1 Total 76 8 168 252

Table 58 – Education * At your job, do (did) you have to wear any special clothing? (Crosstabs)

At your job, do (did) you have to wear any special clothing?

Total Yes, but it is necessary because of the work

Yes, the bosses request only women to wear it

No

Education


High school 30 7 83 120 Two years university program 13 1 37 51

Four years university program 23 38 61 Masters program 2 2 4

Vocational program 1 3 4 Total 76 8 168 252

Table 59 – Is (was) your boss a man? * At your job, do (did) you have to wear any special clothing? (Crosstabs)

At your job, do (did) you have to wear any special clothing? Total Yes, but it is necessary

because of the work Yes, the bosses request only women to wear it

No

Is (was) your boss a man? Yes 68 8 128 204

No 8 40 48

Total 76 8 168 252 Table 60 – Age * Do you think men can find work more easily than women? (Crosstabs)

Do you think men can find work more easily than women? Total

Yes No

Age

18 – 21 14 13 27 22 – 30 43 66 109

31 – 40 46 33 79 41 – 50 32 30 62

51 – 65 13 10 23

Total 148 152 300


86

Table 61 – Education * Do you think men can find work more easily than women? (Crosstabs)

Do you think men can find work more easily than women? Total Yes No

Education


High school 68 73 141

Two years university program 35 26 61 Four years university program 30 41 71

Masters program 2 2 4 Vocational program 2 5 7

Total 148 152 300 Table 62 - Field of work * Do you think men can find work more easily than women? (Crosstabs)

Do you think men can find work more easily than women? Total Yes No

Field of work

Unemployed 31 17 48 Education 10 18 28

Health 7 9 16

Food service 11 9 20 Retail 24 35 59


Media 1 1

Total 148 152 300

Table 63 – Age * Is (was) employee’s sex important to your employer when you were looking for a job? (Crosstabs)

Is (was) employee’s sex important to your employer when you were looking for a job? Total Yes No I do not know

Age

18 – 21 15 2 10 27

22 – 30 37 40 32 109 31 – 40 17 35 27 79

41 – 50 13 31 18 62 51 – 65 3 11 9 23

Total 85 119 96 300

Table 64 – Education * Is (was) employee’s sex important to your employer when you were looking for a job? (Crosstabs)


Education

Primary school 8 2 6 16 High school 57 48 36 141

Two years university program 10 23 28 61

Four years university program 8 40 23 71 Masters program 1 3 4

Vocational program 1 3 3 7 Total 85 119 96 300


87

Table 65 – Field of work * Is (was) employee’s sex important to your employer when you were looking for a job? (Crosstabs)


Field of work

Unemployed 13 7 28 48


Food service 14 3 3 20

Retail 29 16 14 59


Production 11 17 9 37 Media 1 1

Total 85 119 96 300 Table 66 – Is (was) your boss a man? * Is (was) employee’s sex important to your employer when you were looking for a job? (Crosstabs)


Is (was) your boss a man? Unemployed 13 7 28 48 Yes 61 88 55 204

No 11 24 13 48 Total 85 119 96 300

Table 67 – Field of work * Were men and women competing for the same position when you were applying for a job? (Crosstabs)

Were men and women competing for the same position when you were applying for a job? Total Yes No I do not know

Field of work

Unemployed 37 10 1 48

Education 14 9 5 28 Health 7 9 16




Total 136 145 19 300 Table 68 – Age * In jobs where there is no physical qualifications, are there any certain jobs for men and certain for a women? (Crosstabs)

In jobs where there are no physical qualifications, are there any certain jobs for men and certain for women?

Total The division exists and it should

The division exists and it should not

The division does not exist and it should not

The division does not exist but it should

Age

18 – 21 1 22 3 1 27

22 – 30 17 64 28 109 31 – 40 10 54 14 1 79

41 – 50 15 28 18 1 62 51 – 65 2 14 6 1 23

Total 45 182 69 4 300


88

Table 69 – Education * In jobs where there is no physical qualifications, are there any certain jobs for men and certain for a women? (Crosstabs)






Education

Primary school 3 9 4 16 High school 24 86 28 3 141


3 41 17 61


12 40 18 1 71

Masters program 1 2 1 4 Vocational program 2 4 1 7

Total 45 182 69 4 300 Table 70 – Field of work * In jobs where there is no physical qualifications, are there any certain jobs for men and certain for a women? (Crosstabs)






Field of work

Unemployed 3 37 7 1 48


Food service 3 12 4 1 20

Retail 12 35 12 59 Administration 10 52 27 2 91


Total 45 182 69 4 300 Table 71 – Age * Do you think women have a harder time than men finding satisfying, well-paid work? (Crosstabs)

Do you think women have a harder time than men finding satisfying, well-paid work? Total Yes No

Age

18 – 21 17 10 27 22 – 30 59 50 109

31 – 40 57 22 79 41 – 50 45 17 62

51 – 65 15 8 23 Total 193 107 300


89

Table 72 – Education * Do you think women have a harder time than men finding satisfying, well-paid work? (Crosstabs)


Education


High school 87 54 141 Two years university program 42 19 61

Four years university program 44 27 71

Masters program 3 1 4

Vocational program 5 2 7

Total 193 107 300 Table 73 – Field of work * Do you think women have a harder time than men finding satisfying, well-paid work? (Crosstabs)


Field of work

Unemployed 34 14 48

Education 17 11 28

Health 9 7 16 Food service 13 7 20

Retail 31 28 59 Administration 59 32 91

Production 29 8 37

Media 1 1 Total 193 107 300


90