MEHE KODU ON MAAILM, NAISE MAAILM ON KODU? - Tartu Ãlikool

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TÖÖ- JA PEREELU ÜHITAMINE RECONCILING WORK AND FAMILY LIFE In 2010, 11% of employees had worked from home and 8% had been engaged in remote working during the previous four weeks. The earlier results obtained for Europe, incl. for Estonia, concerning the higher share of men among remote workers, were confirmed also in 2010, although the differences between men and women were not significant. 9% of men and 6% of women reported remote working during the previous four weeks. However, the share of women who had worked from home during the previous four weeks was higher by one per cent as compared to that of men. One might still assume that slightly more than one tenth of employees have used both working from home and remote working during the year. (Figure 8) Based on the data reported by Antila et al. (2003), it might be assumed that the position or occupation is important among the factors affecting remote working also in Estonia. Occupation was almost the most important factor influencing remote working in Estonia in case of both men and women; the factor was even more significant for women. In other words, remote working is most likely preferred by managers and professionals and also by clerks and associate professionals. Skilled workers and operators can very rarely be seen being engaged in remote working. The results reveal the differences between occupations and professions, e.g. that successful managing of a team via contemporary means of communication can be performed out of the office but it is difficult to imagine working on a machine-tool in a manufacturing plant from a distance. Having little children up to two years of age in the household affected the use of remote working differently in case of men and women. Mothers of older children were significantly less engaged in remote working compared to those of younger children. As for men, the age of children in a household had no impact on their engagement in remote working. Men and women with the third level of education were more likely to use remote working as compared to the persons with the first level of education. (Table 5) Summary The amount of income from employment is, inter alia, related to how well employees can present their skills and knowledge to employers. Professional level is reached by developing one’s skills on a constant basis, one of the preconditions of which is being active in the labour market. Constant participation in the labour market creates better career making opportunities and, consequently higher wages. Rõõm et al. (2011) have highlighted a continuous gap in the wages of men and women and that the gap results, in part, from the factors related to family and raising of children. This analysis has presented a thorough explanation of these factors. In other words, the analysis has shown how families organise caring for children and how men and women combine working with their family life. Irrespective of the age of children, mostly women take care of children. However, the age of children and existing supporting structures such as an opportunity to take a child to a kindergarten or crèche are important factors. Childcare services are quite good and they are widely used for children 3–6 years of age. Lack of suitable childcare services for younger children often hinders a return to the labour market. As the proportion of men taking parental leave is marginal, it is justified to analyse only the return of women to the labour market and the related problems. However, a majority of women do not experience such problems which would hinder their return to employment as over 70% of women whose household includes children aged 3–6 were employed in the labour market in 2010. Starting to work means increasing needs for reconciling work and family life and, consequently, for flexible organisation of work. One of the main forms of flexible working time organisation is part-time work that is not widely used in Estonia. Women still use part-time working much more than men and the difference is the highest for households with children up to two years of age. For men the reason to work part-time in order to be able to take care of children is extremely rare irrespective of the age of children in the household. More than a half of women (54%) with a child MEHE KODU ON MAAILM, NAISE MAAILM ON KODU? MAN’S HOME IS THE WORLD, WOMAN’S WORLD IS HER HOME? 81
TÖÖ- JA PEREELU ÜHITAMINE RECONCILING WORK AND FAMILY LIFE up to two years of age in the household and working part-time reported the need to take care of children or adults requiring care as the reason for part-time work. Women have shortened working hours and taken days off to take care of children remarkably more often than men. Only remote working has been used by men a little more often than by women. Flexible working time may compensate for lower wages and as women primarily are expected to take care of children, the effect of the application of this compensation mechanism is also higher for women. In order to balance the effect between men and women, men should assume more responsibilities for taking care of children than before. However, a higher contribution of men to taking care of children need not necessarily depend on the wish of the men alone but is also related to the attitude of employers and traditional role behaviour of women. 82 MEHE KODU ON MAAILM, NAISE MAAILM ON KODU? MAN'S HOME IS THE WORLD, WOMAN'S WORLD IS HER HOME?
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