Source: Tax Authority policy information
Arrangement for day nurseries facilities and combination jobs: This arrangement enables municipalities and provinces to reinforce a social infrastructure by means of combination jobs and comprehensive day nurseries facilities for children to the age of 16, in order to make it easier to combine work and care. The objective is to realise a continuous supply of childcare, education, lunchtime childcare and sport and cultural activities. The government and municipalities are responsible for 45% and 55% of the costs respectively.
From 2008 the government wants to intensify and bundle the policy in the area of community schools, sport and culture. This cabinet also wants to increase the number of e xtended schools considerably. The coalition agreement and the policy programme set ambitious objectives that the government would like to realise in conjunction with municipalities and the educational, sport and cultural sectors. From 2008 the Ministry of Education, Culture and Science and the Ministry of Health, Welfare and Sport will be making a financial ‘boost’ available, intended for the deployment of professionals who will form a bridge between a number of sectors and, in this capacity, also broaden and reinforce the sectors in question. The objective is to arrive at 2500 combination jobs by 2011.
Article 5 Changing socio-cultural behaviour patterns. Eliminating prejudices and family education
Introduction
Where does inequality between men and women come from? If the rights and educational level of men and women are the same, as is the case in the Netherlands , how is it possible that men and women still end up in different positions? And to what extent are these differences problematic and changeable?
A significant part of the current unequal position of men and women is based on differences in labour participation and economic independence. Explanations for differences in labour participation may be found in both economic and socio-scientific areas. According to many economists, existing differences will ultimately disappear once women start to work more. According to many sociologists, the limited labour participation of women is largely determined by social and historic factors. This chapter looks at cultural behaviour patterns such as the choice of education, the Glass Ceiling, the Glass Wall, sexualisation, the role of the man etc.
‘Plan the role of the man’
A point of criticism of the House of Representatives with respect to the Emancipation memorandum was the fact that the only objective of the previous government that was aimed at men (share of care tasks 40% by 2010) has now been abandoned. In 2008 a Cabinet response will be sent to the House of Representatives on the subject of the increased involvement of men in the emancipation process. The government's Family memorandum, which will be published in the autumn of 2008, emphasises the importance of active, involved fatherhood.
More male teachers
In order to achieve a more diverse personnel complement, more men should choose the profession of teacher. The teaching profession becomes more attractive for men through increased function differentiation, more opportunities for career advancement, more opportunities for advancement to other sub-sectors in the educational field, good employment conditions, improved opportunities for professionalisation during the career and increased social appreciation of the profession.
The Glass Wall
In the period 2005-2007, the ESF-Equal Project ‘The Glass Wall’ was realised, aimed at the improved utilisation of female talent for study directions and professions with a male image. Key figures from the educational field and the employment market in particular were contacted and involved (schools, companies, government institutes, such as the Centre for Work and Income).
In 8 pilots involving a total of 150 female participants, experiments were conducted with programmes in which girls and women in various phases of their life were supported in their study and professional choices. These pilots were held in a number of regions.
As an ‘umbrella’ across these pilot projects, a campaign was held aimed at getting the theme of ‘breaking through the glass wall’ higher on the agenda of relevant key figures. The aim was to demonstrate that the glass wall can be broken through, what the (economic) added value is of doing so and how this can be achieved. This message was also given a face: girls and women in a study or profession with a male image were portrayed as ‘quite ordinary’. The pilots were also portrayed and influential key figures were given the floor.
The results of the project and of associated activities of the Science and Technology Platform are promising: schools and companies that give targeted attention to encouraging girls and women score better in attracting and keeping female talent. In order to achieve effects at macro level (in the national figures), it is necessary to distribute the developed approach more broadly.
Glass Ceiling and Talent to the Top Charter
The Emancipation memorandum lists the following target figure: a minimum of 20% women in the top of the business sector by 2010. To this effect the Glass Ceiling Ambassador Network is subsidised, among other things. The Ambassador Network consists of prominent administrators from business, the government and non-profit organisations and is aimed at stimulating the advancement of women to top positions. Although the proportion of women in top positions is increasing, this development is progressing only slowly. The Ambassador Network is proving to be eminently suitable in putting the ‘Glass Ceiling’ on the agenda, but is not sufficiently able to achieve a true turnaround. This fact has been acknowledged and as a result it was decided to develop a 'Talent to the Top' Charter in conjunction with the government, business and the social partners. For this purpose the Taskforce ‘Women to the Top’ was set up. Companies can commit to the Charter on a voluntary basis. By doing so they commit themselves to the contents of the Charter, including the objectives and measures aimed at getting more women into top positions, and must account for achieving or not achieving these objectives.
During the ‘Talent to the Top’ meeting in May 2008 the charter has been presented and signed by the first 45 organisations.
It will be evaluated whether the Charter and the Ambassador Network can be connected with the Glass Ceiling Index of the Ministry of Education, Culture and Science (benchmarking instruments with respect to women in top positions) in making the situation within a company visible and comparable against that of fellow businesses in the sector.
In addition, attention will be paid to the added value of diversity for business and the economy in general. This can also stimulate companies to increase their m/f diversity. The Charter and the Ambassador Network may be useful in this context by providing companies with the instruments and best practices they need to increase their proportion of women at the top. The Frijns Commission has also given recommendations for the inclusion of diversity in the Tabaksblat Code (Dutch Corporate Governance Code, aimed at sound company management). In addition, express attention is given to the criterion ‘Women in top positions’ in the transparency benchmark for Socially Responsible Entrepreneurship. Increased transparency can strengthen the stimuli for companies to actively aim for the utilisation of female talent in their personnel policy.
Sexualisation
A social debate has arisen in the Netherlands about the portrayal of girls and women as sex objects, and about unrealistic beauty ideals and the increasing commercialisation and sexualisation of the female body in the media. The government has decided to evaluate what the possible consequences are of the sexualisation of society.
The current sexual morality among young people appears to be leading to a coarsening of sexual etiquette, which puts the physical integrity and safety of girls at risk. One in 6 girls and one in 20 boys under the age of 25 have been forced to perform or submit to sexual acts that they didn’t really want to. Around one third of all sex offences reported by young people in the years 1996-2004 were committed in group context.
Approach:
The Dutch government envisages a role for itself in areas where there are extremes of sexualisation, such as threats to physical integrity or sexual violence, in contributing to the protection of young people when parents are unable to do so. However, this requires a thorough exploration of the effects the sexualisation of society has on (the physical and mental health of) girls and boys.
The government has set itself the following targets:
1. Gaining an understanding of the sexualisation of the role of girls and women in society: there are indications that being confronted with sexually charged images influences the sexual behaviour and self-image of young people. These indications are a reason for research. In the coming years the consequences of the sexualisation of (the role of girls and women in) society will be studied. The relationship between religion and culture and violence/intimidation against girls will also be included in the study.
2. Increasing the resistance of girls and boys against (sexual) violence:
Extra attention will be given to the sexual and relational education of young people in schools. Young people will be taught how to deal with the messages and images they are confronted with in the various media on a daily basis.
In addition, it is important that teachers are able to recognise signals of sexual intimidation or (sexual) violence at an early stage and deal with them adequately. For these reasons it will be explored how the promotion of the expertise of teachers in this area can be increased.
It is also important that children, parents, teachers and experts are supported in learning to deal with media communications: media awareness. The aspect of media awareness receives attention in the educational field and is already being dealt with in some schools. It will be evaluated what is needed to increase the media awareness of young people, carers and professionals (including teachers) and how a safer media offer can be realised.
In order to address the portrayal of girls and women as sex objects, as well as unrealistic beauty ideals and the increasing commercialisation of the female body, the government will evaluate how a more realistic image of girls and women can be stimulated.
It is notable that a number of professionals in the healthcare sector have expressed their concern about the increase of plastic surgery (particularly corrections to the female genitalia). They want to investigate whether a code of conduct may be formulated for physicians with respect to cosmetic interventions. It is interesting for the government to see how this subject can be put on the agenda with these professionals.
3. Prevention of teenage pregnancies
To effectively combat teenage pregnancies it is necessary to have a good idea of the causes and scope of the problem. The problem of teenage pregnancies is concentrated in specific areas and specific population groups, particularly Surinamese and Antillean girls (recommendation 37). Among these groups we see both unwanted pregnancies and an ill-considered choice for motherhood. Among others, this is demonstrated by the relatively high number of pregnancy terminations in these groups. The second factor, the ill-considered choice for motherhood, is mainly associated with the idea that these girls increase their status by having a child and also obtain a better social position, for instance through the independent entitlement to child benefits.
A specific and problematic consequence of teenage pregnancies is that girls with unplanned pregnancies are rejected by their families. This government feels that these girls need help and support to prepare them for an independent existence. The government will give an extra boost to the assistance for girls with unplanned pregnancies and teenage mothers. To this effect, the target group must be well reached. The assertiveness and resistance of (potential) teenage mothers must be increased.
Centres for Youth and Family
In accordance with the coalition agreement and the Cabinet policy programme, the realisation of Centres for Youth and Family is being implemented decisively. By 2011 these centres must provide national coverage. For parents, children and young people (ages -9 months to 23) these Centres are a central point for questions on growing up and raising children, for adequate and suitable assistance, and for coordination of this assistance. The centres are there for all parents, children and young people, not just for problem families. After all, growing up and bringing up children is fun, but sometimes also difficult. The Centres are also a central point for professionals in the case of early observation of problems. The Centres bring together various authorities and functions that currently work too much in parallel to each other. It is therefore specifically not the intention to add an additional (bureaucratic) layer.
The basic model for the Centres for Youth and Family that will be legally anchored consists of the five functions of the preventative youth policy from the Social Support Act and the basic package of youth healthcare tasks from the Public Health (Preventative Measures) Act. This includes child-raising support and family coaching. The contribution of youth healthcare services in the Centre for Youth and Family guarantees that the development of the child can be monitored during the lifecycle. The connection between the Centre for Youth and Family and the indicated healthcare and between the Centre for Youth and Family and the Care and Advice teams also form part of the basic model.
Article 6 Combating women trafficking and the exploitation of prostitution
Human trafficking
The government of the Netherlands recognises that trafficking in human beings (THB) is a modern form of slavery that needs to be addressed adequately. Because of the importance of an integrated approach, responsibility for the Dutch policy on trafficking in human beings is shared by several departments (Ministry of Justice, Ministry of the Interior and Kingdom Affairs, Ministry of Foreign Affairs, Ministry of Social Affairs and Employment, Ministry of Health, Welfare and Sports and the Ministry of Education, Culture and Science). This contribution describes the specific measures on the various areas of Human Trafficking policy in the Netherlands and refers to specific recommendations of CEDAW 2006.
The Netherlands was the first country to install an independent National Rapporteur on Human Trafficking. The National Rapporteur on Human Trafficking has consciously chosen a broad approach to the subject from prevention and provision of help to detection and prosecution, both nationally and internationally. The National Rapporteur regularly issues its findings and recommendations in a report. In June 2007 the Rapporteur issued her fifth report with concrete recommendations. June 2008 the National Rapporteur issued her latest report with updated statistics. The sixth report is currently being translated and will be forwarded to you as soon as it is available in English.
In January 2005 new legislation on trafficking in human beings was implemented. In article 273f of the Dutch Penal Code the scope of trafficking is broadened to encompass all forms of exploitation (sexual, labour, i.e. forms of modern slavery). Furthermore, the maximum penalties were increased up to 12 years imprisonment in cases of serious bodily injury or danger of life and up to 15 years imprisonment in cases of death. The maximum penalties are higher, when the trafficker has committed other offences, for instance when the trafficker participated in a criminal organisation or forged passports. In those cases the maximum penalties can increase with one third.
Paid sexual activity with minors under the age of 18 years old is punishable separately in article 248b and article 248c of the Penal Code. Sexual assault and rape of minors under the age of 12 respectively 16 years old is punishable in articles 244 and 245 of the Penal Code.
In April 2006 the Board Procurators General has formulated Guidelines for the investigation and prosecution of offences of trafficking in human beings. These guidelines give the highest priority to cases involving sexual exploitation, exploitation of minors and trafficking in human organs. Regarding labour exploitation priority is given to excesses, such as deprivation of human rights or inhuman working conditions. Investigations are not limited to persons suspected of the offence of trafficking, but also to facilitators, accommodating transport, housing, identity papers and the recruitment of victims.
In December 2004, the Dutch government prepared a first National Human Trafficking Action Plan in which policy in the area of human trafficking is implemented in an integrated multidisciplinary manner. 65 concrete action points are included in the action plan in the areas of human rights, legislation, prevention, protection of victims of human trafficking, detection and prosecution and investigation and registration. In February 2006 the so-called Supplementary Measures to the National Human Trafficking Action Plan were adopted, in which some subjects became more specifically relevant such as prevention and most importantly in the framework of this report, underage victims of human trafficking and youth prostitution. Elements from the National Action Plan and the Supplementary Measures are included in various parts of this report.
S peci fic attention has in recent years been paid to the problem of so-called ‘lover boys’. In the Netherlands , the term lover boys is used to describe young men who seduce young girls with the main objective of getting them to work in prostitution. Many communities have acted on the information on lover boys and the provision of help to victims in the framework of their preventative work pursuant to the Public Health (Preventive Measures) Act and the Social Support Act. Communities that have not yet adopted an approach to this problem, can obtain information and advice from Movisie, the knowledge centre where the Youth Prostitution Expertise Office is housed, along with other relevant organisations. Communities can also turn to other organisations giving advice on tackling lover boys. In addition to this, a lot of (government) material on lover boys is to be found on the Internet. Via the website www.ppsi.nl (ppsi = prevention of sexual intimidation), a component of the Schools Safety Centre financed by the Ministry of Education, Culture and Science, the government offers current information on issues concerning sexual intimidation for all the relevant parties at schools, including parents.
Since 2004 trafficking in human beings has been one of the six key areas of the National Crime Squad Organised Crime based on the national threat assessment of serious and organised crime. The policy responses acknowledge that a flexible, differentiated and integral use of instruments provided in civil, administrative and criminal law is essential to combat trafficking effectively. This has resulted in establishing a multi-disciplinary Expertise Centre trafficking and smuggling of human beings in May 2005 under authority of the national coordinating public prosecutor for trafficking in human beings. Different organisations participate in this Expertise Centre: the national police, Royal Military Constabulary (Kmar), Immigration and Naturalisation Service and Specialised Investigation Services in Social Fraud (SIOD). Operational and analytical information and expertise is being collected, analysed and disseminated to all partners. In addition, each local prosecution service has appointed a contact prosecutor for trafficking cases. Chaired by the Procurator General responsible for trafficking in human beings, all contact prosecutors meet yearly to exchange information, best practices and new developments in crime and policy.
In November 2007 the Dutch government announced new measures in the battle against human trafficking. It is clear that a criminal law approach on its own will not be sufficient to deal with the problem of human trafficking. Under the header of the ‘programmed approach’ it is therefore being evaluated, together with other partners including local administrations, what thresholds can be erected against human trafficking. In order to further develop this programmed approach in the regions, a national Human Trafficking Taskforce has been set up in the beginning of 2008. The main responsibilities of this Taskforce will be the early identification and resolution of obstacles, ensuring the exchange of best practices and supporting the local and regional measures for the combating of human trafficking. The conclusions and recommendations of the National Rapporteur on Human Trafficking of June 2007 will form the starting point for the activities of the Task Force.
Human trafficking is also one of the selected themes in the Programme for the Reinforcement of the Combating of Organised Crime of December 2007, with the result that many preventative, administrative and criminal law initiatives will be further implemented in the coming period. This approach has local as well as regional, national and international aspects and requires intensive collaboration between all the parties involved, including private parties and local administrations.
B9 regulation
In recommendation 24 the Commission calls for the extension of temporary protection visas and for the reintegration and support of all victims of human smuggling, including those who cannot or will not cooperate in the investigation and legal prosecution of human smugglers (see also conclusion 23). On this subject the following:
The B9 regulation is a residence regulation for victims of human trafficking that has been included in the Aliens Circular 2000 (Chapter B9). It is therefore a regulation for foreign nationals and not for Dutch victims of human trafficking or victims who are legally staying in the Netherlands as Community citizens. The B9 regulation regulates the residence status and access to facilities (support, medical care and income) for foreign nationals. Dutch citizens and Community citizens derive their right of residence and the access to facilities from their nationality and from Community law. Incidentally, not every EU citizen is automatically a Community citizen. As and where applicable the B9 regulation is therefore also open to EU citizens who are residing in the Netherlands illegally.
The starting point of the policy is that even in the event of a minor indication of human trafficking any victim who resides illegally in the Netherlands is given the opportunity to use the B9 regulation. The regulation means that a victim is given a maximum of three months consideration time during which he/he will receive aid and support, so that the person in question can make a considered decision as to whether or not he/she will cooperate with the investigation and prosecution of the human traffickers. Since 16 November 2007 the criterion of reporting human trafficking as a condition for admission has been changed to the granting of cooperation to the police and the Justice Department. This means that even victims who do not request prosecution but who do cooperate with an ongoing investigation (by making statements and/or acting as a witness) can be granted residence in the Netherlands . During the consideration time the deportation of the victim is suspended. If the person in question decides to cooperate, he/she will receive a residence permit. This permit is valid for the duration of the investigation and prosecution and terminates when the investigation becomes final or by a court decision or if it is decided not to prosecute.
In extremely distressing cases there is also the option of the State Secretary of Justice granting a victim of human trafficking residence on purely humanitarian grounds, in other words, in cases in which it is clear that the person is a victim, but the victim cannot cooperate or is scared to do so.
The option of invoking this so-called discretionary power existed before, but was rarely used. In 2007 organisational changes were implemented at the IND ( Immigration and Naturalisation Service ) and agreements were made with aid providers to guarantee that these humanitarian cases are actively and more broadly submitted to the State Secretary so that he can give his opinion on each case.
At the end of the B9 period a victim can apply for continued residence in the Netherlands . In 2006 the policy was changed in such a way that, when the criminal prosecution has resulted in a conviction for human trafficking, the victim can be offered continued residence in the Netherlands . This also applies if the victim cooperates in respect of a human trafficking case and the suspect has been charged with this crime, but is ultimately convicted for another offence.
If the case has resulted in an acquittal and the victim has been in the Netherlands for three years or longer on the basis of a B9 permit, continued residence is also a possibility. Since 1 January 2008 a victim of human trafficking can, after residing in the Netherlands for three years on the basis of the B9 permit, ask the IND to evaluate if he/she is eligible for continued residence, even if the criminal case is still ongoing. For other victims the rule applies that after expiry of the B9 permit it will be evaluated whether a return to the country of origin is an option.
The B9 policy is also laid down as such in the Instruction of the Board of Procurators General, so that it receives broad publicity.
In 2006 and 2007 an influx could be seen of, specifically, underage asylum seekers who entered the Netherlands via Schiphol airport and of whom it was suspected that they were victims of human trafficking. A number of these foreign nationals disappeared from the asylum reception centres. There is a reasonable suspicion that they were picked up by the human trafficker or were instructed to leave the reception centre and return to the trafficker. Within this group, Nigerian girls were the vast majority. A policy has gradually been developed for receiving underage foreign nationals who are at risk of human trafficking in a closed reception facility, which reduces the risk of them disappearing. A ‘closed reception’ pilot has now being started up for all underage foreign nationals of whom it is suspected that they were brought to the Netherlands for the purpose of being traded.
One of the main challenges is identifying victims of human trafficking as early as possible. Traffickers use different strategies to retain control over their victims and maintain victims’ dependency. Traffickers do their best to conceal these strategies so they are not easily identified. Often multiple forms of dependency are being used by traffickers that are not easy to identify. To raise awareness amongst all actors in the field and of the general public, the police, together with involved Non Governmental Organisations developed an easy to use system to identify possible victims of trafficking. A system with over 70 risk factors and a list of s peci fic working areas at risk (i.e. construction, agriculture, cleaning services) have been identified. The identification system is available to all actors in the field of trafficking in human beings and can be modified as new (strategic) information emerges. It will help authorities to take appropriate referral measures to protect the victim as much as possible, i.e. to refer victims to health care organisations and/or law enforcement.
In January 2006 a national campaign was launched ‘Schijn Bedriegt’ with the main aim to raise awareness on victims of trafficking in human beings. S peci fic focus is on persons who frequent prostitutes, employers and the general public. A hotline was opened ‘Stop Crime Anonymously’ which enables callers to report any indications of trafficking in human beings. The 2006 campaign resulted in 120 anonymous reports, some of which led to formal investigations. On 18 October 2007, the first EU day against Trafficking in Human Beings, another public awareness campaign was launched in the Netherlands called ‘People are not merchandise’ (Mensen zijn geen handelswaar’). The national campaign will be repeated in 2008.
Prostitution
In recommendation 22 the Commission suggests the appointment of a neutral, independent authority to evaluate the intended and unintended effects of the Act on the Abolishment of the Ban on Brothels (see also conclusion 21). In such an evaluation the risk of violence and health risks must also be taken into consideration, particularly for women without a residence permit who work in prostitution. The Commission asks the State, which is a party to the Convention, to include the results of such an evaluation in its next report, as well as information about steps and measures that have been taken as a result of the evaluation.
The general ban on brothels was lifted in October 2000. As a result it is no longer a criminal offence to run a sex establishment where adult prostitutes work of their own free will, provided certain conditions are met.
As per the request in recommendation 22, the health risks of prostitutes were evaluated in 2006. The results were published in the final report ‘Evaluation of the Lifting of the Ban on Brothels’. Part of the report relates to the social positions of prostitutes in the licensed sector. For the purpose of this study 354 prostitutes were interviewed about their behaviour and attitudes with regard to their health. For verification purposes data was collected on women in the Dutch population in 2005 via the CBS (Statistics Netherlands). This study showed no significant differences between the health of women in prostitution and that of women who do not work in prostitution.
The conclusions of the evaluations and the findings of the National Rapporteur on Human Trafficking have lead to new measures on prostitution policy and legislation. The government announced new legislation with the main objective of tightening and harmonising the licensing system, strengthening control and law enforcement and improving the working conditions of prostitutes. Special attention will be given to the requirements that need to be imposed on prostitution via escort services or the Internet. The objective is for the Framework Regulation on Prostitution Licensing to come into effect in 2009.
In the definition of this Act attention will also be given to the opportunities for reinforcing control and enforcement. It has also been agreed that all partners with an enforcement function in the prostitution sector will make extra efforts in the coming period, both individually and in the form of joint enforcement.
Information and exit programmes for prostitutes
The Ministry of Social Affairs and Employment, the Ministry of Education, Culture and Science and the Ministry of Health, Welfare and Sport are currently conducting an exploration into the possibilities and requirements with respect to the provision of information and exit programmes for prostitutes. This exploration is expected to result in further measures in 2008.
Female victims of human trafficking
In recommendation 24 the Netherlands is urged to provide information on the number of women and underage girls who are victims of human trafficking (conclusion 23). The sixth report of the National Rapporteur on Human Trafficking of June 2008 is enclosed and contains the figures requested by the Commission.
Article 7 Participation in political and social life and
Article 8 Government representation at international level
Introduction
The greater part of this chapter deals with Article 7. What comes under Article 8 is the number of female Members of the European Parliament and women in higher functions abroad.
The SGP (National Calvinist Party)
In recommendation 18 the Committee indicates that the Netherlands must guarantee the representation of women in political and public bodies and that this representation must fully reflect the diversity of the population. Conclusion 25 and recommendation 26 in relation to the revocation of the appeal in the case about the exclusion of women by the SGP is an important point. The Committee advises that the Netherlands to introduce legislation to ensure that the criteria for requesting political assistance correspond with its obligations under Articles 1, 2 and 7 of the Convention, and withdraw its appeal and acknowledge the direct implementation of the Convention within the domestic legal system. The State appealed against the decision of the Court in The Hague because it concerns a matter of high principle whereby, among other issues, the clash of a number of constitutional rights in a political context and the relationship between employer and court are at stake.
This does not alter the fact that, at the same time, the State did respond to the order of the court to cease the subsidy to the SGP. The SGP lodged an administrative appeal against this cancellation of the subsidy in respect of which the Council of State as the highest administrative court (and therefore subsidy court) judged on 5 December 2007 that the cancellation of the subsidy was wrong because there is no conflict with the UN Women’s Convention. In its decision the Council of State indicates that Article 7, opening lines and under a and c, of the Women’s Convention does have a direct effect, but that this does not necessitate the non-application of the Political Parties (Subsidies) Act. Among other considerations, the Council of State feels that the fact that the Women’s Convention makes it compulsory for women to be able to participate in the democratic process weighs heavily, but indicates that the Netherlands complies with this stipulation within the spectrum of political parties seen as a whole: there are enough other parties that women can join. The Council of State feels there is no actual limitation to the right to stand for women. The freedom of political parties is so important that the government can only intervene if the party constitutes a concrete risk to the democratic legal order. The Council of State feels that this is not the case here.
The State (Ministry of the Interior and Kingdom Relations) subsequently resumed the subsidy. Meanwhile, the Court of Appeal has confirmed the court’s decision in the civil proceedings, with the exception of the aspect of the subsidy entitlement, because the Council of State - as the highest administrative court - has already judged on this (decision of 20 December 2007). Separate from the above, the Court of Appeal feels that cancelling the subsidy is not an appropriate measure because it deems it unlikely that the SGP will accept the right to stand of women as a result of the cancellation of the subsidy. The Courts also states that:
a. the State violates the UN Women’s Convention by not taking measures against the discrimination within the SGP and that this violation is not justified by other statutory rights being involved;
b. the State must take measures that actively result in the SGP granting the right to stand to women. The State will have to implement a measure that is effective and, at the same time, constitutes the least infringement of the constitutional rights of the (members of the) SGP;
c. the measures to be taken must be laid down in an Act , but that it cannot order the State to take specific (legal) measures.
The government will appeal to the Supreme Court in relation to the importance of law formation and legal certainty and wants clarification of the following points:
the mutual relationship between the constitutional rights, such as the ban on discrimination and the right to stand as opposed to the freedom of religion, the freedom of opinion and the freedom of association;
the relationship between the court, the legislator and political parties. It has never before happened that the legislator or the court has had to intervene in a political party because of substantive views. The government wants to know to what level the freedom of political parties extends or must extend;
the difference between the decisions of the Court of Appeal (civil law) and the Council of State (administrative law).
Women in politics and public administration
In conclusion 17 the CEDAW Committee emphasises its concern about the low proportion of women in high functions in all public sectors, including those at international level. In recommendation 18 the Committee requests that detailed data and information be provided in this report about the representation of women, including ethnic, refugee and minority women, in elected and appointed bodies, at the level of decision-making for the period 2005-2008.
The objective of the proportion of women in political positions being increased to a minimum of 45% by 2010 has been included in the Long-term Emancipation Policy Plan for 2006 ‑2010. The Emancipation memorandum no longer treats the theme of women in decision-making and administration as a separate theme, but links it to the theme of more women in top positions in the government, education and business.
The current status is:
|
Percentage of women |
2003 |
2006 |
2008 |
|
European Parliament |
44 |
44 |
52 |
|
Senate |
33 |
29 |
35 |
|
House of Representatives |
39 |
39 |
39 |
|
Provincial Council |
29 |
28 |
36 |
|
Municipal Council |
24 |
26 |
26 |
|
Administration of Water Boards |
- |
11 |
11* |
|
Ministers |
33 |
33 |
31 |
|
State Secretaries |
50 |
40 |
55 |
|
Queen’s Commissioners |
8 |
8 |
17 |
|
Members of the Provincial Executive |
17 |
17 |
30 |
|
Mayors |
- |
20 |
18 |
|
Aldermen |
16 |
18 |
18 |
|
Chairmen of Water Boards |
- |
12 |
8 |
* No recent figures available
At the current rate the target figure of 45% will in many cases not be achieved. To prevent further stagnation in the increase in the number of women, it is important that this subject is put back on the agenda of all the parties that play a role in recruitment and candidate nomination and other intermediary contexts, such as the political parties and the Queen’s Commissioners (in relation to the appointment of Mayors). Their cooperation and commitment are important. The emphasis is also on measures aimed at increasing the interest of women in political functions and promoting competencies through training and support. Furthermore, there is a requirement for auxiliary facilities, such as pregnancy leave and child care.
In the run-up to the 2006 municipal council elections the campaign ‘Vote for a woman’ was conducted, aimed at increasing the proportion of women in municipal councils. The campaign consisted of three parts. The first part was a train relay, whereby female (candidate) council members from 10 different municipalities spent ten days travelling the country by train to promote more women in municipal councils and draw attention to the option of a preferential vote for a woman. The second part was the generation of (editorial) publicity about women in municipal politics, partly relating to the train relay. Finally, a substantive debate was organised about women in (municipal) politics. The campaign attracted a lot of attention and was further reinforced by a call from the Minister for Emancipation to vote for a woman.
The Minister of the Interior and Kingdom Relations is undertaking the following activities:
In order to activate all parties that play a role in the appointment process for political administrative positions to make a contribution, within their capacity, to a larger proportion of women, the statistical developments are being monitored. The data up to and including 2007 have now been inventoried and will be included in the bi-annual trend memorandum.
There is special attention for increasing the influx and advancement of women in the office of Mayor. This was recently expressed in a memorandum to the House of Representatives. The Mayor is a highly visible administrator in the municipality and the proportion of women is too far behind. It is therefore important that the interest of female candidates in the office of Mayor is increased. This must be achieved by the parties involved in Mayoral appointments. Apart from the Queen’s Commissioners, the Dutch Association of Mayors has also promised concrete actions.
In order to promote the number of women and people from ethnic minorities in the office of Mayor, a specific ‘breeding ground’ will also be developed. By means of scouting, prospects with experience of or an interest in public administration will be approached. This means that a larger group of women and people from ethnic minorities who are qualified for the office of Mayor and who may be successful in an application will be available in the case of specific vacancies.
As mentioned previously, there is also a need for auxiliary facilities. Childcare is mostly satisfactorily organised through the Childcare Provisions Act. In addition there is an Act for members of the House of Representatives, the Senate, the Provincial Council and Municipal Councils that provides for replacement and leave during pregnancy and childbirth. The emphasis, therefore, is now on a leave and replacement arrangement for aldermen, members of the Provincial Executive, and members of the daily administration of Water Boards.
Quota
The Committee indicates its concern that the Netherlands has not provided information about the use of quotas to accelerate the full participation of women, including ethnic, refugee and minority women, in public life and decision-making bodies (recommendation 17). The Netherlands has objectives for promoting the participation of (all) women but does not use quotas. However, there is a Framework Act on Advisory Boards. The objective of this Framework Act is for the composition of Advisory Boards to be a reflection of Dutch society.
Ethnic-minority women in administrative functions
A comprehensive overview of ethnic-minority women in administrative functions has been included in the appendix 9.
More women and minorities in Government Advisory Boards
There are still not enough women and members of minorities in government Advisory Boards. For this reason the government decided in November 2007 to start setting target figures: 50% of the members of Advisory Boards must be women, and 10% of the members of Advisory Boards must be members of a minority group. In practice this amounts to at least one member of a minority group per Advisory Board.
The appointment of members of Advisory Boards is the responsibility of the responsible Minister and the Cabinet. It has been agreed in the Cabinet that for Advisory Boards where the target figures have not yet been achieved, the (re)appointment of a chairperson or a member must, in principle, contribute to achieving the target figures.
Women in the Administration of Water Boards
Although the importance of participation of women in water management is recognised, women are still underrepresented in Water Boards. To change this situation the Dutch Council of Women, in conjunction with the Centre for Women & the Environment, will be conducting a project between January 2008 and January 2010. The objective of this project is to increase the number of female administrators in Water Boards. In the run-up to the Water Board elections in November 2008 a number of organisations will be encouraged to put female members on their lists of candidates and a national campaign will be held for women on lists of candidates. The elected female administrators will be trained and coached in administrative responsibilities. The objective of this project is for 30% of the administration of Water Boards to consist of women.
Employees in the public sector
In 2006 the personnel numbers in the public sector were nearly half women (49%) and half men (51%). However, there are differences between the different government sectors. For instance, in primary education we see mainly women (approximately 80%) and in Defence we see mainly men and only 13% of women. Differences in the male/female ratio do not only occur between sectors, but also between the top of organisations and the lower function levels. Women are represented less in the category of the top 10% of employees in a sector based on earnings, than they are in the organisation as a whole.
In 2006 the influx into the public sector was 56% women and the influx into top functions was 28% (these figures are not comparable because they were calculated differently ). In order to increase the influx of women into top functions, attention must be paid to the career and advancement opportunities of women. As indicated earlier, the government sectors have different starting positions. This means that (the same) actions are not needed everywhere. A number of sectors, particularly sectors in the public administration, have a good starting position and must maintain it. In other sectors, particularly the security sectors, the influx of women (into top positions) will require additional effort. And finally, in a number of educational sectors, specifically in primary education and in university medical centres, it would be beneficial to have more men coming in.
One of the objectives of the fourth Balkenende Cabinet is to achieve a decisive, sound and diversely composed (central) government. To achieve a diverse workforce in the public sector by 2011, target figures have been formulated with respect to gender, ethnicity and age. The following two target figures were included with respect to the influx of women:
by 2011 50% of the influx will consist of women.
by 2011 30% of the influx into top functions will consist of women.
With regard to ethnic diversity, the objective of the government is to have the proportion of employees from ethnic minorities in the public sector increase by 50% in the period 2007-2011. No further distinction is made in this with regard to the male/female ratio. In 2005, 5.7% of employees in the public sector were from non-Western ethnic minorities. Of these, 53% were female and 47% were male. Once again, there are differences between the various government sectors. The government currently has the ambition to realise 2000 regular work placement positions within the government: one process for creating 1000 regular places at mbo ( Intermediate Professional Education )/hbo ( Higher Professional Education )/wo ( University Education ) level and one process for 1000 places for disadvantaged target groups without starting qualifications. For both processes the rule applies that 50% of places must be taken up by men and women from ethnic minorities.
In order to support government employers at micro level, the Ministry of the Interior and Kingdom Relations will make the diversity index available in 2008. This index supports employers in giving shape to their diversity policy. The diversity index gives an idea of the composition of the workforce (gender, age and ethnicity) compared to the professional population within a certain region, the national professional population and the sector. The diversity index will also, if the situation requires it, generate advice for achieving a more diverse workforce.
The government as employer
For the central government the objective applies that in 2011 at least 25% of the top functions (the Senior Public Service) must be occupied by women. Figure 4 shows the situation per Ministry. The government wants to set a good example by increasing the number of women in top positions within the government. The following actions will be undertaken to ensure that, in four years, one in four top managers is female.
The Senior Public Service Bureau will actively bring female talent into the picture from inside and outside the central government with respect to vacancies.
The Senior Public Service Bureau will formulate candidate lists for vacancies and will always nominate at least two female candidates.
The Senior Public Service Bureau (responsible for filling the vacancies in the 800 top functions in the Dutch central government) will actively recruit women for the candidate programme, so that annually at least half of all candidates are women.
In the context of the annual operational agreements with each minister, diversity at the administrative top is included as a specific item.
The departments aim for a situation in which Selection Committees for top functions preferably consist of 50% women or 25% at the minimum.
The influx and advancement of women in management functions in general (also below the top level) is also one of the objectives in the government-wide integrated diversity policy that came into effect at the start of 2007. After all, a one-sided composition of personnel does not contribute to an optimum fulfilment of its tasks for a modern government that citizens can relate to.
Source: Senior Public Service
% Women in top positions in the central government (2006)0%5%10%15%20%25%30%35%40%45%50%OCWAZVWSLNVSZWJUSVROMV&WBUZAEZBZKFINHCSDEFMinistries
Key:
OCW – Education, Culture and Science
AZ – General Affairs
VWS – Health, Welfare and Sport
LNV – Agriculture, Nature and Food Quality
SZW – Social Affairs and Employment
JUS – Justice
VROM – Housing, Spatial Planning and the Environment
V&W – Transport, Public Works and Water Management
BUZA – Foreign Affairs
EZ – Economic Affairs
BZK – Interior and Kingdom Relations
FIN – Finance
HCS – High Institutions of State
DEF – Defence
Investing in ‘the pipeline’ as a whole is essential for the advancement of women to the highest management levels. To this effect the departments are formulating their own plans of approach. Every year the Government Social Annual Report monitors what the proportion of women is in top positions and middle-management per department.
As much as possible, measures to increase the (gender) diversity within the workforce form part of the regular policy with respect to influx, advancement and maintenance. The career opportunities for women in the central government must be improved. As much as possible, this is achieved within the regular method of talent recognition and development and training. However, in addition some government departments are opting for separate management development tracks for women.
In addition to the integration of diversity in the general HRM policy of the central government there are a number of measures and parameters that must support central government departments in their endeavour to increase diversity:
A diversity index is in place (May 2008), which government organisations can use for benchmarking purposes. The diversity index also generates ideas for achieving a more diverse workforce.
Adequate basic information is available through the integration of the diversity perspective in data collection and research.
A practical knowledge infrastructure is available via the Web (Diversity Knowledge Web on the Government Web) and as a ‘live’ interdepartmental network that exchanges experiences and jointly resolves obstacles.
Awareness of the middle management via communication and agenda-setting, for instance on the unconscious bias in recruitment and selection processes.
In the first half of 2008 the government appointed 2 women in top functions (as Director General or Inspector General) in ministries. In 2007 the government appointed 10 women and in 2006 this number was 2; in 2005 no female DGs were appointed.
Women in the higher functions in foreign posts in 2007:
Ambassadors 20 women out of a total of 111 persons
Consuls General 4 women out of a total of 27 persons
Permanent Representatives 2 women out of a total of 15 persons
The police
The report entitled ‘Etiquette, work perception and diversity in the Dutch police force in 2006’ by the Rutgers NISSO group was published recently. This report is a follow-up to a study that NISSO conducted in 2000. The 2006 report showed that in most of the 16 police forces the study looked at, undesirable conduct has been the subject of policy plans and that a number of police forces also have developed a diversity policy. Investments are being made in the advancement of women and the prevention of unwanted employee departures.
Follow-up actions as a result of the NISSO report are primarily the responsibility of the individual police forces. With respect to appointments in top functions (Crown appointments), the Ministry of the Interior and Kingdom Relations aims for managers who support an open and people-focused climate.
In the collaboration criteria, the Minister of the Interior and Kingdom Relations has made agreements about diversity with the managers of the police forces. In the coming period investments will be made in the promotion of the influx and advancement of women and the prevention of unwanted departures. Specific agreements have also been made with the police forces about the influx of women into top functions. For the period 2008-2011 it has been agreed that of the new Crown appointments for police force management positions, 50% must be women and/or from ethnic minorities. When it comes to Crown appointments not relating to police force management, a target figure of 30% has been agreed. An influx programme and a talent programme are currently being structured that are to ensure these objectives are achieved. The progress will be monitored on an annual basis.
It will also be investigated what the reason is that more women and people from ethnic minorities than men leave government employment. As a result of this research it will be evaluated what measures can be taken to prevent unwanted employee departures.
The Rutgers NISSO report shows that managers play an important role within the police. Managers must learn to be aware of diversity issues and be able to hold employees accountable about undesirable conduct.
The fire brigade
In the last training round the participation of women in full-time officer training had increased to nearly 50% of the total number of students. These women are currently still in training and have therefore not been included in the latest statistics. At the top of the fire brigade organisation the first results of a larger influx of women into management functions are also becoming visible: the percentage of female regional commanders has increased from zero to 8% since 2004.
The number of women employed in the fire brigade has increased strongly in recent years. In the period 2000-2007 their number more than doubled to 1500. The number of female professional fire fighters increased from 145 to 313. The number of women working for the fire brigade as volunteers increased from 600 to 1200. In 2007 6% of fire fighters are female. For comparison purposes: in 2000 this was 3.3%.
In order to attract more women and people from ethnic minorities to the fire brigade, the project ‘Fire brigade from the inside out’ was started in 2005. This project, which was realised in close collaboration with the Association of Netherlands Municipalities and the fire-fighting field, was partially made possible by the Ministry of the Interior and Kingdom Relations and the European Union EQUAL programme, financed by funding from the European Social Fund. The central objective of this project is to achieve a cultural change that will result in more diversity in the fire brigade organisations, including more women fire fighters. Part of the project, among other things, is a recruitment campaign to recruit more women to the fire brigade and a process aimed at advancement of women to management functions. In order to interest women in non-officer functions in the voluntary fire brigade, the Ministry of the Interior and Kingdom Relations has developed information material in conjunction with municipalities, and started an information campaign in the fire brigades.
To promote the advancement of female professional fire fighters into management functions, a management track for 24 women in the fire brigade was started in 2006, in the context of the aforementioned ‘Fire brigade from the inside out’ project. The results of ‘Fire brigade from the inside out’ will be evaluated after the completion of this project in 2008. Based on the results of the evaluation the best practices from the project will be bundled. It will also be assessed how the campaign can best be continued.
In order to be better able to monitor the progress of the policy, a diversity monitoring instrument will be developed in 2008. This monitor will become part of the project ‘Personnel provision, Netherlands fire brigade’. The study will look at the entire workforce in the fire brigade in the short and long-term and, on the basis of scenarios, will investigate future influx, sideways influx, advancement and outflow of fire fighting personnel.
Women in the forces (Defence)
Below follow the target figures for women at the top in Defence, as well as the total share of women in the Defence department. As indicated in the 4th report, the Ministry of Defence has a gender policy with the following objectives and target figures:
increasing the proportion of female military personnel to 12%, and an influx of 30% of women in the initial training. For female civil staff members the desired proportion has been set at 30%. These are target figures up to 2010;
increasing the number of visible and influential female role models. Important target figures in this respect are a percentage of 20% women in civil salary scales 10 to 14, a percentage of 6% in scales 14 and up, a percentage of 6% in the ranks of Major to Colonel, and a percentage of 3% in the ranks from Colonel and up;
creating an environment in which men and women feel at home in the organisation and in which they have maximum development opportunities.
To give a boost to achieving these objectives a Gender Action Plan was formulated at the end of 2004, covering the period 2004 – 2010. The realisation of this Action Plan has been in progress since 2005.
The Gender Action Plan consists of sub-plans for all Defence departments. The gender ambassadors, the deputy commanders of these Defence departments, are responsible for the implementation of the sub-action plan for their own department. The progress of the Action Plan is monitored by the main Personnel Department. Here the actions are initiated and coordinated in close collaboration with employees of the Defence departments. Every six months the progress is discussed with the State Secretary of Defence, who has the ultimate responsibility in this area.
Support and coaching projects in the Ministry of Defence
A mentoring project has been developed for female civil staff members and has now been embedded in the organisation. This is a process in which women can orient themselves with respect to a career in a supervisory function with the aid of a mentor and a number of workshops and meetings. In 2006 and 2007-2008 100 and 55 women took part respectively;
Women above salary scale 15 are offered the option to participate in a government-wide intervision process;
Meetings have been organised for female NCOs: the rollout to more structural programmes for this group still has to take place.
Article 9 Equal rights of obtaining, changing or retaining a nationality
Article 16 Equal rights in respect of marriage and family relationships
Introduction
In this chapter we look at the recommendations on law on surnames and further at foreign partner foundation and family reunification policy, and the dependant’s residence permit. These matters apply at the here combined articles 9 and 10.
Law on surnames
The Commission has repeated its recommendation that the law on surnames be revised and brought in line with the principle of equality, and particularly Article 16 (g) of the Convention (conclusion 33 and recommendation 34).
From this recommendation the Dutch government draws the conclusion that the Commission is under the impression that the current Dutch law on surnames entails that, if the parents cannot agree on the name of their child, the father will make the ultimate decision. However, this does not accurately describe the current Dutch legislation.
The law stipulates that, in this case, a child born within marriage receives the name of the father. According to Dutch law the married parents will jointly declare – either before or on the occasion of the registration of the birth – whether their child will have the surname of the father or mother. If they choose the father’s surname, this declaration is not necessary as, if the parents do not choose a name the Registrar of births, deaths and marriages will automatically allocate the father’s surname to the child’s birth certificate.
In its recommendation to change the Dutch law on surnames on this point, the Commission does not give a further explanation that addresses the question of whether there is an objective and reasonable ground for the preference in Dutch law for the name of father in the event of a lack of consensus. In this context the government would like to point out that the European Court of Human Rights (ECHR) did pay express attention to this question and subsequently concluded that the legislation does not discriminate and therefore does not violate article 8 jo. 14 of the European Convention on Human Rights and fundamental Freedoms (ECHR 27 April 2000, Bijleveld versus the Netherlands, appl. no. 42973/98).The ECHR took into account thatStates that are a party to the UN Women’s Convention enjoy a broad margin of appreciation with respect to this subject, which is strongly determined by national traditions. The 2002 evaluation of the law on surnames that has been in effect since 1 January 1998 shows that there is a clear preference among the Dutch population for a system of choice in which children can have the father’s or the mother’s surname. Furthermore, it is in the interest of the child that, if the parents cannot reach consensus about the question of what surname the child should have, a surname is not withheld. Finally, if the parents are not married the child will have the mother’s surname even if the father has acknowledged the child. If the unmarried parents want the child to have the surname of the father they will jointly have to declare this when the father acknowledges the child.
In February 2008 the Minister of Justice nonetheless announced the establishment a working group which will, among others, l review the law on surnames as laid down in the Dutch Civil Code and the Decree on family name changes and report on its findings before 1 January 2009. A government standpoint based on this report will follow in the spring of 2009.
Foreign Partner Foundation and family reunification policy
The Foreign Partner Foundation argues that there is de facto discrimination against women in the family reunification policy because they often earn less as they tend to work part-time, and are therefore less likely to be able to meet the income requirement. Studies into the question of whether this is in fact the case have been conducted a number of times in the past , but so far it has not been shown that this assumption is correct. This issue is currently once again being researched, this time by the WODC ( Research and Documentation Centre ). At the time this report was formulated the results of this study were not yet known. Of course these results can be communicated to the Committee in a different way, for instance during the verbal discussion of this report.
The dependant’s residence permit
If a stay in the Netherlands in the context of family reunification or family formation is permitted, a so-called dependant’s residence permit is granted, as the stay is permitted on the basis of the relationship between the parties involved. If the relationship in question breaks down, this may be a reason to revoke the dependant’s residence permit. After three years of dependent residence an independent residence permit may be granted. If a relationship breaks up within these first three years, independent residence may be permitted under certain circumstances. This is the case, for instance, if the main person passes away. An independent residence permit may also be granted if the relationship breaks down as a result of domestic violence. If this violence is demonstrated by means of a police report or a declaration with respect to official prosecution, combined with a statement from a physician/medical counsellor, continued residence will, in principle, be permitted.
Article 10 Equal right of education
Introduction
The Netherlands has equal right to education. The educational level of Dutch residents has increased across the board, but among women this increase has happened much faster than among men. Currently more women enter university education than men. If the entire population is reviewed, men are still somewhat higher educated than women. However, if we look at the younger generation this picture is quite different.
Educational level of the population, 2006
Population in 2006 by sex, age and educational level0%20%40%60%80%100%mfmfmfmfmf15 to 2525 to 3535 to 4545 to 5555 to 65highmiddlelow
There are however major differences between men and women with regard to study selection. The diagram below shows the male/female distribution for each university study direction.
Key
Figure 3.10
Number of women in full and part-time university education, by study choice, 1990-2006 (in %)
onderwijs – education
gezondheidszorg en welzijn – health and wellbeing
landbouw en diergeneeskunde – agriculture and veterinary science
taalwetenschap, geschiedenis, kunst – languages, history, art
sociale wetenschappen, bedrijfskunde, rechten – social sciences, business studies, law
persoonlijke dienstverlening, vervoer, veiligheid – personal service provision, transport, safety
natuurwetenschappen, wiskunde en informatica – science, maths and IT
techniek, industrie, bouwkunde – technology, industry, architecture
Source: Statistics Netherlands (education statistics)
At HBO ( professional education ) level the study selection is even more gender-bound. As a result 80% of employees in the healthcare sector and 80% of employees in primary education are women.
Sardes report
The Sardes agency has published a national in-depth report in the context of the UN Women’s Convention. Earlier national reports were published in 1997 and 2000. The 3 rd national report is themed ‘Unseen differentiation in education’.
The report shows that girls do well in primary and secondary education and, on a number of points, now do better than boys. This means that quantitative arrears have now been fully caught up except by girls from ethnic minorities. From a qualitative point of view, girls choose differently than boys; girls are less likely than boys to choose technical studies, boys are unlikely to choose care and/or education. Girls select study subjects/subject combinations that mean that in future they are likely to earn less than boys.
Career and professional orientation
In secondary education measures are being used to support and improve career and professional orientation. The objective is to improve attention in schools for support with career choices and to improve knowledge about the employment market, as well as stimulating awareness of gender-stereotypical choices of students and the influence teachers/educational personnel have on these choices (recommendation from the Sardes report, see Article 10).
During the Participation Summit, agreements were made with social partners about career orientation, coaching of students and support in their study selection, also in the context of combating early school leaving. Attention will also be given to gender-specific career choices .
A practical example is the mbo ( Intermediate Vocational Education ) course in beauty care/hairdressing, which is selected by proportionately (too) many girls, which means that later they will have a poor position in the employment market. In these cases career orientation and support is used to encourage the participant to change her study direction.
Subject combinations in HAVO ( Senior general secondary education ) and VWO ( Pre-University Education ) adjusted
Effective from 1 August 2007 the subject combinations in HAVO ( Senior general secondary education ) and VWO ( Pre-University Education ) (second phase) have been adjusted. The system of four subject combinations, with two science subject combinations (science & technology and science & health), has been maintained. The objective of the adjustment of the subject combinations in the second phase is to ensure, among others, that there is a second science subject combination (science & health) that appeals to more students and therefore also to more girls. This science subject combination provides options for progression to a broad spectrum of science courses. Effective from 1 August 2007 attempts have been made to further encourage the selection of the science direction by incorporating a (limited) selection option in the subject combinations. The initial data has now shown that the intended effect is in fact occurring: more girls are choosing a science subject combination, which provides them with greater options with respect to their subsequent education.
Science and technology
In order to increase participation in the science and technology direction in education and in the employment market, the Platform for Science and Technology has conducted the following activities:
the programme entitled ‘Broadening of Technology in Primary Education’ (VTB) encourages schools in primary education to give science and technology a structural place in their curriculum for students in group 1 through to group 8. The programme contributes to the objective of having more children choose science and technology. As a result of the Lisbon objectives, girls are an important target group for the VTB programme. The Ministry of Education, Culture and Science has asked the VTB programme to pay extra attention to gender, emancipation and stereotypical role patterns among teachers and students during the technology lessons. VTB is including these aspects in the knowledge meetings and the information it provides to the VTB schools;
mapping out the number of participating schools and institutes (apart from primary education) that have the ambition of getting more girls into science and technology courses. In secondary and higher education, target agreements are made with participating institutes. For this purpose the Platform for Science and Technology has asked the National Centre of Expertise on girls/women and science/technology (VHTO) to develop these targets;
schools, companies and institutes are encouraged to make science and technology education more attractive and to improve careers in science and technology with the aid of role models and by linking education to the daily living environment of young people;
the Platform for Science and Technology orders audits to be conducted in all the associated organisations (approximately 2600 schools and several hundred companies) in which the gender issue is a theme. This way, the participating organisation is made aware of the issues, is shown its own performance in this area and receives input with respect to improvements;
Supplementary to the audits the management boards of schools are offered support and specific expertise in the formulation of the gender-specific action plan based around science and technology;
Further activities by the Platform for Science and Technology, often in conjunction with centres of expertise, such as the National Centre of Expertise on girls/women and science/technology (VHTO):
in primary education, Economic Structure Enhancing Fund (FES) resources are used to provide additional training in the area of science and technology for 5000 teachers and 5000 trainee teachers;
a master class is organised for organisations that support primary schools, aimed at improving the attitude of girls in respect of science and technology;
in conjunction with Technika 10 NL and with the support of the Platform, members of the business world who are associated with Jet-Net organise a ‘girls day’ once a year, with 10 to 15-year-olds as the target group;
during subject combination selection moments in secondary education, sessions with female role models are organised for girls;
annual large meetings and bi-annual master classes are organised, aimed at lecturers and management;
a number of schools in secondary education are setting up special pilots for girls, among other subjects around single-sex teaching. In addition, many schools use the contribution they receive from the Platform to develop science projects that are particularly attractive to girls (for instance biomedical and CSI-type projects). The subject of Research and Design is a focal point in all technical colleges ;
in higher education, academies and universities create cutting-edge courses that correspond with the interests and perceptions of girls and women, for instance Technology, Design & Society and Human Technology;
the mentoring programme in higher education (Science 1on1), whereby college students are coupled with students in secondary education, focuses on students with misgivings with a subject combination in Physics and Health. The vast majority of these are girls. The mentors, who also tend to be women, not only serve as a supporter and source of reference, but also as a role model;
science teacher training courses. Gender is currently not a subject in HBO teacher training, although teachers play an important role in their students’ choice of a profession/subject combination. In addition, many teachers have insufficient knowledge of the science field and the science study directions in HBO (professional education) education, certainly if they started their teacher training after the havo ( senior general secondary education ). A plan is being worked out together with the HBO training consults of the teacher training colleges to put the above issues on the agenda in the teacher training;
the senior general secondary education (havo)/ professional education (HBO) connection. An action plan is currently being formulated to improve the connection between havo and hbo. Specific attention for the connection of havo-girls and the science/technology hbo forms part of this plan. Agreements have been made to further define a plan for this purpose together with the VHTO;
once a year IBM and Shell organise special science & technology camps for girls;
an agenda plan for upper secondary vocational education and the employment market is being defined in conjunction with the VHTO, in which female role models are likely to play a major role.
It is still too early to present any of the results of the above measures, but in the schools that participate in the programme for secondary education a 24.8% increase in the numbers of girls who choose Science subject combinations at havo level can be observed in 2007 compared to 2003. For the Physics/Technology subject combination this growth is as high as 64.9 percent.
In vwo (pre-university education) schools we see a similar picture: in 2007 11.3 percent more girls chose a Science subject combination than in 2003. This development can be contributed almost completely to the increasing choice of girls for the Physics/Technology subject combination, which is showing a growth of 69.2 percent.
The influx figures of higher education show us that in university education, 41.9% more girls chose a science/technology direction in 2006 than in 2000. On the level of professional education in 2006 we see a decrease of 13.3% compared to 2000.
The Glass Wall
The Ministry of Education, Culture and Science is a partner in the EQUAL-project ‘The Glass Wall’. This project (funded by the ESF Fund) has the objective of developing instruments to promote the choice of girls/women for non-traditional education/professions at different times in their education/professional career. More about this under Article 3.
Early school-leaving
The Ministry of Education, Culture and Science focuses on preventing students in the age category up to 23 from dropping out of school. The effects of the generic measures within the policy of early school-leaving have an effect on specific groups. Research has been conducted into the typologies of early school leavers, which has made information available about specific groups of people who dropout.
As a possible more in-depth subject, the establishment of an ambassador function/girls’ network is being considered to evaluate which problems (ethnic-minority) girls who have dropped out of school encounter in their study career and to what extent they can be supported.
An example of a project that is being started in this context is ‘With conviction to your own future!’ Together with the Eindhoven Regional Education Centre (ROC Eindhoven ), the Queste Agency is organising a range of empowerment options aimed at ethnic-minority girls in mbo ( intermediate vocational education ). The empowerment program is intended for different study directions and different study years. The objective is to further work on absenteeism, dropping out of school and the individual strength of ethnic-minority girls.
Lifelong learning
The policy for lifelong learning is aimed at stimulating employed people and people looking for work to continue to develop. It helps women who are outside the employment market or who have a poor position in the employment market to participate more fully. Women outside the employment market are not specifically approached to just (re)train. The employment market/participation policy is aimed at encouraging them to go back to work, education can play a role in this.
EVC (Recognition of (previously) Acquired Competencies) is an instrument that not only maps out competencies learned in a formal learning or work environment, but also competencies learned in volunteer work and the domestic situation. Consequently it is an instrument that provides excellent support for women upon returning to work and in their professional career.
Via a monitor it is assessed to what extent women are reached by these projects (in the context of the temporary Learning and Working incentive scheme). The results of the first monitoring round show changing contributions per region and per sector. The participation of women in dual processes and EVC processes does not lag behind that of men. In some regions this approach reveals hidden talents in women. The projects will continue until the end of 2008.
The realisation of regional and sectoral collaboration projects is being stimulated in the context of the ‘Learning and Working’ project, with the objective of realising over 20,000 extra dual processes and EVC processes.
Article 12: Right to healthcare and special measures during pregnancy
Introduction
The Netherlands is developing a health policy in the context of access to healthcare but does not have a gender-specific health policy. This is why the Netherlands cannot respond to the Committee’s conclusion 35 and recommendation 36 with respect to supplying data and information, broken down by ethnic background, about the consequences of the legislation and the policy in the social sector for disabled and older women, including with respect to their health and other benefits.
Sexual and reproductive rights
The CEDAW Committee regrets that the cost of contraceptives is not covered by health insurance (conclusion 31 and recommendation 32). The effects of the fact that the cost of contraceptives is not covered by health insurance for women over 21 must be monitored. The next report must also contain information about the consequences of the above for the sexual reproductive rights and the health of women.
Within the (new) monitor on sexual health it is documented that the use of contraceptives is measured every two years. On the basis of this measurement it can be reviewed whether the measure has influenced the use of the pill. Every year the number of teenage mothers and pregnancy terminations among women is also measured. This data also indicates the situation regarding the use of the pill. So far there are no indications of negative effects. Effective from 1 January 2008 the limitation that currently applies for contraceptives covered by health insurance have been abolished. This limitation means that these medications only come under the areas to be insured pursuant to the Health Insurance Act if the insured is under the age of 21. With the abolishment of this age limit, the pill is now back in the basic package for every woman.
Women have to be able to make their own choices when it comes to sexuality and reproduction. The Netherlands has good access to reproductive healthcare. The prevention of pregnancy is possible through good access to contraceptives.
The promotion of health
The promotion of health in the area of sexuality is aimed at the entire population and at young people in particular. This is the responsibility of municipalities. The prevention programmes are realised by the Regional Health Services (GGDs). They encourage schools to use specific lesson packages. The GGDs in turn are supported by different NGOs involved in the field of sexual health. These NGOs are subsidised by the Ministry of Health, Welfare and Sport.
Collectively provided sexual education consists of a broad information package. It not only contains (technical) information transfer, but especially also methods aimed at addressing social interaction and norms and value with respect to sexuality. This has the objective of preventing problems (at a later age): sexually transmitted diseases (STDs), unwanted pregnancies and sexual violence.
Between 2007 and 2011 the Ministry of Health, Welfare and Sport will be making extra investments in the promotion of health in the area of sexuality, with the programme ‘sexual health of young people’ (€5m ). There is specific attention for high-risk groups, such as people with a low level of education and young people from ethnic minorities.
Individually targeted prevention and assistance
In addition to collective prevention, more individually targeted prevention and assistance is important. In recent years, new policy in this area has been developed. This has resulted in a new system for primary assistance in the area of sexuality being started up in 2008 (€3.5m ). Young people (up to the age of 25) have free access to low-threshold facilities for information and advice in the area of sexuality. This relates to surgeries provided by the Mental Health Service (GGD) for questions and problems in the area of sexuality. The surgeries are organised by the GGD. For this purpose the Netherlands has been divided into eight regions, whereby one coordinating GGD is responsible for the surgeries in each region. The physical location of the surgeries may be at the GGD, but also at primary care centres for sexuality or in Regional Education Centres (ROCs). (GGDs can therefore also outsource the implementation to someone else). Questions relating to contraceptives also have a place here. The new system is an addition to the regular care provided by GPs and medical specialists.
Teenage pregnancies and pregnancy terminations
Since 2001 the number of teenage births in the Netherlands has been declining. In 2005, 2795 babies were born to mothers under the age of 20. The number of teenage mothers and pregnancy terminations is relatively highest among non-Western ethnic minorities. The total number of pregnancy terminations has been reasonably stable in recent years. The number of pregnancy terminations among young girls is declining.
A lot of attention is given to the prevention of unwanted pregnancies in sexual education in schools and youth work. This has also renewed the focus on support for teenage mothers, see also under Article 5.
New policy aimed at voluntary action and informal care
On 9 October 2007 the Ministry of Health, Welfare and Sport policy memorandum on informal care and volunteer work for 2008 – 2011, entitled ‘For each other’, was published. The long-term approach will partly focus on reinforcing the local infrastructure. With the aid of this support at local level, both municipalities and volunteer centres can properly realise the improvement of the position of female volunteers and informal care providers, and stimulate men to voluntary action and informal care. Movisie, the knowledge centre for social efforts, will assist volunteer centres and municipalities in this objective.
Until 31 December 2008 the Ministry of Health, Welfare and Sport will be funding the ‘Lightening the informal care load’ project of Movisie. In this project volunteers are equipped for the support of informal care providers and their clients. The support provided by volunteers frees up the informal care provider, which makes it easier for female informal care providers to combine work and care.
In addition, the informal care provider appreciation arrangement will be realised at the start of 2007. Informal care providers who provide unpaid care to care seekers with an Exceptional Medical Expenses Act referral for extra-mural care for a minimum of six months will be eligible for benefits of 250 Euro maximum. Because the greater part of informal care providers are women, this will especially benefit women.
Specific groups
Older lesbian women
Last year the General Dutch Association for the Elderly (ANBO) for the over-50s, COC Netherlands, Schorer and the former Knowledge Centre on Lesbian and Gay Emancipation Policy (now Movisie) developed the project plan ‘Pink Senior Citizens in the Netherlands ’. This plan is jointly funded by the Ministry of Housing, Spatial Planning and the Environment and the Ministry of Health, Welfare and Sport (from 1 October 2006-2008). The first activity consisted of a week-long telephone survey among gay senior citizens to find out about their needs and preferences in the area of housing, welfare and healthcare. The results of this telephone survey were documented in the Green sheet ‘Telephone Survey of Pink Senior Citizens’ (December 2006). Around 250 LGBT senior citizens responded to this survey. Important conclusions are, among others, that the living and working environment in elderly care must be more LGBT-friendly and that the training for nurses and auxiliaries must include information about LGBTs.
The results of this green sheet will be further implemented in the project, in a number of concrete activities in the area of housing, training and care. ActiZ and Aedes will also be involved in this process. After completion of the project the effects will be evaluated.
In addition, it is the starting point of the Ministry of Health, Welfare and Sport that specific target group policy must remain restricted as much as possible. The treatment by care providers or fellow clients/patients in the healthcare sector must be correct, irrespective of origin or philosophy. This means that discourteous behaviour must not be tolerated in any way; specific policy aimed at treatment per target group is not stimulated further for this reason. At present there is a lot of focus on treatment and participation in the quality programme ‘Care for the Better’. In this programme the focus is also on the correct treatment of everyone.
Women from ethnic-minority groups and healthcare
The SCP report ‘Social Atlas of women from ethnic minorities’ which was published in March 2006 also looks at the subject of health. The conclusions in this report provide a detailed picture of the (perceived) health of ethnic-minority women (Turkish, Moroccan, Antillean and Surinamese women). There are not only differences between women from ethnic minorities and women from the native-Dutch heritage population, but also between different groups of women from ethnic minorities and between (ethnic/ native-Dutch heritage) women and (ethnic/ native-Dutch heritage) men.
The report also concludes that ethnic-minority women make more use of nearly all medical facilities than the rest of the population. The report requests attention for social access: taking into account language, cultural and interpretation differences.
With respect to this last subject – social access – the issue is the quality of the healthcare. According to the Quality of Healthcare Institutes Act, institutes themselves are responsible for this quality (which must be effective, efficient and patient-oriented). The Healthcare Inspectorate monitors this quality.
The knowledge institutes funded by the Ministry of Health, Welfare and Sport look at ethnicity and health. At ZonMw , for instance, different projects (for research and implementation) focus on ethnic minorities (men and women).
Developments are also monitored with respect to ethnicity in the Public Health Future Explorations (VTV) of the RIVM and in the National Public Health Compass . The state of health of ethnic minorities (Turkish, Moroccans, Surinamese and Antilleans) is generally less good than that of the native-Dutch heritage population. However, the picture is diverse and there are exceptions. There is an increased of risk of death for ethnic-minority babies, children and adults (but a lower mortality rate among Moroccan men). Diabetes occurs much more often among the ethnic-minority population and depression also occurs more often and is highest among older Turkish women. The mental health of Turkish and Moroccan children is not as good. Breast cancer, in contrast, occurs less frequently among ethnic minorities, as do heart and vascular diseases among some groups .
Finally, specific policy will be developed and implemented where necessary, not only by the Ministry of Health, Welfare and Support (for instance in the area of domestic violence), but also by institutes and organisations (for instance attention for diabetes among ethnic-minority women ).
HIV / AIDS
Of the 871 people diagnosed as HIV-positive in 2006, 166 infections were diagnosed in women. Most of these women are not of Dutch origin.
The Dutch policy distinguishes different at-risk groups for STDs and HIV (no separate HIV policy). A specific prevention policy is being developed for these groups, and they also have access to low-threshold test facilities.
The at-risk groups that are distinguished are: men who have sex with men, migrants, prostitutes, young people and drug users.
Another important aspect of the policy is that all pregnant women (on condition of opting-out) are tested for HIV in order to prevent transmission of the condition from mother to child. In the Netherlands everyone has, in principle, access to HIV treatment.
Excess weight and obesity
With respect to excess weight and obesity there are significant differences between men and women. For young people the rule applies that, as they get older and start puberty, girls get heavier. This applies both to excess weight and obesity. The difference in obesity between boys and girls is not as great as the difference in excess weight.
For adults the picture is different. Over 50% of adult men have a Body Mass Index > 25 (i.e. overweight) compared to 40% of women. The obesity figures (Body Mass Index > 30) show that women in particular have more of a problem with this than men (15% of women compared to around 10% of men!).
In the autumn of 2008 the Minister of Health, Welfare and Sport will produce a memorandum on excess weight in which the prevention and treatment of excess weight and obesity are announced.
Article 13 Driving out discrimination in economic and social life
Introduction
Measures to combat discrimination against women are discussed in the other chapters. In this chapter we look at the right to participate in leisure activities: sports.
Participation in sports
Participation in sports among men and women in the Netherlands is approximately the same, around 70%. Among boys and girls to the age of 18 this is as high as 80%. ‘Participation in sports’ means that someone exercised at least 12 times in the past year. This includes sporting in sports associations, exercising in fitness centres and ‘unorganised’ sport (e.g. solo running or cycling)
With respect to membership of sports associations, women are somewhat underrepresented compared to men (28% compared to 34%). For girls and boys the difference is even smaller (49% compared to 53%). We are also seeing a trend whereby traditional women’s and men’s sports disappear. In sports like athletics, ice skating, volleyball and hockey the number of male and female players are virtually the same. In traditional male sports, such as martial arts and soccer, there has been a big turnaround in recent years and the proportion of women is increasing considerably. In the period 2004-2007, girls’ soccer increased by as much as 10% per year.
Key:
Development of the number of female Royal Netherlands Football Association (KNVB) members
100,000
90,000
80,000
70,000
60,000
50,000
40,000
30,000
20,000
10,000
0
Young People Adults Total
Development of girls and women’s soccer in the Netherlands (KNVB annual report 2007).
Volunteer work and employment in the sports industry
If we look at the proportion of women who work in the sports industry, we see a varied picture. In the fitness sector and in physical education women are represented equally or better, but in sports associations paid positions are only filled by women in one quarter of cases.
Generally speaking women do as much volunteer work in sports as men, even when it concerns ‘technical functions’ (assistant, trainer and coach). But women’s representation in the management of sports associations lags behind (25%); one-third of sports associations do not even have a single woman in their management. At a regional and national level women are even less represented in sports management. In the sports associations in the Olympic sports, 10% of managers are women. This percentage has been consistently low and unchanged for around 10 years.
Policy with a view to the future
Although the participation in sports by women and girls is good, attention is needed for the participation of ethnic-minority (particularly Islamic and Hindu) women and girls. With the programme ‘ Participation of ethnic youths through sport ’ (2006-2010) the Dutch government is making considerable investments in stimulating the sports participation of this group.
The under-representation of women in sports management remains a point for attention, but the responsibility for changing this situation primarily lies with the sports sector. In conjunction with the business world, the sports sector is taking the initiative to approach the filling of administrative functions in a professional manner, initially for the national sports associations. A favourable side effect will be that the ‘old boys network’ will not be utilised as frequently. The introduction of good governance guidelines in sports associations and sports clubs will have a positive effect on the diversity of sports management boards. Meanwhile, various instruments have become available – leaflets, training, scanning tools – for supporting organisations that want to achieve more diversity. The government will also bring these tools to the attention of sports organisations on a regular basis.
The Dutch government will further support the sport sector in order to achieve a tolerant and (socially) safe sporting environment in which ‘sportsmanship’ and ‘respect’ are key concepts – a necessary pre-condition for the participation of disadvantaged groups in general and (ethnic-minority) women in particular.
Finally, it is worth noting that sport is increasingly used as an instrument to increase the resistance and self-confidence of women, for instance in youth care. This is done through the aforementioned programme ‘Participation of ethnic-minority youths through sport’ but is also a theme in the 2008-2011 ‘Sport and Development cooperation’ programme.
Article 14 Women in rural areas
Introduction
During the defence of the previous report, questions were asked about the efforts of the Netherlands with respect to the development of women in rural areas. This chapter responds to these questions.
The Netherlands does not have any true rural areas; rather, we have areas that are more urbanised or less urbanised. For the purpose of research and policy, Statistics Netherlands has developed a so-called measure: ‘the urbanisation measure’. There are five urbanisation classes and the lowest two, ‘not very urban’ and ‘not urban’, make up our rural areas. By this method rural areas are geographical units with fewer than 1000 addresses per square kilometre. Based on this classification, rural areas are 63% of the Dutch surface area.
Approximately one million women live in these areas. Ninety-seven thousand women work in agriculture (= 35% of the total) and there are approximately 53,000 farmer’s wives (in other words, women who are married to or live with a farmer and who work in an agricultural business). Of these 53,000 farmers’ wives, 53% have the status of ‘head of the business’ and 47% have the status of ‘co-working spouse’.
Studies about rural areas indicate that the living situation of women in the little-urbanised areas has improved compared to women in the non-urbanised areas . The strongly increased labour participation and the associated increased automobility in particular have contributed to this situation. Compared to the urban area, the participation of women in paid employment is marginally lower, but in rural areas their unemployment is also lower.
Compared to men, women in rural areas have a lower professional level, fewer permanent appointments, less opportunity for independent entrepreneurship, a bigger chance of working part-time and more frequent participation in non-qualifying education.
Job prospects for all women are strongly influenced by their domestic situation, educational level, work experience and whether they live in a very remote area with relatively few suitable jobs.
However, the conclusions of the studies that have been conducted showed that the differences between rural and urban areas are becoming increasingly smaller.
Incentive measures
Within the theme of the green economy, entrepreneurship of women is the focal point. In the period 2006-2009 the Ministry of Agriculture, Nature and Food Quality (LNV) is supporting a long-term practical project of the Business Women Federation (Federatie Zakenvrouwen) and the Dutch Confederation of Agriculture and Horticulture ‘Woman and Company’ Commission: ‘Entrepreneurial networks and essential female entrepreneurship, city and country’. Within the Multi-functional Agriculture Taskforce, the Ministry of Agriculture, Nature and Food Quality is focussing on the upscaling of broadened agriculture and the position of women therein, and the efforts, development and remuneration of (previously and elsewhere accumulated) competencies. The Case Adoption, Innovative Opportunities for Female Entrepreneurs project focuses on handling applications and evaluating subsidy applications of female entrepreneurs.
In addition a financial contribution is made to the ESF-EQUAL project ‘Just Rewards’ of the Dutch Confederation of Agriculture and Horticulture ‘Woman and Company’ Commission in conjunction with the Dutch Agricultural Young People Contact (Nederlands Agrarisch Jongeren Kontact) and the Dutch Trade Union Federation for Self-employed persons. The project was aimed at improving the position of the co-working partner in the company.
In the context of the European Rural Development Programme (POP), the Ministry of Agriculture, Nature and Food Quality funds the Agricultural Network. The activities of this network focus, among other things, on the target groups ‘women’ and ‘young people’.
Finally, the Ministry of Agriculture, Nature and Food Quality is focussing on increasing the gender and diversity-sensitivity among policy employees, external consultants and intermediaries, by providing workshops and training.
Study
The 2006 Emancipation Monitor looked at emancipation in rural areas.
The Social and Cultural Planning Office, by order of the Ministry of Agriculture, Nature and Food Quality , is also conducting the study programme ‘ Social State of the Countryside’. The objective of the programme is to arrive at a monitor of the social developments in rural areas, so that it can be recognised at an early stage if and to what extent the living situation of residents is coming under pressure. Attention is given to gender issues.
For the purpose of the implementation of the Convention on Biological Diversity and the Sustainable Learning programme, the Ministry of Agriculture, Nature and Food Quality is exploring the relationship between gender, (agricultural) biodiversity and ethnicity.
Research will also be conducted into active residents’ participation in planning and management. By having participation about structuring of the green areas take place via para-professional functions (ethnic-minority women who can fulfil a bridging function between municipal services, housing associations and their own group), participation, integration and direct involvement in the (formation of) one’s own environment can quickly lead to synergy. Coordination is sought with Empowered neighbourhoods .
The Ministry of Agriculture, Nature and Food Quality has a so-called preferred supplier relationship with the Agricultural Research Services Foundation, with which research institutes like the Wageningen University and Research Centre, the Agricultural Economic Institute and Alterra are associated. By order of the Ministry , policy-supporting research is being conducted in, among others, the areas of female entrepreneurship, employment and the position of women within (multifunctional) agriculture. One point for attention is a certain level of gender blindness among researchers. The possibilities of focusing on gender and diversity aspects in research guidance and programming of social-scientific research are being investigated.
With respect to the theme of food, the Ministry of Agriculture, Nature and Food Quality is investigating how citizens’ initiatives in the area of food can be supported and facilitated. One example is regional collaboration with the Municipality of Amsterdam within the Experimental Garden Action Programme ‘Healthy and sustainable food in the city and region’. In this context, women take initiatives to have children in primary schools eat healthy and tasty food in a social setting.
Education
In the area of education there are projects on ‘Promoting diversity in green education’, social work placement positions and an influx of ethnic-minority girls.
In conjunction with the Ministry of Education, Culture and Science, the influx of female teachers and managers in green education is being monitored.
Article 15 Equality before the law and freedom of domicile
This Article deals with the legal equality between men and women. Equality legislation is discussed in previous chapters, including under Article 1 and 2.