Responding to Women Migrant's Needs: Gender and Integration Sensitivity of Legislation in Germany and Sweden (Contributions to Political Science)

This book examines gender- and integration-specific needs of women migrants by using a unique analytic framework, covering both qualitative and quantitative methods and techniques. Case studies from Sweden and Germany are presented, investigating how the gender and integration-neutral or integration-blind nature of the reviewed legislation can disadvantage migrant women in the labor market. The book contributes to the discourses of liberal and post-colonial feminism through new methodological and empirical insights. It, therefore, is a must-read for everybody interested in a better understanding of migrant women’s chances to enter the labor market, as well as gender and integration studies in general. Acknowledgements Executive Summary Contents Abbreviations 1 Introduction 1.1 Case Studies References 2 Conceptual Framework References 3 Methods and Material 3.1 Proposed Framework 3.2 Tool 1: Needs Assessment of Practical and Strategic (Gender-Integration) at Workplaces 3.3 Tool 2: Gender and Migration Analysis of National Legislation 3.4 Tool 3: Women Migrant’s Subjective Experiences 3.5 Tool 4: Expert’s Perspective 3.6 Tool 5: Gender- and Integration-Analysis Outcome References 4 Theme-I: Occupational Segregation—Gender- and Integration-Sensitivity of Legislation 4.1 Discourage Lower-Paid Jobs for Women Migrants 4.2 Increase Women’s Representation in Under-Represented Sectors 4.3 Identical Promotion Criteria to Ensure Equal Chances of Upward Mobility at Workplaces 4.4 Equal Participation of Women and Men in Decision-Making Forums at Workplaces 4.5 Ranking Reviewed Legislation for Their Gender- and Integration-Responsiveness to Discourage Sex- and Ethnic-Segregation at Workplaces 4.6 Conclusions References 5 Theme-II: Wage Inequalities—Gender- and Integration-Sensitivity of Legislation 5.1 Equality in Minimum Wages 5.2 Financial Increments Based on Gender- and Ethnicity-Sensitive Criteria 5.3 Gender- and Integration-Sensitive Overtime Regulations and Financial Incentives 5.4 Equal Pay for Equal Work or Work of Equal Value 5.5 Ranking Reviewed Legislation for Their Gender- and Integration-Responsiveness to Narrow Wage Gaps at Workplaces 5.6 Conclusions References 6 Theme-III: Reconciliation of Professional Work with Family Responsibilities—Gender- and Integration-Sensitivity of Legislation 6.1 Decent and Gender-Integration Sensitive Working Hours 6.2 Short- or Long-Term Leaves to Reconcile Professional and Caregiving Responsibilities 6.3 Services for Reconciliation of Professional and Caregiving Responsibilities 6.4 Flexible Working Hours Schemes 6.5 Information Package and Counseling Services for Reconciliation of Professional and Family Responsibilities 6.6 Ranking Reviewed Legislation for Their Gender- and Integration-Responsiveness for Reconciling Professional and Family Responsibilities of Women 6.7 Conclusions References 7 Theme-IV: Sexual Harassment—Gender- and Integration-Sensitivity of Legislation 7.1 Clear Definition of Sexual Harassment Along with Operational Indicators 7.2 Education of Employees on Different Dimensions of Sexual Harassment at Workplaces 7.3 Internal Mechanism to Combat Sexual Harassment at Workplaces 7.4 Access to Justice and Transparency in Penalties Against Sexual Harassment 7.5 Ranking Reviewed Legislation for Their Gender- and Integration-Responsiveness to Discourage Sexual Harassment at Workplaces 7.6 Conclusions References 8 Theme-V: Monitoring Mechanism to Observe the Compliance of Relevant Legislation 8.1 Establishment of Internal Monitoring Units at Workplaces 8.2 Promotion of Tripartite Consultation on the Constitution of Monitoring Mechanisms 8.3 Appointment of Gender and Integration Experts for Designing Monitoring Plans 8.4 Ranking Reviewed Legislation for Their Gender- and Integration-Responsiveness to Improve Effectiveness of Monitoring Mechanisms at Workplaces 8.5 Conclusions References 9 Conclusions 9.1 Limitations Reference Annex-I