Summary

• Page properties (1 modified, 0 added, 0 removed)

Details

Page properties

Content

...	...	@@ -31,7 +31,7 @@
31	31
32	32	* by activity sector: government sector – 60.7% of people, from private sector – 35.5% of respondents, other organizations - 3.8%
33	33
34		-[[image:image-20190922231442-4.png]]
	34	+[[image:AGACode._codePublic.PublicScientificQuestionnaire@image-20190922231442-4.png||width="60%" height="60%"]]
35	35
36	36
37	37	* by function at the organization where the respondent works: ordinary employee – 59.7%; Director / Manager or their deputies – 18.5%; Head of economic service or his / her deputy (accountant, economist, financier, marketer, supplier) – 11.4%; Head of human resources department or his / her deputy – 1.9%; Head of engineering service or his / her deputy (engineer, technologist, designer, electrician, IT specialist) – 6.2%; Other – 2.4%.
...	...	@@ -66,7 +66,7 @@
66	66
67	67	In your opinion, is the issue of gender inequality present in the organization in which you work?
68	68
69		-[[image:image-20190922231442-10.png]]
	69	+[[image:AGACode._codePublic.PublicScientificQuestionnaire@image-20190922231442-10.png||width="60%" height="60%"]]
70	70
71	71	When the respondents were asked about assessing the severity of gender inequality in the organization where they work regardless of the type of gender discrimination the majority of the respondents stated that it doesn’t exist. A small share of respondents said about the presence of strong or very strong gender inequality (<5%). A bigger share of respondents assessed the severity of gender inequality as being moderate, more for gender discrimination when applying to a job (8.5%), for gender discrimination on pay (6.2%), for gender discrimination when advancing in a work position (5.7%) than in the case of gender discrimination in providing childcare leave for fathers/mothers (2.8%). Varying slightly by type of gender discrimination,
72	72	8-13% of respondents stated that the gender inequality severity at their organization is weak, while 13-18% said it’s very weak.
...	...	@@ -142,7 +142,7 @@
142	142
143	143	Do you know about the legal right to work with a flexible schedule?
144	144
145		-[[image:image-20190922231442-12.png]]
	145	+[[image:AGACode._codePublic.PublicScientificQuestionnaire@image-20190922231442-12.png||width="60%" height="60%"]]
146	146
147	147	Do the employees of your organization use flexible working hours?
148	148
...	...	@@ -159,7 +159,7 @@
159	159
160	160	Are you aware of the legal right of men to paternity leave (child-care leave)?
161	161
162		-[[image:image-20190922231442-14.png]]
	162	+[[image:AGACode._codePublic.PublicScientificQuestionnaire@image-20190922231442-14.png||width="60%" height="60%"]]
163	163
164	164	A third of respondents (36.5%) stated that men don’t use the right to take child-care leave and only a fifth of them (21.8%) stated that men use it.
165	165
...	...	@@ -201,7 +201,7 @@
201	201
202	202	Does your enterprise apply gender quotas at employment?
203	203
204		-[[image:image-20190922231442-18.png]]
	204	+[[image:AGACode._codePublic.PublicScientificQuestionnaire@image-20190922231442-18.png||width="60%" height="60%"]]
205	205
206	206
207	207	A little more than a half (54.1%) of respondents found difficult to answer about what is the impact of gender quotas on gender discrimination, while the opinions on positive or negative impact were divided: the ones who considered that quotas help combat discrimination against women accounted for 23.1%, while the ones who stated that quotas bring more dissatisfaction had a share of 22.6%.
...	...	@@ -209,7 +209,7 @@
209	209
210	210	In your opinion, what is the impact of gender quotas on gender discrimination?
211	211
212		-[[image:image-20190922231442-19.png]]
	212	+[[image:AGACode._codePublic.PublicScientificQuestionnaire@image-20190922231442-19.png||width="60%" height="60%"]]
213	213
214	214	Referring to improving existing ratio between women and men in the management of the companies almost half of people said they didn’t knew how gender quotas would impact this, a fourth of respondents (27.5%) considered quotas to be capable of improving the existing ratio between women and men, while another fourth (27.0%), on the contrary, stated the quotas won’t cause improvements.
215	215
...	...	@@ -216,7 +216,7 @@
216	216	Are gender quotas capable of improving existing ratio between women and men in the management of the companies?
217	217
218	218
219		-[[image:image-20190922231442-20.png]]
	219	+[[image:AGACode._codePublic.PublicScientificQuestionnaire@image-20190922231442-20.png||width="60%" height="60%"]]
220	220
221	221	At the question of the importance of the gender equality being ensured in the enterprise where they work a big part of the respondents considered it very important (40.3%) or important (32.2%), while a minority of them (7.1%) stated that is of a little importance and a half of the respondents (20.4%) said it wasn’t important at all.
222	222
...	...	@@ -223,7 +223,7 @@
223	223
224	224	How important is it for you that the gender equality is ensured in the enterprise where you work?
225	225
226		-[[image:image-20190922231442-21.png]]
	226	+[[image:AGACode._codePublic.PublicScientificQuestionnaire@image-20190922231442-21.png||width="60%" height="60%"]]
227	227
228	228
229	229	About the interest and usefulness of a gender analysis (audit) at the enterprise where the respondents work, 40.3% found it interesting and useful, 32.2% - interesting, but not useful, while 7.1% considered it not interesting, but useful and 20.4% - not interesting and not useful.
...	...	@@ -232,6 +232,6 @@
232	232
233	233	In your opinion, doing a gender analysis (audit) at the enterprise where you work is...
234	234
235		-[[image:image-20190922231442-22.png]]
	235	+[[image:AGACode._codePublic.PublicScientificQuestionnaire@image-20190922231442-22.png||width="60%" height="60%"]]
236	236
237	237