Nathalie Amstutz : The example of Helena D. is not unique. What you describes indicates a number of structural problems. Especially in low-wage industries, companies often work with women on an hourly wage. With women, the precarious employment conditions and often in difficult life situations stuck. They are dependent on the Jobs. At the same time, you give the impression that they were readily replaceable.


A loss of work has threatening consequences for you and your environment. From the point of view of the employer the labour market for these Jobs is as well. We have found in our studies, Jobs that require no skill, can quickly be occupied. Therefore, Helena D. is threatened with their substitutability.


Helena D. gets a new contract, despite its new function as a team coordinator. The Lack of clearly defined working conditions, and promotes the use of precarious work. Here is one to start with.


The women should simply be treated as a well-qualified workforce in a permanent position. This is not the case, utilize the fact that employees may have due to their language, their dependence, or lack of networks-not an Alternative.


The pent-up demand is unfortunately high. The dependency ratio shows the level of dealing and the language. Coarse language, to sexist Comments, are to be found more frequently in industries in which women are either in the minority or in response to are conditions. Companies often have the impression that this language belong to, be part of the industry. Each of the company’s management is for the tone and the language of responsibility, which allows you, or life. As well as for the working conditions that you designed.

Nathalie Amstutz is a lecturer at the Institute for personnel management and Organisation of the University of applied Sciences North-Western Switzerland.