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The National Council of Women Annual General Meeting “Towards a regeneration for the Future”
NCW Malta Annual General Meeting 2021 was held at The Palace Hotel Sliema on Thursday 22 July 2021 In her opening address, outgoing NCW President, Mary Gaerty, called on the Assembly to join her in a prayer for past members of NCW, for those who lost their life due to the Covid-19 and for the women whose lives were taken away due to femicide, which saw an increase during Covid-19.
Elimination of Violence against Women - 16 Days of Activism
Elimination of violence against women – 16 Days of Activism. You too can do something about it! The 25th of November is the kick off date for the annual international campaign of 16 days of activism against Gender Based Violence. It starts on the International Day for the Elimination of Violence against Women and runs till the 10th of December, Human Rights Day .
Human dignity should be respected at all times.
The National Council of Women would like to express its concern about the video posted online portraying men pelting a woman with eggs during a stag party. Human dignity should be respected at all times. As a society, we should condemn any type of abuse even if this is done by consent for financial gain.
OSCE/ODIHR anti-trafficking survey for survivors of trafficking in human beings
The OSCE Office for Democratic Institutions and Human Rights (ODIHR) has received numerous responses and has decided to extend the submission due date for the survey of survivors of human trafficking to Monday 26 August 2019.
NEW TASK FORCE AT EUROPOL TO TARGET THE MOST DANGEROUS CRIMINAL GROUPS INVOLVED IN HUMAN TRAFFICKING
On 2 July, the Joint Liaison Task Force Migrant Smuggling and Trafficking in Human Beings (JLT-MS) was launched at Europol. This new operational platform will allow liaison officers from all EU Member States to step up the fight against constantly adapting criminal networks.
Malta is EU country with highest rate of tertiary education graduates in employment
A report in the Independent states that Malta stood above the EU average in 2018 when it came to the employment rate of graduates aged 20-34 who had attained a tertiary level education within the previous three years,
European Commission
On 2 July 2019, Ursula von der Leyen was nominated by the European Council to the position of President of the European Commission; she will be the first women and the first German since Walter Hallstein
Equal opportunities and access to the labour market
1. Education, training and life-long learning Everyone has the right to quality and inclusive education, training and life-long learning in order to maintain and acquire skills that enable them to participate fully in society and manage successfully transitions in the labour market. 2. Gender equality Equality of treatment and opportunities between women and men must be ensured and fostered in all areas, including regarding participation in the labour market, terms and conditions of employment and career progression. Women and men have the right to equal pay for work of equal value.
The gender pay gap in the EU and the European Pillar of #SocialRights
1. The gender pay gap in the EU is 16.2%, that’s 16.2% higher than it should be! Gender equality is the second key principle of the European Pillar of #SocialRights for a reason 2. The European Pillar of #SocialRights supports the right to equal treatment and opportunities regarding employment, social protection, education, and access to goods and services available to the public. Something NCW Malta has supported since its creation!
Gender Equality in the Media Sector
This study was commissioned by the European Parliament’s Policy Department for Citizens' Rights and Constitutional Affairs at the request of the Committee on Women's Rights and Gender Equality. It examines key elements of the European policy agenda pertaining to gender equality in the media sector. It also reviews existing research on women's representation within media content and the media workforce. The study provides analysis of actions to promote gender equality in the media at both EU and Member State levels. Finally, it presents case studies of gender equality in the media sector in four Member States: Austria, Malta, Sweden, and the UK.
Empowering women and girls in media and ICT
On the occasion of the International Women's Day, the Committee on Women’s Rights and Gender Equality is holding an inter-parliamentary committee meeting on empowering women and girls in media and ICT. The meeting, which will bring together EU institutional representatives, members of EU national parliaments, experts and stakeholders, will take place on 08 March 2018. The presentation and debates will deal with the topics of women shaping media, empowering women and girls through digital inclusion and women’s movements and advancing equality in the digital age.
Digital healthcare / health insurance
In the view of the EESC, given the digital revolution in the field of health, it is vital to maintain and promote a health insurance system which serves the needs of everyone, and is solidarity-based, inclusive and non-discriminatory. Inclusion and fair access for all to good quality health services (digital or otherwise) and commitment to these are in fact prerequisites for universal health coverage.
Gender equality in European labour markets
In order to improve gender equality in labour markets, the EESC considers it necessary to draw up an integrated and ambitious European strategy to tackle systemic and structural obstacles and lead to adequate policies, measures and EU funding programmes for improving equality between women and men, thus fostering "more equal economic independence of women and men" . This would also contribute to the implementation of the European Pillar of Social Rights.
Services to the family
Developing services in private homes in order to achieve a better work-life balance Every family has a home and clothes to maintain, meals to prepare, children to care for, elderly parents or ill or disabled family members who need help. Women often have to work part-time in order to carry out these tasks, missing out on the career for which they have trained or on time they would use for training.
Women and girls digital gender gap
This study, commissioned by the European Parliament’s Policy Department for Citizens’ Rights and Constitutional Affairs at the request of the FEMM Committee, attempts to reveal the links between the different factors (access, skills, socio-economic and cultural), which prevent women from having equal access to digital technology. It then suggests ways of dealing with online and offline inequalities to the effect of closing the digital gender gap and improving women’s and girls’ digital inclusion and future technology-related career paths.
Plastics, human health and environmental impacts: The road ahead
Plastics have been with us for more than a century, and by now they’re everywhere, for good and for ill. Plastic containers and coatings help keep food fresh, but they can also leave behind neurotoxins such as BPA in the human body. PVC is used for everything from pipes and flooring to furniture and clothes, but it contains compounds called phthalates that have been implicated in male reproductive disorders. Studies have also shown that childhood exposure to environmental pollutants can have significant negative effects later in life, including reduced labor force participation and even earnings.
European Commission aims to significantly reduce the gender pay gap
The European Commission plans to use a series of measures aimed at significantly reducing the pay gap between men and women over the next five years. The average gender pay gap in the EU currently stands at 18%. To lower this rate, the Commission plans to raise awareness among employers, encourage initiatives to promote gender equality and support the development of tools to measure the gender pay gap.
NCW Annual General Meeting 2019
NCW Annual General Meeting 2019 The Annual General Meeting of the National Council of Women was held on Saturday 26th January 2019, at The Victoria Hotel, Sliema. President Mary Gaerty spoke about the work which the Council has embarked on during 2018. This included pensions, education, violence against women, work and entrepreneurship, work life balance and the challenges faced by women on a daily basis. She also highlighted the fact that the National Council of Women is looking ahead at the constant changes
Work-life Balance
Better work-life balance for EU citizens: Presidency reaches provisional agreement with the European Parliament
The National Council of Women supports the Act to provide protection for human embryos
NCW has always advocated for legislation of alternative IVF treatment not least because of the sensitivity and the consequences for both parents and society if it had to remain unregulated. NCW believes that IVF treatment should be for heterosexuals within a stable family environment The Council has always supported the protection of embryos as the first cell of a human life and, with the development of alternative treatment over the past years this has become possible successfully.
Women on Boards: Vice-President Viviane Reding meets with leaders of Europe's business schools and i
Today, EU Justice Commissioner Viviane Reding met with European Industry Associations, European Business Schools and Senior Executive Women to discuss progress being made on improving the gender balance in company boardrooms.
UfM adopts new project to support women’s empowerment in the Mediterranean
A project aimed at developing women’s empowerment in the Mediterranean through the development of effective field projects and the setting up of networks and platforms, was adopted by Senior Officials of the Union for the Mediterranean (UfM) at a meeting held last month.
Date: 23/02/2011
 

NSO/NCW Survey: Obstacles to the Participation of Women in Decision-Making Positions

　

This survey was carried out by the National Statistics Office on behalf of the National Council of Women in collaboration with NCW Vice-President Grace Attard. It was conducted amongst a sample of 1,432 persons aged 18 and over, of which 1,004 or 82.6 per cent accepted to respond. Of the respondents, 51.0 per cent were women and 49.5 per cent were gainfully occupied.

The questionnaire covered a number of topics relating to women in the work-place, such as prospects for promotion and obstacles in being promoted, as well as opinions on the balance of men and women in parliament and local councils.

Prospects for promotion

The majority of respondents felt that they have a considerable or high level of decision-making power in their job. For women, 32.9 per cent said that they have a considerable level and 28.0 per cent said that they have a high level of decision-making power, while for men these figures stood at 25.9 per cent and 34.2 per cent respectively.

When it comes to promotion, men were on the whole more interested in being promoted than women. It was also found that, for married persons, 56.5 per cent of men and 49.4 per cent of women were interested in a promotion, whereas with single persons it was the women who showed more interest. Interest in being promoted at work increases with level of education attained, and decreases with years of experience in current line of work and with age. When it comes to the reason for wanting a promotion, 69.0 per cent of respondents said an increase in salary, although the percentage of men who selected this reason was greater. Women tend to seek more job satisfaction than men, as 35.7 per cent of women cited this reason for wanting a promotion, as opposed to 23.1 per cent of men.

When asked if they thought that they would be getting a promotion in their current job at some point in the future, 57.9 per cent of men and 53.9 per cent of women thought that this was likely. This was also the case for 61.6 per cent of single persons and 54.5 per cent of married persons. In the case of married persons, 31.9 per cent of men and 26.5 per cent of women thought that they will be promoted. However, 41.2 per cent of employees who thought that they will be getting a promotion do not know when this will happen. Chances for promotion were also perceived to decrease with age, with older respondents feeling that they have less of a chance for promotion. In fact, 30.8 per cent of persons aged 55 and over thought that they would be getting a promotion, as opposed to 54.9 per cent of persons aged 18-24 and 68.1 per cent aged 25-34.

Obstacles

When it comes to obstacles facing women in obtaining a decision-making or managerial post, 45.5 per cent of women and 38.0 per cent of men viewed age as an obstacle. 75.8 per cent of women also felt that long hours are an obstacle. 30.1 per cent of the total respondents thought that the fact that a person is a woman would put her at a disadvantage in order to obtain a decision-making or managerial post. More women than men felt that lack of support from their partner and/or family could be an obstacle for them.

Balance between men and women

12.2 per cent of men did not think that there should be a balance between the number of men and women in parliament, whilst only 4.1 per cent of women felt the same way. 86.1 per cent of single and 80.0 per cent of married women thought that there should be a balance in parliament; whereas for men these figures stood at 62.7 per cent for single and 68.1 per cent for married. Of the persons who believed there should be a balance between men and women in parliament, 40.6 per cent said that it is the right of both sexes; this answer was given by 44.6 per cent of men and 37.6 percent of women. A further 28.8 per cent said that men and women complement each other, while another reason given - more common with women - was that women have leadership skills. The main reason for not believing that there should be a balance between the number of men and women in parliament was that men are more suitable. Also worth noting is that 15.0 per cent of men who think that there should not be a balance feel that women should look after the family, while 14.3 per cent of women who said there should not be a balance said that women have no time.

More respondents felt that there should be a balance between the number of men and women in local councils than in parliament; this was mainly due to a shift in the answers given by male respondents. Again, more single women than married ones (87.7 per cent and 81.2 per cent respectively) thought that there should be a balance, while this was the other way round for men (64.7 per cent for single and 73.1 per cent for married). The reasons given for believing there should be a balance between the number of men and women in local councils were the same as those for parliament, namely, that it is the right of both sexes (43.0%) and men and women complement each other (29.0%). Once again, the largest proportion - 32.8 per cent - of persons who said that there should not be a balance said that this is because men are more suitable.

When voting in local council elections, 85.6 per cent of the respondents said that they do not consider gender a determining factor. Those respondents who would prefer to vote for a man mostly said that this is because men are more suitable for the post, while the majority of those who would prefer a woman said that women are just as capable as men.

Three-fourths of respondents said that the gender of the next president of Malta does not make any difference to them. 14.5 per cent would prefer a woman, and 9.0 per cent would prefer a man. Nearly all of the respondents preferring a man said that men are more suitable, and 56.8 per cent of those preferring a woman said that women are as capable as men. A further 21.2 per cent of respondents felt that women should be given the opportunity. This survey was carried out by the National Statistics Office on behalf of the National Council of Women. It was conducted amongst a sample of 1,432 persons aged 18 and over, of which 1,004 or 82.6 per cent accepted to respond. Of the respondents, 51.0 per cent were women and 49.5 per cent were gainfully occupied.

The questionnaire covered a number of topics relating to women in the work-place, such as prospects for promotion and obstacles in being promoted, as well as opinions on the balance of men and women in parliament and local councils.

Prospects for promotion

The majority of respondents felt that they have a considerable or high level of decision-making power in their job. For women, 32.9 per cent said that they have a considerable level and 28.0 per cent said that they have a high level of decision-making power, while for men these figures stood at 25.9 per cent and 34.2 per cent respectively.

When it comes to promotion, men were on the whole more interested in being promoted than women. It was also found that, for married persons, 56.5 per cent of men and 49.4 per cent of women were interested in a promotion, whereas with single persons it was the women who showed more interest. Interest in being promoted at work increases with level of education attained, and decreases with years of experience in current line of work and with age. When it comes to the reason for wanting a promotion, 69.0 per cent of respondents said an increase in salary, although the percentage of men who selected this reason was greater. Women tend to seek more job satisfaction than men, as 35.7 per cent of women cited this reason for wanting a promotion, as opposed to 23.1 per cent of men.

When asked if they thought that they would be getting a promotion in their current job at some point in the future, 57.9 per cent of men and 53.9 per cent of women thought that this was likely. This was also the case for 61.6 per cent of single persons and 54.5 per cent of married persons. In the case of married persons, 31.9 per cent of men and 26.5 per cent of women thought that they will be promoted. However, 41.2 per cent of employees who thought that they will be getting a promotion do not know when this will happen. Chances for promotion were also perceived to decrease with age, with older respondents feeling that they have less of a chance for promotion. In fact, 30.8 per cent of persons aged 55 and over thought that they would be getting a promotion, as opposed to 54.9 per cent of persons aged 18-24 and 68.1 per cent aged 25-34.

Obstacles

When it comes to obstacles facing women in obtaining a decision-making or managerial post, 45.5 per cent of women and 38.0 per cent of men viewed age as an obstacle. 75.8 per cent of women also felt that long hours are an obstacle. 30.1 per cent of the total respondents thought that the fact that a person is a woman would put her at a disadvantage in order to obtain a decision-making or managerial post. More women than men felt that lack of support from their partner and/or family could be an obstacle for them.

Balance between men and women

12.2 per cent of men did not think that there should be a balance between the number of men and women in parliament, whilst only 4.1 per cent of women felt the same way. 86.1 per cent of single and 80.0 per cent of married women thought that there should be a balance in parliament; whereas for men these figures stood at 62.7 per cent for single and 68.1 per cent for married. Of the persons who believed there should be a balance between men and women in parliament, 40.6 per cent said that it is the right of both sexes; this answer was given by 44.6 per cent of men and 37.6 percent of women. A further 28.8 per cent said that men and women complement each other, while another reason given - more common with women - was that women have leadership skills. The main reason for not believing that there should be a balance between the number of men and women in parliament was that men are more suitable. Also worth noting is that 15.0 per cent of men who think that there should not be a balance feel that women should look after the family, while 14.3 per cent of women who said there should not be a balance said that women have no time.

More respondents felt that there should be a balance between the number of men and women in local councils than in parliament; this was mainly due to a shift in the answers given by male respondents. Again, more single women than married ones (87.7 per cent and 81.2 per cent respectively) thought that there should be a balance, while this was the other way round for men (64.7 per cent for single and 73.1 per cent for married). The reasons given for believing there should be a balance between the number of men and women in local councils were the same as those for parliament, namely, that it is the right of both sexes (43.0%) and men and women complement each other (29.0%). Once again, the largest proportion - 32.8 per cent - of persons who said that there should not be a balance said that this is because men are more suitable.

When voting in local council elections, 85.6 per cent of the respondents said that they do not consider gender a determining factor. Those respondents who would prefer to vote for a man mostly said that this is because men are more suitable for the post, while the majority of those who would prefer a woman said that women are just as capable as men.

Three-fourths of respondents said that the gender of the next president of Malta does not make any difference to them. 14.5 per cent would prefer a woman, and 9.0 per cent would prefer a man. Nearly all of the respondents preferring a man said that men are more suitable, and 56.8 per cent of those preferring a woman said that women are as capable as men. A further 21.2 per cent of respondents felt that women should be given the opportunity. This survey was carried out by the National Statistics Office on behalf of the National Council of Women. It was conducted amongst a sample of 1,432 persons aged 18 and over, of which 1,004 or 82.6 per cent accepted to respond. Of the respondents, 51.0 per cent were women and 49.5 per cent were gainfully occupied.

The questionnaire covered a number of topics relating to women in the work-place, such as prospects for promotion and obstacles in being promoted, as well as opinions on the balance of men and women in parliament and local councils.

Prospects for promotion

The majority of respondents felt that they have a considerable or high level of decision-making power in their job. For women, 32.9 per cent said that they have a considerable level and 28.0 per cent said that they have a high level of decision-making power, while for men these figures stood at 25.9 per cent and 34.2 per cent respectively.

When it comes to promotion, men were on the whole more interested in being promoted than women. It was also found that, for married persons, 56.5 per cent of men and 49.4 per cent of women were interested in a promotion, whereas with single persons it was the women who showed more interest. Interest in being promoted at work increases with level of education attained, and decreases with years of experience in current line of work and with age. When it comes to the reason for wanting a promotion, 69.0 per cent of respondents said an increase in salary, although the percentage of men who selected this reason was greater. Women tend to seek more job satisfaction than men, as 35.7 per cent of women cited this reason for wanting a promotion, as opposed to 23.1 per cent of men.

When asked if they thought that they would be getting a promotion in their current job at some point in the future, 57.9 per cent of men and 53.9 per cent of women thought that this was likely. This was also the case for 61.6 per cent of single persons and 54.5 per cent of married persons. In the case of married persons, 31.9 per cent of men and 26.5 per cent of women thought that they will be promoted. However, 41.2 per cent of employees who thought that they will be getting a promotion do not know when this will happen. Chances for promotion were also perceived to decrease with age, with older respondents feeling that they have less of a chance for promotion. In fact, 30.8 per cent of persons aged 55 and over thought that they would be getting a promotion, as opposed to 54.9 per cent of persons aged 18-24 and 68.1 per cent aged 25-34.

Obstacles

When it comes to obstacles facing women in obtaining a decision-making or managerial post, 45.5 per cent of women and 38.0 per cent of men viewed age as an obstacle. 75.8 per cent of women also felt that long hours are an obstacle. 30.1 per cent of the total respondents thought that the fact that a person is a woman would put her at a disadvantage in order to obtain a decision-making or managerial post. More women than men felt that lack of support from their partner and/or family could be an obstacle for them.

Balance between men and women

12.2 per cent of men did not think that there should be a balance between the number of men and women in parliament, whilst only 4.1 per cent of women felt the same way. 86.1 per cent of single and 80.0 per cent of married women thought that there should be a balance in parliament; whereas for men these figures stood at 62.7 per cent for single and 68.1 per cent for married. Of the persons who believed there should be a balance between men and women in parliament, 40.6 per cent said that it is the right of both sexes; this answer was given by 44.6 per cent of men and 37.6 percent of women. A further 28.8 per cent said that men and women complement each other, while another reason given - more common with women - was that women have leadership skills. The main reason for not believing that there should be a balance between the number of men and women in parliament was that men are more suitable. Also worth noting is that 15.0 per cent of men who think that there should not be a balance feel that women should look after the family, while 14.3 per cent of women who said there should not be a balance said that women have no time.

More respondents felt that there should be a balance between the number of men and women in local councils than in parliament; this was mainly due to a shift in the answers given by male respondents. Again, more single women than married ones (87.7 per cent and 81.2 per cent respectively) thought that there should be a balance, while this was the other way round for men (64.7 per cent for single and 73.1 per cent for married). The reasons given for believing there should be a balance between the number of men and women in local councils were the same as those for parliament, namely, that it is the right of both sexes (43.0%) and men and women complement each other (29.0%). Once again, the largest proportion - 32.8 per cent - of persons who said that there should not be a balance said that this is because men are more suitable.

When voting in local council elections, 85.6 per cent of the respondents said that they do not consider gender a determining factor. Those respondents who would prefer to vote for a man mostly said that this is because men are more suitable for the post, while the majority of those who would prefer a woman said that women are just as capable as men.

Three-fourths of respondents said that the gender of the next president of Malta does not make any difference to them. 14.5 per cent would prefer a woman, and 9.0 per cent would prefer a man. Nearly all of the respondents preferring a man said that men are more suitable, and 56.8 per cent of those preferring a woman said that women are as capable as men. A further 21.2 per cent of respondents felt that women should be given the opportunity. This survey was carried out by the National Statistics Office on behalf of the National Council of Women. It was conducted amongst a sample of 1,432 persons aged 18 and over, of which 1,004 or 82.6 per cent accepted to respond. Of the respondents, 51.0 per cent were women and 49.5 per cent were gainfully occupied.

The questionnaire covered a number of topics relating to women in the work-place, such as prospects for promotion and obstacles in being promoted, as well as opinions on the balance of men and women in parliament and local councils.

Prospects for promotion

The majority of respondents felt that they have a considerable or high level of decision-making power in their job. For women, 32.9 per cent said that they have a considerable level and 28.0 per cent said that they have a high level of decision-making power, while for men these figures stood at 25.9 per cent and 34.2 per cent respectively.

When it comes to promotion, men were on the whole more interested in being promoted than women. It was also found that, for married persons, 56.5 per cent of men and 49.4 per cent of women were interested in a promotion, whereas with single persons it was the women who showed more interest. Interest in being promoted at work increases with level of education attained, and decreases with years of experience in current line of work and with age. When it comes to the reason for wanting a promotion, 69.0 per cent of respondents said an increase in salary, although the percentage of men who selected this reason was greater. Women tend to seek more job satisfaction than men, as 35.7 per cent of women cited this reason for wanting a promotion, as opposed to 23.1 per cent of men.

When asked if they thought that they would be getting a promotion in their current job at some point in the future, 57.9 per cent of men and 53.9 per cent of women thought that this was likely. This was also the case for 61.6 per cent of single persons and 54.5 per cent of married persons. In the case of married persons, 31.9 per cent of men and 26.5 per cent of women thought that they will be promoted. However, 41.2 per cent of employees who thought that they will be getting a promotion do not know when this will happen. Chances for promotion were also perceived to decrease with age, with older respondents feeling that they have less of a chance for promotion. In fact, 30.8 per cent of persons aged 55 and over thought that they would be getting a promotion, as opposed to 54.9 per cent of persons aged 18-24 and 68.1 per cent aged 25-34.

Obstacles

When it comes to obstacles facing women in obtaining a decision-making or managerial post, 45.5 per cent of women and 38.0 per cent of men viewed age as an obstacle. 75.8 per cent of women also felt that long hours are an obstacle. 30.1 per cent of the total respondents thought that the fact that a person is a woman would put her at a disadvantage in order to obtain a decision-making or managerial post. More women than men felt that lack of support from their partner and/or family could be an obstacle for them.

Balance between men and women

12.2 per cent of men did not think that there should be a balance between the number of men and women in parliament, whilst only 4.1 per cent of women felt the same way. 86.1 per cent of single and 80.0 per cent of married women thought that there should be a balance in parliament; whereas for men these figures stood at 62.7 per cent for single and 68.1 per cent for married. Of the persons who believed there should be a balance between men and women in parliament, 40.6 per cent said that it is the right of both sexes; this answer was given by 44.6 per cent of men and 37.6 percent of women. A further 28.8 per cent said that men and women complement each other, while another reason given - more common with women - was that women have leadership skills. The main reason for not believing that there should be a balance between the number of men and women in parliament was that men are more suitable. Also worth noting is that 15.0 per cent of men who think that there should not be a balance feel that women should look after the family, while 14.3 per cent of women who said there should not be a balance said that women have no time.

More respondents felt that there should be a balance between the number of men and women in local councils than in parliament; this was mainly due to a shift in the answers given by male respondents. Again, more single women than married ones (87.7 per cent and 81.2 per cent respectively) thought that there should be a balance, while this was the other way round for men (64.7 per cent for single and 73.1 per cent for married). The reasons given for believing there should be a balance between the number of men and women in local councils were the same as those for parliament, namely, that it is the right of both sexes (43.0%) and men and women complement each other (29.0%). Once again, the largest proportion - 32.8 per cent - of persons who said that there should not be a balance said that this is because men are more suitable.

When voting in local council elections, 85.6 per cent of the respondents said that they do not consider gender a determining factor. Those respondents who would prefer to vote for a man mostly said that this is because men are more suitable for the post, while the majority of those who would prefer a woman said that women are just as capable as men.

Three-fourths of respondents said that the gender of the next president of Malta does not make any difference to them. 14.5 per cent would prefer a woman, and 9.0 per cent would prefer a man. Nearly all of the respondents preferring a man said that men are more suitable, and 56.8 per cent of those preferring a woman said that women are as capable as men. A further 21.2 per cent of respondents felt that women should be given the opportunity.

NCW Vice-President, Grace Attard, who worked with NSO on this study, stated that the findings are crucial to the formulation of focused strategies towards increasing the participation rates of women in decision-making positions. The role of education in addressing stereotype attitudes of both men and women is one of the key areas that requires particular attention. Later on this year, NCW will be holding a conference where the results of the study will be discussed with all stakeholders. Proposals and recommendations towards bringing about the necessary changes will also be made
 
 
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