A/HRC/44/51 provide on-site childcare services for children up to the age of 6. As a next step, the need to focus on implementation and the quality of services has been recognized. In other countries, cooperative childcare services established and run by workers in the informal economy are meeting women workers’ care needs, while also helping protect their labour rights. In a country in Latin America a cooperative of waste pickers identified their need for quality childcare services so that they could work a full day and not have to take their children with them to the recycling plants. They established a community childcare service through a combination of local government, non-governmental and philanthropic support, with opening hours reflecting the working hours of waste pickers, from 7 a.m. to 10 p.m. Redistributing unpaid care work between men and women Nordic countries offer some of the most generous parental leave policies in the world – between 40 and 69 weeks, at a remuneration rate of 70 to 100 per cent of pay. Some countries earmark some of those weeks for fathers (the so-called daddy quota), which is specifically designed to redistribute caring responsibilities between women and men. Studies have shown that “use it or lose it” leave provisions are more effective in increasing the proportion of fathers taking parental leave. Disrupting patterns of “women’s” and “men’s” work: value and roles 48. While the growth of new sectors, such as the technology and renewable energy sectors, provides an opportunity to increase women’s employment in male-dominated areas, increased participation in the labour force does not automatically guarantee a level playing field for women. The persistence of occupational segregation can be explained by gender differences in education, training and experience; discrimination; deeply ingrained social norms; and the unequal distribution of unpaid care and domestic work. Stereotypes about gender roles and perceived differences in aptitudes also contribute to occupational segregation. Predominantly female occupations, which tend to be those with lower status and pay, have remained feminized or become more so. 49. Without targeted intervention, existing patterns of segregation will be replicated in newly emerging sectors. Targeted interventions include temporary special measures to increase women’s representation in high-growth sectors; the provision of education, skills development, on-the-job and lifelong learning for women to transition from jobs that are at risk of automation to high-growth areas; and incentives and interventions to increase women’s representation in education and employment in the areas of science, technology, engineering and mathematics. Policy and regulatory frameworks can play an important role in creating obligations for employers to report on the gender composition of their enterprises or organizations by occupation, gender pay gap and women’s representation in leadership. The potential growth of the care sector, in the context of population ageing, must entail paid care work being properly valued both economically and socially through decent wages and conditions. Given the overrepresentation of women in low-paying jobs, minimum wage legislation, alongside laws that ensure a right to equal remuneration for work of equal value, can also make a significant contribution towards reducing gender pay gaps. To disrupt occupational segregation, it is equally important to introduce incentives and measures to encourage men to take up jobs in female-dominated sectors, such as education and paid care work. Box 4 Promising practices Increasing women’s representation in renewable energy Internationally, women represent only 32 per cent of the renewable energy workforce. In recognition that the successful transition to a low-carbon future will depend on the ability to harness all possible talent, a group of public and private sector organizations formed a campaign to work towards equal pay, equal leadership and equal opportunities for women in the clean energy sector by 2030. The campaign asks companies 13