Transcript Genderequality and trade unions - TIE

Gender equality and trade
unions
Presentation for BWN, 22-24
January 2010
Franny Parren, TIE-Netherlands
53% of the Belarusian population are women.
Nevertheless 87% of the high ranking managers
in government structures are men and non of
the permanent commissions of the House of
Representatives of the National Assembly are
headed by women. Investment in gender
equality policies will increase the influence of
women in governance
(UN Bulletin Belarus no 1., 2006).
Franny Parren, TIE-Netherlands
Among people under 45, 24% of working women
and 19% of working men have higher education.
Nonetheless, women make up 68% of the
officially unemployed
(Statistical compilation “women and men in
Belarus”, UNDP Belarus, 2003).
Franny Parren, TIE-Netherlands
In 1999 20% of the employers were
women and 80% were men
(Statistical compilation “women and men in
Belarus”, UNDP Belarus, 2003).
Franny Parren, TIE-Netherlands
According to official statistics, the average
salary of women was 80% of men’s
(UN Bulletin Belarus no 1., 2006)
Franny Parren, TIE-Netherlands
There is a decent work deficit for women:
• Women only earn 10% of the world’s income, yet work 2/3 of the
world’s unpaid work. Those in waged employment earn on average
¾ of the total wage for the same work, or work of equal value.
• More than 60% of the working women are in informal employment:
no service contracts, worker benefits, social protection.
Self employment in informal enterprises
Paid employment in informal jobs
• Less opportunities for career for women
• Work-life balance: Although more women work for pay their share of
family responsibilities has not diminished. Women work part time in
order to combine work and family.
• More likely to work unpaid overtime
• Less participation in pension schemes
Franny Parren, TIE-Netherlands
Gender-based discrimination is forbidden by law.
Equality of men and women has a strong legal basis in
Belarus:
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Article 22 of the Belarusian Constitution: all citizens are equal before the law. It
guarantees equality for men and women ‘in their opportunities to receive education
and vocational training, promotion in labour, socio-political, cultural and other spheres
of activity, as well as in creating conditions safeguarding their labour and health’
Belarus ratified in 1981 the Convention on the Elimination of All Forms of
Discrimination against Women (CEDAW). Art. 4 of CEDAW gives a legal base to
take specific measures (such as quota systems) to ensure that women are equally
represented at decision making levels.
There is no gender-discrimination in the Marriage Code: both spouses have equal
rights to the ownership, tenure and disposal of the property acquired during marriage,
without drawing any distinction on the source of the income used to acquire it (art.
23). Parental authority is exercised equally by both spouses, both parents have the
same rights and responsibilities in relation to their children, and are jointly
responsible for educating their children (art. 75). When the law is enforced women’s
family responsibilities can therefore be no reason to exclude her from leadership.
The Labour Code (art. 14) prohibits any discrimination in the sphere of labour
relations based on gender, race, origin, language, political or religious views and
beliefs, affiliation/non-affiliation with trade unions or public associations, property
or official status, or disability, unless any of the above prevents the person from
carrying out her/his duties at work.
Franny Parren, TIE-Netherlands
ILO Conventions
• ILO Convention 100 (1951): Equal Remuneration.
• ILO Convention 111 (1958): Elimination of discrimination
in employment.
• ILO Convention 156 (not ratified by Belarus): Workers
with family responsibility convention
• ILO Convention 183 (2000): Maternity protection
convention
Franny Parren, TIE-Netherlands
Importance of women participation and
genderpolicy of trade unions:
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Where women have union representation and when they are covered by a collective
agreement they are better off.
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TU membership has a positive influence on the gender pay gap. In a majority of the
countries the pay gap is smaller in workplaces that are covered by a collective
agreement.
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Women’s leadership may be different from traditional male leadership in Trade
Unions. In most societies, women are drivers for change, including in the TU
movement.
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Women and men face different risks and vulnerabilities specific to their gender.
Source:
Achieving genderequality, a trade union manual; International Trade Union Confederation (ITUC), (2008).
Franny Parren, TIE-Netherlands
Trade unions should be responsible to views and
needs of women and equal representation at all levels!
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Trade union agenda should respond to gender specific categories, e.g.:
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Health risks
Household economic risks
Pensions, childcare support
Maternity protection
Career opportunities
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Women and men have different working time needs- women are more likely to
determine their working time around their domestic responsibilities> part time, term
time only, job-shares or evening shifts- but the pay and conditions should be the
same as full-time “standard” hours work. Negotiators should be aware of that!
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Flexibility in working hours (re-organisation of time/place) instead of reduction in
hours (leading to a loss of pay and career opportunities).
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Gender statistics and gender sensitive budgets in trade unions.
Source:
Achieving genderequality, a trade union manual; International Trade Union Confederation (ITUC), (2008).
Franny Parren, TIE-Netherlands
Agenda
Gender issues on the TU agenda, can be:
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Facilities to combine work with family responsibilities for men and women (to enforce art 75
of the Marriage Code), for example claiming ratification of ILO-convention 156
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Combat sexual harassment at the work floor, and gender-based discrimination
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Equal treatment, equal pay, equal opportunities: Giving follow-up to the ILO Convention
against Discrimination in Employment and Occupation (ratified by Belarus in 1961).
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Although gender-based discrimination is forbidden in the Labour Code (art. 14) women
remain subject to discrimination in appointment and dismissal
55% of working women have higher education compare to 38% of men), however, they are
over represented in low paid jobs, and underrepresented in highly qualified jobs
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Health on the work floor, special conditions for maternal health (ILO 103-155-183)
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Reconciliation of work and family responsibilities for men and women (ILO 156), and law
enforcement of (art. 75) of the Marriage Code.
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including arrangements to combine care with job in collective bargaining, such as child care
facilities, care leave arrangements and arrangements for a more equal redistribution among
men and women of unpaid care/domestic work (now done for 80% by women in Belarus)
Franny Parren, TIE-Netherlands
Women Workers Issues are Trade Union Issues
Trade Union Issues
Women issues (mentioned by female trade union members)
Wages
Increase wages; better wages
Labour Time schedules
Better work schedules
Reconciliation of job and family
responsibilities
Flexible schedules of kinder gardens and schools
Family care and recreation of women and families
Free transport of children
Cooperation of women in problem solving
Solving problems in working place and family
Job security
Psychological and legal support (dismissal, domestic violence)
Improved working conditions
Improve social conditions for women
Increase women’s qualification and professional growth
Health & safety on the work floor
Improve health and care on the working place, female issues
TU leadership training
Increase women’s qualifications for leadership
Training courses
International education. National seminars.
TU activism
Strengthen positions of women and increase activeness
Franny Parren, TIE-Netherlands
Other Resources
• Achieving genderequality, a trade union
manual; International Trade Union
Confederation (ITUC), (2008).
Franny Parren, TIE-Netherlands