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Gender Equality and Decent Work

Gender Equality and Decent Work. 25 March 2013 Benedetta Magri b.magri@itcilo.org International Training Centre of the ILO. Some data. Gender pay gap 18% in the world 33% in India, 40% Pakistan, More info http://www.wageindicator.org/main. The gender pay gap in the UK.

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Gender Equality and Decent Work

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  1. Gender Equality and Decent Work 25 March 2013 BenedettaMagrib.magri@itcilo.org International Training Centre of the ILO

  2. Some data Gender pay gap • 18% in the world • 33% in India, 40% Pakistan, More infohttp://www.wageindicator.org/main

  3. The gender pay gap in the UK

  4. Vulnerable employment in the world

  5. Work and family…. Time spent on housework by women, compared to men, • 30% more in Cambodia • 600% in Guinea

  6. Decent Work Deficitsamong Women Workers • Less protection for the fundamental rights • Higher risk of forced labour, trafficking & child labour • Higher risk of discrimination (wage, hiring, promotion, etc) • Higher unemployment and underemployment rate • Higher risk of informal / irregular employment • Higher risk of exploitations (wages, working conditions) • Lower coverage by social security, etc. • More vulnerable to occupational health problems (stress) • Lower union density / CB coverage.

  7. Four pillars of decent work

  8. 1. Fundamentalrights

  9. 1. Equality Conventions Instruments for achieving equality in the world of work: • C. 100 - Equal Remuneration, 1951 • C. 111 - Discrimination, 1958 • C. 156 - Workers with Family Responsibilities, 1981 • C. 183 - Maternity Protection, 2000 • C. 189 – Domestic Workers

  10. Discrimination • C. 100 – Equal Remuneration • C. 111 – Discrimination

  11. Challenges Making the right to equality a reality for all • Law enforcement mechanisms; • Information, dissemination, training; • Advocacy, mobilization, • Trade union action • Partnership with civil society, non-organised workers, women’s associations

  12. Challenges Enforcement of women’s rights: • Women’s empowerment, also in the informal economy; • To increase women’s representation in social dialogue; • To promote ratification of relevant Conventions; and • To fully implement the fundamental principles and rights at work

  13. 2. Employment opportunities • Gender division of labour • Gender stereotypes • Occupational segregation • Family responsibilities • Women often concentrated in vulnerable jobs: unpaid, low-paid, part-time, frequently interrupted, informal

  14. Gender Division of Labour

  15. Vertical Segregation Stereotype: “Women are not good leaders”

  16. Vertical Segregation Stereotype: “Women are not good leaders”

  17. Horizontal Segregation Stereotype: “There are male and female jobs”

  18. Sharing family responsibilities • C. 156 - Workers with Family Responsibilities

  19. More and better jobs What can be done? • widen occupational choices • integrate a gender perspective on training and re-training systems • promote women’s enterprise development • Monitor gender impact of job crisis

  20. Social protection for all • Maternity protection: leave, benefits, health, breastfeeding, employment security • Social security: women have lower earnings and shorter contribution periods, hence lower or no pension

  21. 3. Social protection for all What can be done? • ensure safe conditions of work • maintain incomes • ensure adequate access to care and social services • extend coverage to the informal sector/atypical work, taking account of the issues of women’s lower earnings, irregular employment and contribution patterns

  22. Throughout the life cycle C. 183 Maternity Protection

  23. 4. Social dialogue

  24. 4. Social dialogue What can be done? • Gender balance in dialogue at all levels • “Women’s” priorities are advanced e.g. sex discrimination, equal pay, work-family issues, childcare, working-time arrangements and sexual harassment • Awareness of gender dimensions of the world of work should inform the SD agenda

  25. What can be done? “mainstreaming” :specific attention to women workers is included when promoting any right at work “specific action” Ensure that the fundamental equality conventions are part of the TU agenda By whom? Gender-sensitive trade union leaders “Representation”: women workers are able to voice and negotiate their own agenda A trade union perspective

  26. Women in the Unions • Specific branches / women’s groups • Quotas in “mainstream” organisations (till a critical mass is achieved)

  27. Useful links • http://www.ituc-csi.org/women • http://www.wageindicator.org/main • www.ilo.org/gender • www.itcilo.org/gender

  28. Thank you!

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