Gender equality and trade unions

1. Gender equality and trade unions Presentation for BWN, 22-24 January 2010 Franny Parren, TIE-Netherlands

2. 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

3. 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

4. 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

5. According to official statistics, the average salary of women was 80% of men’s (UN Bulletin Belarus no 1., 2006) Franny Parren, TIE-Netherlands

6. 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

7. Gender-based discrimination is forbidden by law. Equality of men and women has a strong legal basis in Belarus: • 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

8. 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

9. Importance of women participation and genderpolicy of trade unions: • Where women have union representation and when they are covered by a collective agreement they are better off. • 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. • 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. • 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

10. Trade unions should be responsible to views and needs of women and equal representation at all levels! • Trade union agenda should respond to gender specific categories, e.g.: • Health risks • Household economic risks • Pensions, childcare support • Maternity protection • Career opportunities • 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! • Flexibility in working hours (re-organisation of time/place) instead of reduction in hours (leading to a loss of pay and career opportunities). • 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

11. Agenda Gender issues on the TU agenda, can be: • 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 • Combat sexual harassment at the work floor, and gender-based discrimination • Equal treatment, equal pay, equal opportunities: Giving follow-up to the ILO Convention against Discrimination in Employment and Occupation (ratified by Belarus in 1961). • 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 • Health on the work floor, special conditions for maternal health (ILO 103-155-183) • Reconciliation of work and family responsibilities for men and women (ILO 156), and law enforcement of (art. 75) of the Marriage Code. • 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

12. Women Workers Issues are Trade Union Issues Franny Parren, TIE-Netherlands

13. Other Resources • Achieving genderequality, a trade union manual; International Trade Union Confederation (ITUC), (2008). Franny Parren, TIE-Netherlands