2. Gender Equality and Decent Work 25 March 2013 Benedetta Magri b.magri@itcilo.orgb.magri@itcilo.org International Training Centre of the ILO

3. Some data Gender pay gap 18% in the world 33% in India, 40% Pakistan, More info http://www.wageindicator.org/main http://www.wageindicator.org/main

4. The gender pay gap in the UK

5. Vulnerable employment in the world

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

8. Gender equality is a human right ‘All human beings, irrespective of race, creed or sex, have the right to pursue both their material well-being and their spiritual development in conditions of freedom and dignity, of economic security and equal opportunity.’ [Declaration of Philadelphia of 1944]

9. Gender equality is good for the economy Gender equality is a means of achieving wider development goals : poverty reduction; increased productivity and aggregate output; reduced fertility, infant mortality, and child labour; and greater decision making and bargaining power for women within households.

10. Decent Work Deficits among 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.

11. Four pillars of decent work Fundamental rights at work Employment opportunities Social protection for all Social dialogue Gender equality

12. 1. Fundamental rights

13. 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

14. Discrimination C. 100 – Equal Remuneration C. 111 – Discrimination

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

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

17. 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

18. Gender Division of Labour

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

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

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

22. Sharing family responsibilities C. 156 - Workers with Family Responsibilities

23. 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

24. 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

25. 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

26. Throughout the life cycle C. 183 Maternity Protection

27. 4. Social dialogue

28. 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

29. A trade union perspective 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

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

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

32. Thank you!