La transversalidad de género y el movimiento sindical

Presentación del tema: "La transversalidad de género y el movimiento sindical"— Transcripción de la presentación:

1 La transversalidad de género y el movimiento sindical

2 Generalidades ¿Qué significa la igualdad de género? (conceptos, enfoques) Oportunidades y desafíos para la organización sindical Características de la economía informal Barreras

3 QUE ES GENERO? SEXO FUNCIONES BIOLOGICAS GENERO
ROLES Y RELACIONES CONSTRUIDAS Sociedad Cultural Tradicional Relaciones de poder

4 QUE? Educación Etnicidad Creencias religiosas Género Condiciones
de Salud Edad What influences gender… Estatus socio económicos

5 Fase “Mujeres en Desarrollo (WID)...
Destiné à lutter contre les conditions inégalitaires des femmes Deux prémisses: -On reconnaissait à l’époque (70) que l’impact du développement était différent pour les femmes et donc le focus était sur les projets de femmes -que les avantages du développement avaient automatiquement des retombées sur toutes la sociétés. Donc les agences d’aide se sont concentrer sur les femmes mais on a vite réaliser que l’impact du développement n’était pas automatique et qu’on ne remettait pas en cause les structures sociales en vigueur On focussait sur les fonctions productives des femmes Women in development: made us realize that change was impacting differently on women and men (modernisation, made tasks redundant, boring) in certain field where women where predominant The focus is on women only This approach had the merit of identifying key issues and principles such as equity (i.e. pay equity) and equal access, and tackle poverty specific to women though not considering other factors such as class, power, Sensibles a las cuestiones de las mujeres In projects and activities

6 Fase “Género y Desarrollo”...
Ged dans les années 80 centré sur les relations h f focussait sur les inégalités institutionnelles Ne met pas l’accent sur les femmes en tant que groupe isolé mais sur les besoins spécifiques et sur les relation h F Une approche qui requiert la contribution des deux pour un changement durable Sensibles a las cuestiones de las mujeres In projects and acitivities

7 Fase “Género y Transversalidad …Sostenible
How do we define gender mainstreaming Has your organisation achieved some level of mainstreaming The concept became wide spread during the Beijing conference 1995 GM: is the process of assessing the implications for women and men of any planned action, including legislation, policies or programs in any area and at any level -aims at making the concerns and experiences of women as well as men an integral part of the design, implementation, monitoring and evaluation of policies and programmes in all sphere to achieve equality It does not exclude gender-specific activities and affirmative action programs Ie. Brazil: workshop for mens and HIV AIDs ILO DG directive to achieve 50% of women at all levels. Incluye Hombres y mujeres In projects and activities

8 Transversalidad de Género
Igualdad de oportunidades y derechos para hombres y mujeres Transforma desigualdades sistemáticas en la legislación, en las políticas, en los programas etc. en estructuras equitativas y justas

9 4 sectores de la OIT Normas Empleo: Internacionales cantidad y calidad
del Trabajo Protección Social SST Diálogo Social Empleo: cantidad y calidad Transversalidad De género ¿Cómo las cuestiones de género están integradas en estos sectores? Nivel Político Oficina Gen Prom 4 sectors: Standards and Fundamental Principles and Rights at Work C111 Discrimination in Employment, Maternity protection, workers with family responsibilities Employment: improving access (education and training), egality and equity Social Protection  Social Dialogue  Regions and Technical Cooperation  Gender is ingrated at Policy: -DGs circular on women and men representation -selection of projects for funding with criteria of gms (see item…) -bureau for gender equality: help desk, mainstreaming and managing projects -genprom focussing on employment BUT WHAT DO WE MEAN BY GENDER MAINSTREAMNG? WHAT DO WE MEAN BY GENDER AND SEX? -SEX ON APPL FORM -GENDER EQUALITY POLICY WHY NOT SEX EQUALITY POLICY?

10 ¿Qué hace la organización sindical para promover la igualdad?
¿El lugar de trabajo es cómodo? ¿La carrera de las mujeres es igual a la de los hombres? ¿Participan las mujeres al igual que los hombres? ¿Los temas específicos de las mujeres están transversalizados en el movimiento sindical? Ejemplo: En muchas regiones las mujeres pierden opciones en la carrera si toman licencias por motivos familiares mientras que los hombres reciben créditos cuando toman el servicio militar. Family friendly policies: Give example of family friendly policy (flexible hours, family leave, paternity leave, creches, etc) Equality in career and participation: Are there any discriminations? Direct and indirect Discrimination de jure et de facto Example New Zealand Dans le système d’Education nationale une indemnité de déménagement est octroyées aux seuls enseignants de sexe masculin. Les dispositions d’un règlement administratif ne prévoyaient le remboursement des dépenses de déménagement qu’aux hommes mariés. Veuillez discuter : -Identifier le type de discrimination (directe, indirecte, de jure, de facto) -Y a t-il des discriminations similaires envers les femmes dans votre pays? Solution 49) Cour suprême, Van Gorkom v. Attorney General and another, 10 février 1977, 1 NZLR 535 Protection contre la discrimination dans l’emploi et la profession/ égalité de rémunération Discrimination directe et de jure Education nationale/ attribution d’une indemnité de déménagement aux seuls enseignants de sexe masculin Au vu de la législation nationale, la Cour a estimé que cette différence de traitement était discriminatoire. Déclaration universelle des droits de l’homme; Déclaration sur l’élimination de la discrimination à l’égard des femmes. Barriers and resistance Can/should…see next slide

11 ¿Qué está haciendo tu sindicato?
¿Están las mujeres involucradas en? Las mesas de negociación En los varios comités (salud, formación,etc) En los procedimientos de quejas Como delegadas En el comité ejecutivo ¿Aplican medidas positivas? Positive action -analysis to identify employment practices that discriminates -policies -monitoring -gender balance at all level and in all field of work Barriers to woman’s participation in union membership and leadership: -w do not understand how union can benefit them -fear of reprisal from employers -lack of time -lack of confidence -culture/religion prevent them from engaging in more visible activities -restricted by their family -resistance in male dominated sectors -stereotype about w’s ability -union are not sensitive and do not listen to w’s voices

12 Barreras y estereotipos al implementar las medidas para promover la igualdad
Estereotipos sobre las habilidades de las mujeres, cultura, creencias etc. Desmotivación o reacción hostil por parte de los colegas y de la familia Procedimientos durante elecciones basados en las redes masculinas La voz de las mujeres a veces es debil Falta de representación Responsabilidades familiares Tiempo parcial de mujeres Falta de confianza de las mujeres Also -high rate of illiteracy of women -high cost of child care may hamper attendance at union meetings -women may be concentrated in unskilled and semi-skilled jobs and are less likely to be appointed to union leadership positions

13 Mujeres y la Estructura de Género
Comité de Mujeres: asegurarse que ellas no sean marginalizadas y que puedan contar con recursos y contactos directos con quienes deciden Comités de Igualdad Departamentos de las Mujeres Puntos focales Recursos financieros y humanos para apoyar las acciones de la estructura de género Women’s committee -Women structure is very important. They provide on-going forum for women to share ideas, priorities and strategies. Gender mainstreaming should not be considered a reason to close down or downgrade women’s structures. gender equality committee -Should include men -is usually put in place in unions where there has been quite an experience in gender equality -women may not feel at ease in this structure -may lessen the focus and resources available to address women’s priorities. China At the ACFTU headquarters, there are an auditing commission and 12 functional departments. They are the General Office, Organizational Department, Finance Department, International Liaison Department, Information and Education Department, Department of Primary Trade Union Activities, Department of Economic Affairs, Social Security Department, Department of Business Development, Department of Legal Affairs, Department for Women Workers' Affairs and Policy Research Office. In addition, there are eight institutions including the Chinese Workers' Center for International Exchange, the Chinese Workers' Technical Association, the China Labour College, the Chinese Workers' Center for Audio-Video Education, the Chinese Workers' Travel Service, the Chinese Workers' Publishing House, the Workers' Daily and the ACFTU Cultural Troupe

14 Características de la economía informal
¿A qué grupos dirigirse? Sector de trabajo (industria, rural, trabajadores del hogar, domésticos, migrantes, indígenas etc) Tipo de trabajadores (casuales, temporales, estacionales, part-time) ¿Cuáles las características de los grupos? Autónomos (representa a la mayoría de los trabajadores en la economía informal, ej. Trabajadores a domicilio, vendedores ambulantes, etc. Salarios en la economía informal (trabajadores domésticos, etc) Número de hombres y mujeres en la formación, en la discriminación, amenazas, chantajes, etc. Chararcteristic 65% of non agricultural workers in Asia Women are usually more present than men in the informal economy and they may be less visible (domestic workers, home based work, etc)

15 Organización Desafíos
Métodos convencionales de reclutamiento poco eficaces Cambio cultural en las organizaciones Considerar la características de los grupos: Las mujeres pueden ser menos propensas a integrarse en las organizaciones, etc Soluciones Organización especial para grupos escogidos Incrementar la sensibilidad sobre los derechos de los y las trabajadores/as Registro del avance en la igualdad de género Reglas más flexibles Diálogo social con gobiernos y negociación colectiva Contactos con organizaciones de mujeres

16 Organizando, los caminos….
Dos maneras: Extender el campo de actividad para incluir la economía informal. Por ejemplo, en el textil, pesca etc Nuevas organizaciones específicamente dedicadas a organizar los/as trabajadores/as de la economía informal Alianzas sociales Otros métodos: organizar los comités de vecinos, involucrarse en el desarrollo comunitario y en las organizaciones de mujeres, etc Ref: Global Labour Institute, How to Organize the Informal Sector The obvious points of departure in seeking to organize informal sector workers are the successful experiences of this kind of organization that already exist. What is true of all workers is also true of informal sector workers: they are best organized by their own. Two general cases exist: the first is that a traditional union extends its field of activity to include informal sector workers. For example, the Textile, Clothing and Footwear Union of Australia (TCFUA) is successfully organizing homeworkers in its sector. UNITE in Canada also organizes homeworkers in the garment industry. Another example (BP/TUIS/99, p. 49) is the Timber and Woodworkers’ Union of Ghana. Or, a national trade union center might create an organization for informal sector workers, as the national center UDTS did in Senegal. (BP/TUIS/99, p. 46). In Hong Kong, the HKCTU assisted in the establishment of the Asian Domestic Workers’ Union (mostly Filipino and Thai women). Unions in Benin, Brazil (Força Sindical), Colombia, Germany (IG Metall), Italy (FILTEA-CISL) and the Netherlands (FNV Vrouwenbond), among others, also organize and/or bargain for home workers. SIBTTA, the embroiderer’s union in Madeira, has been organizing homebased workers for 25 years and currently has about 8,000 members; it may be the union with the longest history of organizing homeworkers. The second case is that of new trade unions created specifically to organize informal sector workers. An early case, and an example to many, has been the Self Employed Women’s Association (SEWA) in India, which started twenty-five years ago with a few hundred members and now numbers over 210,000 members in four Indian federal states. SEWA organizes homeworkes, street vendors, paper pickers and refuse collectors, etc. It has created an infrastructure of flanking services: a bank providing microcredit, a vocational and trade union training program at different levels, producers’ cooperatives (artisans, agricultural producers), service cooperatives (health, housing). SEWA is affiliated to three ITS (ICEM, ITGLWF, IUF) and has joined with other unions to establish a national trade union center in India concentrating on informal sector workers. In South Africa, the Self Employed Women’s Union (SEWU), a COSATU affiliate, has been organized along the same lines and, recently, moves have been made to set up a similar organization in Turkey. In addition to its ITS affiliations, SEWA is active in two international networks of informal sector workers. One is the International Alliance of Street Vendors, or StreetNet, which includes organizations or support groups in eleven countries. It was founded in 1995 and adopted, the same year, the “Declaration of Bellagio” on the rights of street vendors. Its coordinator is Pat Horn (SEWU, South Africa). The second one is HomeNet, a network of unions, such as SEWA, SEWU, TCFUA and SIBTTA, which represent homeworkers, as well as other associations of homeworkers (in Bangladesh, the Philippines, Thailand). Its coordinator is Jane Tate (Leeds, UK). HomeNet and StreetNet, together with SEWA, certain other unions and support groups at universities and in international organizations, have formed another international network, WIEGO (Women in Informal Employment Globalizing and Organizing) (see Introduction). WIEGO seeks to work at different levels: research, policy proposals, coalition building. Partnerships between unions and NGOs have helped organize informal sector workers. At European Union level, the European Homeworking Group has brought together a coalition of those involved with homeworkers (unions, NGOs, church organizations, researchers). The work of this group was one factor in influencing the majority of European governments to support the ILO Home Workers’ Convention in 1995 and 1996. In the UK, there are many local projects (NGOs or local authority schemes) and a national campaigning organization, the National Group on Homeworking. This group has led the campaign for homeworkers to be included in the national minimum wage and has been a major influence on government policy, public awareness and trade union policy on home work. There are other examples. At one stage in Greece, street committees were organized to represent homeworkers. In Portugal (mainland) work is being done through local rural organizations as well as trade unions. In the UK, a homeworkers’ association was set up in one area. In rural areas, and for obvious reasons in predominantly agricultural countries, there are a number of informal sector unions. SEWA, for one, also organizes rural informal sector workers, such as gum collectors. In India itself, another example, and there could be several, is the HKMP (BP/TUIS/99, Box 16, p. 59). Another example in Latin America is the landless workers movement of Brazil (Movimento Sim Terra - MST), which is currently facing repression in its struggles to occupy unused land belonging to large landowners. In the Brazilian federal state of Parana, the MST has established 82 encampments on unused land, with 7,000 families involved and has resisted police efforts to dislodge these encampments. Since 1980, over one thousand people have been killed in Brazil by hired killers and police in the struggle over land, including many organizers of the MST and of other unions. Very few of these murders have been cleared up. On August 19, a court in Rio de Janeiro acquitted three commanding officers of a military police commando which killed 19 MST members on April 17, 1996 at Carajas. The MST is a member of an international network of landless peasants and small peasants called Via Campesina. (see also BP/TUIS/99, pp. 6 and 28). In summary: informal sector workers are already organizing, partly in existing union structures originating in the formal sector, partly into new unions created by themselves, partly into associations which are sometimes described as NGOs but which are often in fact proto-unions. International networks of informal sector workers already exist. The experience, activities and organizational structures created in this way are valuable resources and points of leverage for the entire trade union movement, also at international level. They are either already a part of the trade union movement, or they are its closest partners and allies. Any discussion and planning on organizing the informal sector should include as a matter of course those who are already doing the job.Seeking partnership: -With NGOs particularly if you want to reach women and research institutions For example HomeNet and StreetNet, together with SEWA, certain other unions and support groups at universities and in international organizations, have formed another international network, WIEGO (Women in Informal Employment Globalizing and Organizing) (see Introduction). WIEGO seeks to work at different levels: research, policy proposals, coalition building.