manual: women workers' rights and gender equality - International ...

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- What do they think of the role of the husband? - Do they think it will be advantageous for the husband if he helps Pisei? - Do they think the reaction of the boss is fair? - Do they think it will profit the employer if he helps Pisei? - Can they think of a solution? - Do they face similar problems sometimes? - If yes, what do they do? Step 5 • Explain very briefly the ILO Convention 156 about Workers with Family Responsibilities • Discuss it with the participants using the following questions: - What do they think about the Convention? - Do they think measures can be taken at their work to solve problems like Pisei faces? - Can they think of a type of action or strategy they can follow to discuss these problems at work? Step 6 • Summarize the things done and learned during this session: - Sharing household activities and caring for sick or elderly among the household members can solve many problems. - Employers who take measures for workers with family responsibilities will also be better off: a happy worker is a better worker. Notes for the trainer During this session it should become clear that many women carry what is commonly referred to as the “double burden” (a full day at work and a full day at home). Women are more vulnerable to various forms of discrimination because they have to deal with responsibilities at home like taking care of dependent children and the elderly 6 . Employers often display discriminatory attitudes, like in Pisei’s case: to say that she will be fired if she can not handle the situation. Measures to promote equality of opportunity and treatment for women in employment are not likely to achieve their goal if large numbers of women have to give up their jobs because of family responsibilities. Convention 156: Workers with Family Responsibilities To protect both men and women workers with family responsibilities the ILO member States developed Convention 156: Workers with Family Responsibilities. It promotes sharing of family responsibilities and equal opportunity and treatment for women and men workers with such responsibilities. States that ratify this Convention shall develop a national policy to enable these persons to engage in employment without being subject to discrimination, and without conflict between their employment and family responsibilities. Appropriate measures shall be taken in community planning and development of community services as childcare and family services and facilities. Furthermore, family responsibilities alone are not a valid reason for a person to lose his or her job. The Cambodian Government did not yet ratify this Convention. However, the Labour Code 1997 states in Chapter 6, section 8, article 186: managers of enterprises employing a minimum of one hundred women or girls shall set up, within their establishments or nearby, a nursing room and a crèche. If the company is not able to set up a crèche on its premises for children over eighteen months of age, female workers can place their children in any crèche and the charges shall be 6 Modular Training Package – Women Workers’ Rights, Module 3, 2.8, ILO Geneva, 1994 101
paid by the employer. ILO experience has learned that it is better not to make the provision of child care facilities obligatory only for companies with many women workers as this leads to discrimination in access to employment against women in practice. Another provision given in the Labour Act 1997 is the possibility of special leave (chapter 6, section 7). The employer has the right to grant a worker special leave during the event directly affecting the worker’s immediate family (see session about time to work, overtime and leisure time for more details about special leave). The fact that only these two provisions are mentioned in the Labour Act 1997 does not mean that workers can not ask their employers for other measures to support workers with family responsibilities. Possible measures can be: - Change of attitude: to encourage sharing family responsibilities between men and women - Provision of parental leave - Provision of leave for sick family members - Facilities for the elderly - Flexible working arrangements Of course this needs investments from all: men and women workers, the Government and employers. They should share the costs of care for children and the elderly. Employers who offer a family-friendly workplace find their reward through increased motivation and productivity of their workers. Stimulate the participants to discuss the problems they face. Most probably a lot of them have the same kind of problems. Discuss how they cope with it. Stimulate them to come up with ideas how they want and can change their situation before mentioning possible measures. Of course it will take time to change things but doing nothing means no change at all. Tell them that they are stronger in a group than alone. Give them suggestions on where they can get support (trade unions and other organizations). Related sessions and briefing notes 4.3 Equality at Work Briefing Note 7 Decent Work, Workers and their Rights Briefing Note 9 Violation of Rights at Work: File a Complaint 102
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Contents Foreword..................
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25. No to forced labour, yes to fre
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Chapter 1 About this Manual 1.1 Int
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Objective: Gives the main learning
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In gender and women workers’ righ
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2.3 Adult learning Most of the part
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Contents Questions regarding the co
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2.9 The first day The first day is
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Learning objectives After the sessi
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Situation cards: Marriage Men gambl
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Use the following questions in the
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Situation cards: set 1 A woman does
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Again, emphasize that changes are p
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Step 2 • Ask both groups to sit d
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3.2 2. Values and Attitudes - State
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- Did everybody have the same opini
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3.3 Division of Work Step 1: What d
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Both men and women play multiple ro
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Exercise Step 1 • Divide the part
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Related sessions and briefing notes
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Step 2 • Discuss how the existing
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Exercise Step 1 • Explain to the
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Make clear that decision making pow
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4.1 Rights and Responsibilities Obj
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Step 4 • Explain the terms “bas
Page 52 and 53: Reasons often heard for not doing a
Page 54 and 55: Exercise Step 1 • Ask the partici
Page 56 and 57: Card 1: No to Suppression of Freedo
Page 58 and 59: Card 5: Maternity Protection (pictu
Page 60 and 61: Song 3. Cruel Suffering of the Work
Page 62 and 63: Step 3 • Tell the participants th
Page 64 and 65: The following case is an example of
Page 66 and 67: Story two: A group of women workers
Page 68 and 69: The number of female members in som
Page 70 and 71: No child should have to work No chi
Page 72 and 73: In article 48 this is made more exp
Page 74 and 75: story 2: Kolab, 12 years old, flowe
Page 76 and 77: Related sessions and briefing notes
Page 78 and 79: How to make the circle of debt: Exe
Page 80 and 81: Situations in which people often ne
Page 82 and 83: • Place a green fiche when the an
Page 84 and 85: 4.9 Migrant Workers Objectives •
Page 86 and 87: Story and questions for each square
Page 88 and 89: What do you think will happen to th
Page 90 and 91: 4.10 Trafficking Objectives • To
Page 92 and 93: The strategies traffickers often us
Page 94 and 95: • Explain the meaning of the 4 co
Page 96 and 97: Rest period There are no official r
Page 98 and 99: • Explain the meaning of the 4 co
Page 100 and 101: 4.12 Workers with Family Responsibi
Page 104 and 105: 4.13 Maternity Protection Objective
Page 106 and 107: Step 4 • Show the last card: term
Page 108 and 109: 4.14 Sexual Harassment at Work Obje
Page 110 and 111: adequate performance of workers. Th
Page 112 and 113: A person who tricks a minority pers
Page 114 and 115: 8. A pregnant woman who is under pr
Page 116 and 117: 4.16 Domestic Violence Objectives
Page 118 and 119: At work: Violence causes immediate
Page 120 and 121: Step 4 • Explain where to go in c
Page 122 and 123: Facts and myths about rape Myth: Ra
Page 124 and 125: Step 4 • Ask the participants to
Page 126 and 127: 4.19 HIV/AIDS and Work Objectives
Page 128 and 129: Step 5 • Explain briefly the Code
Page 130 and 131: HIV/AIDS at work HIV/AIDS is a work
Page 132 and 133: Working in a very noisy area Workin
Page 134 and 135: information to the workers. Another
Page 136 and 137: Briefing Note 1 Training Methods Th
Page 138 and 139: • Interviewing • Negotiating
Page 140 and 141: Briefing Note 2 Gender Equality 16
Page 142 and 143: Gender stereotypes Gender gap Gende
Page 144 and 145: Briefing Note 4 Key Principles for
Page 146 and 147: Briefing Note 5 Gender Planning: St
Page 148 and 149: issue but consensus on this agreeme
Page 150 and 151: 3. Cultural and social norms and va
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Gender Equality at Work Equal right
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What are the results of stress? For
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At work: The use of alcohol and dru
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At work: As HIV/AIDS affects the ec
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2. Collective dispute It can be eas
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International Labour Standards: a s
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Glossary Abortion Benefit Bonded la
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certain characteristics or who belo
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List of Useful Organizations Nation
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Cambodian HIV/AIDS Education and Ca
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For General Information and Referra
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