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

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2. Collective dispute It can be easier for a group of workers with a common problem to file a complaint. In a group you are always stronger than alone. Again the first step is trying to solve the problem within the enterprise. If this does not work you can: - file a complaint through trade unions which will perform as representative to negotiate, on behalf of employees’ interests, with the employers - start a conciliation procedure of the Ministry of Social Affairs and Labour. In case of nonconciliation the next option is: - bring the case to the Arbitration Council. This Council will only take into consideration the nonconciliation cases of the Ministry. The decision will be given within 15 days. The decision has binding power if neither of the parties files an opposition against the decision within 8 days. In case of opposition, the decision will be nullified; this means that one of the parties can still go to court or, for instance, the workers can decide to strike. Workers in the Informal Sector At present, workers in the informal sector, for instance, domestic workers, homeworkers and agricultural workers are not appropriately protected by the law. In order to enhance their bargaining power, they should be encouraged to set up their own groups in the form of informal groups, trade unions, associations, cooperatives, housewives’ or professional collectives. The right to set up such groups is recognized in the Constitution for all Cambodian citizens. 159
Briefing Note 10 Introduction to the International Labour Organization About the International Labour Organization The International Labour Organization (ILO) was founded in 1919 upon three basic ideals: 1. promotion of peace through social justice 2. recognition of collective rather than isolated solutions 3. development of the notion that no country should gain competitive advantage over others through the application of sub-standard working conditions 25 In 1946, the ILO became the first specialized agency associated with the United Nations (UN). Each specialized agency has its own area of competence and the ILO’s competence lies in the world of work and employment. It has its own constitution and membership and its own organizational structure, budget and staff. As of March 2003, there are 175 ILO member States. A unique feature of the ILO as compared to other international agencies is its tripartite structure. Employers’ and workers’ representatives participate in the ILO’s work on an equal basis with representatives of their governments. The International Labour Organization and Gender Equality Gender equality is a fundamental human right and an essential condition for achieving effective democracy. The ILO Constitution affirms, “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”. Countries are increasingly committed to the promotion of equality of opportunity and treatment between women and men in the world of work. But governments, employers’ and workers’ organizations and other civil society organizations face difficulties in making the principles and provisions of international instruments effective in national law and practice. They often seek information from the ILO on the different approaches taken in various parts of the world to give practical effect to gender equality principles 26 . The ILO has approached the fundamental principle of equality of opportunity and treatment between women and men in three main ways: 1. as a matter of human rights and essential condition for achieving effective democracy. The fight against discrimination on the basis of sex is considered as a fundamental issue in protecting human rights 2. as a matter of social justice, by improving women’s access to employment and training and their conditions of work and social protection 3. as a matter of sustainable development, by promoting the participation of women in decision making and their involvement in shaping development and labour policies and practices that adequately respond to equality objectives The policy instruments available to the ILO to promote equality for men and women in the world of work are: 25 Briefing Kit Gender Issues in the World of Work, ILO, Geneva, 1995 26 e.quality@work: an information base on equal employment opportunities for women and men, ILO, Geneva, 2001 160
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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
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Reasons often heard for not doing a
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Exercise Step 1 • Ask the partici
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Card 1: No to Suppression of Freedo
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Card 5: Maternity Protection (pictu
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Song 3. Cruel Suffering of the Work
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Step 3 • Tell the participants th
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The following case is an example of
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Story two: A group of women workers
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The number of female members in som
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No child should have to work No chi
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In article 48 this is made more exp
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story 2: Kolab, 12 years old, flowe
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Related sessions and briefing notes
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How to make the circle of debt: Exe
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Situations in which people often ne
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• Place a green fiche when the an
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4.9 Migrant Workers Objectives •
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Story and questions for each square
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What do you think will happen to th
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4.10 Trafficking Objectives • To
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The strategies traffickers often us
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• Explain the meaning of the 4 co
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Rest period There are no official r
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• Explain the meaning of the 4 co
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4.12 Workers with Family Responsibi
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- What do they think of the role of
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4.13 Maternity Protection Objective
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Step 4 • Show the last card: term
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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
Page 152 and 153: Gender Equality at Work Equal right
Page 154 and 155: What are the results of stress? For
Page 156 and 157: At work: The use of alcohol and dru
Page 158 and 159: At work: As HIV/AIDS affects the ec
Page 162 and 163: International Labour Standards: a s
Page 164 and 165: Glossary Abortion Benefit Bonded la
Page 166 and 167: certain characteristics or who belo
Page 168 and 169: List of Useful Organizations Nation
Page 170 and 171: Cambodian HIV/AIDS Education and Ca
Page 172 and 173: For General Information and Referra
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