Beyond Glass Ceilings and Brick Walls - International Labour ...

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Copyright@International Labour Organization, 2006 First published 2006 Publications of the International Labour Office enjoy copyright under Protocol 2 of the Universal Copyright Convention. Nevertheless, short excerpts from them may be reproduced without authorization, on condition that the source is indicated. For rights of reproduction or translation, application should be made to the Publications Bureau (Rights and Permissions), International Labour Office, CH-1211 Geneva 22, Switzerland. The International Labour Office welcomes such applications.Libraries, institutions and other users registered in the United Kingdom with the Copyright Licensing Agency, 90 Tottenham Court Road, London W1T 4LP [Fax: (+44) (0)20 7631 5500; email:cla@cla.co.uk], in the United States with the Copyright Clearance Center, 222 Rosewood Drive, Danvers, MA 01923 [Fax: (+1) (978) 750 4470; email: info@copyright.com] or in other countries with associated Reproduction Rights Organizations, may make photocopies in accordance with the licences issued to them for this purpose. ILO International Labour Organization, 2006 “Beyond Glass Ceilings and Brick Walls – Gender in the Workplace” Print version: ISBN 92-2-119162-1 Web version: ISBN 92-2-119163-X The designations employed in ILO publications, which are in conformity with United Nations practice, and the presentation of material therein do not imply the expression of any opinion whatsoever on the part of the International Labour Office concerning the legal status of any country, area or territory or of its authorities, or concerning the delimitation of its frontiers. The responsibility for opinions expressed in signed articles, studies and other contributions rests solely with their authors, and publication does not constitute an endorsement by the International Labour Office of the opinions expressed in them. Reference to names of firms and commercial products and processes does not imply their endorsement by the International Labour Office, and any failure to mention a particular firm, commercial product or process is not a sign of disapproval. ILO publications can be obtained through major booksellers or ILO local offices in many countries, or direct from ILO Publications, International Labour Office, CH-1211 Geneva 22, Switzerland or from the ILO Office in Colombo, 202-204, Bauddhaloka Mawatha, Colombo 7, Sri Lanka. Catalogues or lists of new publications are available free of charge from the above address, or by email: pubvente@ilo.org; colombo@ilo.org; Visit our website: www.ilo.org/publns; www.ilo.org/colombo Printed: ILO Country Office, Sri Lanka I
Contents Foreword Acknowledgments Introduction Maithree Wickramasinghe and Wijaya Jayatilaka IV VII VIII Part I Chapter One Gender and the Workforce Maithree Wickramasinghe and Wijaya Jayatilaka Gender and Labour Regulatory Frameworks 01 A National Picture – Gender Configurations in the Labour Force 05 An Institutional Picture – – Speaking with 100 Companies in the Private Sector 09 A Personal Picture – – Introducing Workers and Women Managers 13 Chapter Two Demolishing Brick Walls Maithree Wickramasinghe Gendered Work Structures and Practices 17 The Employer/ Employee Contact 18 Recruitment 18 Remuneration 20 Allowance and Benefits 21 Employee Mobility Training 24 Recognition 24 Upward Mobility 26 Working Environment Rules and Regulations 27 Working Conditions 28 Occupational Hazards 33 Sexual Harassment 35 II
Page 1 and 2:
Beyond Glass Ceilings and Brick Wal
Page 3 and 4:
The Wages Board Ordinance No. 27 of
Page 5 and 6:
An assault may include any act that
Page 7 and 8:
The most recent gender disaggregate
Page 9 and 10:
Table 2 indicates the major occupat
Page 11 and 12:
Table 5: Private Sector Employment
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Aside from the survey of 100 compan
Page 15 and 16:
men in the public sphere working ou
Page 17 and 18:
to higher education (including thos
Page 19 and 20:
The inequalities and inequities cem
Page 21 and 22:
Unfortunately, these entitlements a
Page 23 and 24:
One interviewee stated how the mark
Page 25 and 26:
Employee Mobility 24 Training Respo
Page 27 and 28:
doubtful that management was aware
Page 29 and 30:
There were facile explanations in r
Page 31 and 32:
Some examples of conditions for wor
Page 33 and 34:
such as secretaries, who may be pro
Page 35 and 36:
There are, of course, many other wo
Page 37 and 38:
Women who undergo sexual harassment
Page 39 and 40:
out to be the victim. (He had also
Page 41 and 42:
worker dissatisfaction. This in tur
Page 43 and 44:
Workers Rights and Unionization Non
Page 45 and 46:
and family balance, the needs of wo
Page 47 and 48:
linked to the type of product or se
Page 49 and 50:
Women’s dress is also taken to si
Page 51 and 52:
Language is also utilized in unders
Page 53 and 54:
2) There is organizational prejudic
Page 55 and 56:
54 PART II
Page 57 and 58: undertaken for the purpose of pinpo
Page 59 and 60: III Strategic Management In today
Page 61 and 62: The concept of “quality of work l
Page 63 and 64: • Successful organizations will r
Page 65 and 66: is rising. People today see more op
Page 67 and 68: 1. Social Expectations and Gender S
Page 69 and 70: Centralized, hierarchical, top-down
Page 71 and 72: organizational cultures can be deve
Page 73 and 74: posts will be mutually beneficial.
Page 75 and 76: 1. Soft toy manufacturing 2. Tea tr
Page 77 and 78: In the ten companies selected for t
Page 79 and 80: Such situations can be avoided if c
Page 81 and 82: In the IT service provider company,
Page 83 and 84: The inability or reluctance to trav
Page 85 and 86: In such a framework, persons with a
Page 87 and 88: to be provided with opportunities f
Page 89 and 90: women are treated by male colleague
Page 91 and 92: I. At Policy Levels • Articulate
Page 93 and 94: within an organization needs to be
Page 95 and 96: III. Training and Development • I
Page 97 and 98: V. Promotions • Improve advanceme
Page 99 and 100: 98 systems and the underdevelopment
Page 101 and 102: developing an enabling environment
Page 103 and 104: Organizational Superstructure: inst
Page 105 and 106: Employment of Women, Young Persons
Page 107: Sage Publications, (London / Thousa
Page 111 and 112: Foreword Today, women are active ev
Page 113 and 114: I wish to express my sincere apprec
Page 115 and 116: Introduction This book is written w
Page 117 and 118: Moreover, these same gender unequal
Page 119 and 120: Hence, a majority of workplaces do
Page 121 and 122: Moreover, gender roles and responsi
Page 123 and 124: IT, hotels and travel. There is als
Page 125 and 126: This is followed by a more localize
Page 127: PART I
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