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

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Wickramasinghe and Dr. Wijaya Jayatilaka, This publication is based on a study commissioned by the Employers Federation of Ceylon (EFC) and the International Labour Organization (ILO), to assess gender equality and equity barriers that exist in the workplace for women workers and women managers at various levels of the Sri Lankan private sector. Based on the main findings of the research study, a joint ILO – EFC seminar was held in 2003 on “Women in Management”, an initiative which resulted in the formulation of Guidelines for Company Policy on Gender Equity/Equality (ILO 2005). ILO is strongly committed to promoting women’s rights in the world of work and eliminating all forms of gender based discrimination at work. International labour standards adopted by the ILO guarantee women workers’ rights and promote equal opportunities and equal treatment for men and women in employment. Sri Lanka has ratified the ILO Conventions 100 and 111 concerning discrimination and women workers’ rights and national legislations reflecting these international standards do exist. Progress has however been slow in raising the awareness of women workers’ rights and the understanding of gender issues in the workplace by both workers and employers and if not reinforced will not create a gender responsive working culture achieving gender equality at work. This book aims at raising awareness about the challenges faced by women workers and managers, and provides guidelines on how to make work organizations more gender-responsive. It provides greater insight into developing gender equitable and strategic management policies and structures to enable women to break through the ‘Glass Ceiling’ at all levels of work, in particular in relation to recruitment, selection, training and development, performance appraisals, promotions, remunerations, communications, working conditions, prevention of sexual harassment and workers with family responsibilities. I hope that the readers of this publication – be they employers, executives, human resource managers, academics, trade unions, NGOs and others – will find inspiration in the examples provided and gain substantive knowledge to initiate their own organizational actions to reconsider their work ethics, and be inspired to promote new work structures and management cultures that are gender equal / equitable - so as to enjoy the maximum benefits of worker satisfaction, as well as the enhanced efficiency / productivity of their organizations. V
I wish to express my sincere appreciation to the two authors for their excellent work and true commitment to highlighting the issues surrounding working women. I also wish to thank the many organizations and colleagues, who have contributed to the realization of this book. In particular, I would like to thank the Employers’ Federation of Ceylon (EFC) Mr.Gotabaya Dasanayaka, Director General and other officers for their assistance in coordinating the survey. Within the ILO, special thanks goes to Ms. Claudia Coenjaerts, former Director of the ILO Colombo Office, Ms. Jyoti Tuladhar (ILO Geneva), Ms. Reiko Tsushima, (ILO New Delhi), Shafinaz Hassendeen, Ms. Pramodini Weerasekera and a special thanks to Ms. Sharmila Daluwatte, who worked tirelessly to coordinate all the efforts. Tine Staermose Director International Labour Organization Colombo VI
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Beyond Glass Ceilings and Brick Wal
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The Wages Board Ordinance No. 27 of
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An assault may include any act that
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The most recent gender disaggregate
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Table 2 indicates the major occupat
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Table 5: Private Sector Employment
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Aside from the survey of 100 compan
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men in the public sphere working ou
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to higher education (including thos
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The inequalities and inequities cem
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Unfortunately, these entitlements a
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One interviewee stated how the mark
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Employee Mobility 24 Training Respo
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doubtful that management was aware
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There were facile explanations in r
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Some examples of conditions for wor
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such as secretaries, who may be pro
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There are, of course, many other wo
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Women who undergo sexual harassment
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out to be the victim. (He had also
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worker dissatisfaction. This in tur
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Workers Rights and Unionization Non
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and family balance, the needs of wo
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linked to the type of product or se
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Women’s dress is also taken to si
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Language is also utilized in unders
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2) There is organizational prejudic
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54 PART II
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undertaken for the purpose of pinpo
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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 and 108: Sage Publications, (London / Thousa
Page 109 and 110: Contents Foreword Acknowledgments I
Page 111: Foreword Today, women are active ev
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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