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

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Acknowledgments We wish to thank: • The women workers and women managers who took the time and the trouble to contribute their insights, opinions and experiences for this book. • The International Labour Organization (ILO) and the Employers’ Federation of Ceylon (EFC) for their initiative and support during all stages of this book. Ms. Claudia Coenjaerts, former Director, ILO Colombo; Ms. Tine Staermose, current Director, ILO Colombo; Ms. Jyoti Tuladhar, Bureau of Gender Equality, Geneva; Ms. Reiko Tsushima, ILO Sub-regional Office, New Delhi; Ms. Shafinaz Hassendeen, Senior Program Officer, Ms. Pramodini Weerasekera, Program Assistant and Ms. Sharmila Daluwatte, Program Associate of ILO Colombo; and the secretarial staff of the Colombo office whose support is most appreciated. • From the EFC, Mr. Gotabaya Dasanayaka, Director General, Ms. Megamali Aluwihare and Ms. Ayomi Fernando for coordination assistance in accessing selected private sector companies for the original survey. • The fieldworkers: Ms. Theja Godakandaarachchi, Ms. Ruwanthi Werake, Ms. R. V. Chandima, Ms. Maheshi Ranatunga, and Mr. Duminda Palihakkara for data processing and statistical analysis of the studies. • Dr. Anila Dias Bandaranaike of the Central Bank for her statistical insights. • Ms. Harshini Seneviratne and Ms. Sharmila Daluwatte, Attorneys -at-Law, for cross-checking the legal inputs. • Ms. Sharni Jayawardena for editorial advice and copyediting. Maithree Wickramasinghe Wijaya Jayatilaka August 2006 VII
Introduction This book is written with a number of objectives in mind. Firstly, it is our intention to convey the macro situation and status pertaining to the participation of women in the Sri Lankan labour force, particularly in the private sector. Secondly, to illustrate the specific gendered experiences of women workers and women managers in their respective workplaces. Thirdly, we wish to consider the implications of these particular gender experiences and issues from a perspective of strategic management. And finally, to provide guidelines on how to make work organizations more gender responsive to suit the complex needs of strategic management of the present-day private sector. The book 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 issues and barriers that exist in the workplace for women workers and women managers in various sectors and levels of the Sri Lankan private sector. The original survey of 100 private sector workplaces, 6 case studies of women managers and 10 case studies of women workers were later expanded to include a further survey of 66 women workers. This was done with the intention of providing a more comprehensive view of gender concerns in workplaces as experienced by the women themselves. The overall initiative resulted in the formulation of Guidelines for Company Policy on Gender Equity/Equality (ILO 2005) and a manual (forthcoming) on how to operationalize a gender policy. It is our fervent hope that the end result of this exercise will improve women’s working conditions, and provide equal opportunities and gender justice - for both women and men in the private sector. We also hope that employers will take the cue from this book to reconsider their work ethics, and be inspired to promote new work structures and management cultures that are gender equal and equitable-so as to enjoy the maximum benefits of worker satisfaction, as well as the enhanced efficiency and productivity of their organizations. VIII
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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
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The concept of “quality of work l
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Page 103 and 104: Organizational Superstructure: inst
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Page 107 and 108: Sage Publications, (London / Thousa
Page 109 and 110: Contents Foreword Acknowledgments I
Page 111 and 112: Foreword Today, women are active ev
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Page 125 and 126: This is followed by a more localize
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