EI Women’s Conference 2011Taking stock of the Status of Women in Today’s World

21.1.7 (2pm- 3.30pm)

Women in Unions Reconciling Work and Family Responsibilities

Why are work/care responsibilities a workplace/union issue?

– the burden of unpaid care women perform• “a substantial body of research has shown very consistently

that women spend considerably more time than men in unpaid tasks related to caring for children and elders, cooking, cleaning, collecting food, water or firewood among other tasks”

• Girls and women comprise nearly 90% of care givers• Negative cultural norms, gender roles and stereotypes

contribute to perpetuate discrimination toward women and girls and are also the root of violence against women

Why are work/care responsibilities a workplace/union issue?

– the costs to national economies of low workforce participation by women (under-utilisation of talent)

• The persistent undervaluing of women’s work, predicated on the notion that women’s primary role is caring, contributes to pay inequity particularly in female dominated professions such as teaching.

• The gendered division of household responsibilities detracts from economic growth and development whilst ever women are restricted from full economic participation because of a responsibility to the family which men do not yet fully share.

• This too leads to women’s marginal participation in the workforce, being confined to vulnerable and informal employment

How have unions responded?

• Paid Maternity Leave

• Paid Paternity Leave

• Carers’ leave

• Flexible work provisions

• Expanded definitions of “family”

• Childcare

• Breastfeeding/Lactation

How have Governments responded/supported/legislated, or

not (why not)?• Ratification of UN conventions/resolutions and

adoption of ILO conventions, particularly : no.183 Maternity Protection, no.156 Workers with Family Responsibilities.

• National industrial/employment legislation• Paid maternity/parental leave• Childcare payments/subsidies/tax rebates• Right to request flexible work conditions/hours

legislation• Casualisation (Precarious/Informal employment)

How have education employers responded?

• Restrictions on granting flexibilities

• Some supportive policies, perhaps dependant on principals/local level community demand

What more do unions need to do in campaigning for women’s needs in

this area?• Educate community

– on facts related to the burden of unpaid care women perform

– on the costs to national economies of low workforce participation by women (under-utilisation of talent)

– Continue education curriculum regarding gender equality, deconstructing discriminatory gender based stereotyping particularly in regard to domestic responsibilities and care roles and the establishment of equal family relationships

What more do unions need to do in campaigning for women’s needs in

this area?• Strongly campaign opposing the growing

use of or claim that casual employment, being the answer to women’s struggle to balance hours at work and care needs at home.

• Continue to argue for employment practices that are genuinely flexible and responsive to the needs of carers without jeopardizing employment security.

What challenges exist for/within unions?

• Misogyny

• “Special” treatment, backlash

• Culture of men not accessing care leave or flexibilities