Academic journal article Kadin/Woman 2000

Gender Responsive Provisions in Collective Bargaining agreements/Toplu Pazarlik Anlasmalarindaki Toplumsal Cinsiteye Duyarli Hukumler

Academic journal article Kadin/Woman 2000

Gender Responsive Provisions in Collective Bargaining agreements/Toplu Pazarlik Anlasmalarindaki Toplumsal Cinsiteye Duyarli Hukumler

Article excerpt

Abstract

This paper determines the different gender-related concerns of women workers they considered important to be addressed in Collective Bargaining Agreement (CBA) negotiations and analyzes whether there are actual CBA provisions responsive to these. It also identifies benchmark gender-responsive CBA provisions which other unions could use as bases in negotiating their own CBA demands to respond to women-specific needs and issues. Data were gathered from 50 union leaders in a series of focused group discussions held in the City of Manila and from 50 CBAs from various industries in the Philippines. Findings revealed that trade unionists perceived, before and even up to now, that issues related to: (1) tack of support on reproductive health/rights, (2) sexual harassment, and (3) discrimination against married women were the top three ranked most important women issues that should be addressed in the CBAs. It also appeared that only the CBAs in the Hotel Industry are gender-focused, evidenced by the inclusion in most, of a separate article that pertains to women workers' benefits, whiles the rest lack or has no substantial provisions that will fully benefit women workers in particular. Generally, collective bargaining has not proved to be the panacea for addressing the existing gender inequality in the workplace; and it seems that the best way to address the gender concerns of women workers in the workplace and in all fields of working life is likely through the legislations and the courts. At the company level, it is recommended that trade union women leaders, in collaboration with the men leaders, must implement courses of action, such as improving CBA provisions related to reproductive health/rights and sexual harassment and discrimination against married women as well as involving and training more women workers in union governance.

Keywords: Collective bargaining, Collective Bargaining Agreements, Filipino women workers,Women in trade unions, Gender responsive CBAs.

Oz

Bu makale kadin iscilerin toplu sozlesme surusmelerinde dikkate alinmasini istedikleri sorunlari tanimlarken gorusmelerin bu sorunlaar ne derecede yanit verdigini tartismaktadir. Ayrica makale toplumsal cinsiyete duyarli toplu sozlesme gorusmelerde ortaya cikan referans noktalarinin diger sendikalar tarafindan kadinlara ozgu ihtiyaclar ve sorunlara cevap verecek bicimde nasil kullanilabilecegini tanimlamaktadir. Veriler Manila, Filipinler'de 50 degisik sektorden gelen 50 sendika lideriyle yapilmis focus grup toplantilarindan derlenmistir. Bulgular gostermistir ki sendika liderleri toplu gorusmelerde onceden ve halen gecerli olan su sorunlari dile getirmelidirler: (1) kadinlara ureme sagligi ve haklari konusunda yeterince destek olunmamasi; (2) cinsel taciz; ve (3) ust duzey yonetimde evli kadinlara yer verilmemesi. Sadece otelcilik sektorundeki toplu sozlesme gorusmelerinde calisan kadinlarin haklarini koruyan toplumsal cinsiyet odakli bir maddeye yer verildigi gorulmustur. Genellikle toplu sozlesme gorusm eleriyle isyerlerindeki toplumsal cinsiyet esitsizliklerine cozum saglanamadigi gorulmustur. Bu konudaki en iyi yontem yasal duzenlemeler ve mahkemeler olarak gorunmektedir. Isyeri duzeyinde sendikalarin kadin liderlerinin erkeklerle birlikte calisarak toplu is sozlesmeleri gorusmelerine, kadinlari sendika yonetiminde yer almalari yonunde egitmenin yani sira, kadinlarin ureme sagligi ve haklarinin taninmasi, cinsel tacizin onlenmesi ve ust duzey yonetimde evli kadinlara yer verilmesi icin bir dizi madde katmalari gerekmektedir.

Anahtar Kelimeler: Toplu pazarlik, Toplumsal cinsiyet, Filipin, Toplu sozlesme

A woman worker has the right to be treated with respect, the right to a reasonable workload, the right to an equitable wage ... and the right to be human.

(Peartman, Coburn, Jakubowski, 1973:16)

Introduction

Women and men is an essential way of classifying people in society. …

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