Berlin, 5 March 2007 Cinzia Sechi

transcript

Berlin, 5 March 2007

Cinzia Sechi

Women in Trade Unions in Europe:A survey of the ETUC affiliated member organisations

Outline

Background Methodology & Target

Confederations & EIFs

I/ Disaggregated data on women in trade unions in Europe II/ Gender Mainstreaming III/Women in Decision Making positions

TUs policies TUs political bodies TUs leadership

Conclusions and follow-up

Women in Trade Unions in Europe

Background Previous ETUC Surveys

1993, 1999, 2002, 2005

2006 Survey : objectives, methodology, target

81 Confederations 12 European Industry Federations FERPA, EUROCADRES

Target 81 Confederations

60 confederations replied (74% response rate) 32 countries, about 52 million members/19.300.000

12 European Industry Federations + FERPA & Eurocadres 9 responses (64% response rate) About 38 million members/13.500.000 women

Female membership ConfederationsConfederations

Female members in trade union confederations account for 42%

10% unable to provide for specific data 8% able to provide for rough estimation

Slightly increased from 1999 & 2002 surveys

Some patterns: Rate range between 10% and 76%; Highest rates of female membership in the Nordic and Baltic

countries; New member states higher average of 45% Since 1999, increase registered in over 15 unions

Female membership

39% 35%28% 26%

16% 13%

1Lack of financial resourcesLack of human resourcesThe costs of campaignsWomen are in non traditional trade union sectorsLack of commitment/willingness within the confederationNo problems

Obstacles in recruiting women*Obstacles in recruiting women*

* Confederations only

Female membership

European Industry FederationsEuropean Industry Federations Female members in EIFs account for +35% Unchanged from 1999 & 2002 surveys Some sectors more feminised than others

Textile 60% Clothing 70%

Female membership

57,6% 57,6%50,0%

36,4% 36,4%31,8%

16,7%9,1% 7,6% 4,5%

20%30%40%50%

60%70%80%

90%100%

1Lack of time due to family responsibilitiesTrade unions are not sensitive to the specific needs of women workersLack of understanding of the advantages of belonging to a trade unionFear of employer reprisals if they join a trade unionMale domination of trade union activitiesMale domination in trade union leadership positionsCost of trade union contributionsDiscouragement or hostile reactions from their partner and/or familyNot relevantDiscouragement or hostile reactions from colleagues

Factors preventing women from joining TUsFactors preventing women from joining TUs

Gender Mainstreaming 95% of Confederations and 8 (out of 9) EIFs reported

that they implement Gender Mainstreaming. Different instruments adopted (Executive Committee

resolutions, change in the statutes, GM Pact, sex disaggregated statistics, studies…)

Challenges: Increase general awareness Training Lack of data Monitoring & assessment

Gender Mainstreaming 47 Confederations (84%) implement GM in

collective bargaining Measures addressing operators:

Training negotiators ♂ & ♀ on gender issues (60%)……and on gender mainstreaming (42%) Training ♀ in negotiation (53%) Setting up guidelines for collective bargaining with

regard to gender equality (53%) Ensuring ♀ are in negotiating teams (36%)

Gender Mainstreaming Measures addressing the content:

Adding issues to the collective bargaining agenda that are traditionally seen as women’s issues (80%)

Discussing the gender dimension of general issues (e.g. wages, working time, etc.) in collective bargaining (76%)

Finding laws and/or collective agreements and/or government policies dealing with equality to be used during negotiation (57%)

Collecting gender disaggregated facts and figures to be used during negotiation (57%)

Finding out the opinions of female workers on the topics to be negotiated (i.e. using circulars addressed to female workers, and/or questionnaires, and/or researches) (30%)

Gender Mainstreaming 4 EIFs (out of 6) incorporate gender

mainstreaming in the coordination of collective bargaining and in sector-based social dialogue committees 2 by training negotiators ♂ & ♀ on gender issues and

on gender mainstreaming Some sub-sectors more addressed than others (textile &

clothing, chemical/energy…) GM scarcely implemented in EWCs policy. 3

EIFs out of 6 have taken concrete measures

Women in decision making 56% of Confederations and 7 (out of 9) EIFs have

a specific policy to increase the number of ♀ in decision making bodies

Measures implemented include: training (67%) researches/surveys (52%) campaigns (45%) reserved places (44%)

50% adopted an action plan

Women in decision making

65%60%

15%11% 11%

Lack of time

Lack of confidence

Stereotyped ideas

Meetings' organisation

Lack of specific policy

Lack of training ofwomen

Discouragement ofpartner and/or family

Discouragement fromcolleagues

Inflexible companyrules

Factors limiting the presence of women in TUs decision-making bodiesFactors limiting the presence of women in TUs decision-making bodies

Women in decision making CONFEDERATIONS BODIESCONFEDERATIONS BODIES

30% 25% 32%

70% 75% 68%

33% 28% 26%

67% 72% 74%

Congress2002 - 2006

ExecutiveCommittee2002 - 2006

SteeringCommittee*2002 - 2006

72% 70%92% 85%

8% 15%28% 30%

17%36%

10%20%

64%83% 80%

Presidents2002-2006

VicePresidents2002-2006

GeneralSecretary2002-2006

DeputyGeneral

Secretary2002-2006

LEADERSHIP IN CONFEDERATIONSLEADERSHIP IN CONFEDERATIONS

Women in decision making EIFs BODIESEIFs BODIES

Female delegates at: Congress: 35%* (25% in 2002)

Gap with female membership rate ranging from (-9 to + 29)

Executive Committee: 29%** (23% in 2002) Steering Committee 36%** (28% in 2002)

*6 EIFs out of 9

**5 EIFs out of 9

LEADERSHIP IN THE LEADERSHIP IN THE 1212 EIFs EIFs

2/10 President (ETUF-TCL, EPSU) 16% 8/20 Vice-President (EMCEF, EPSU,

EUROCADRES, ETUCE) 29% 3/10 General Secretary (EPSU, UNI-EUROPA,

FERPA) 23% 1/4 Deputy General Secretary (ETF) 20%

Conclusion % of ♀ members is known in the majority of confederations and averages around 42% (constant and slow

increase since 2002)

More statistics are needed on the categories of ♀ workers (part-time, fixed term contracts, etc.) Need of more reliable sex disaggregated data on members of EIFs TU should incorporate further gender mainstreaming in order to cover ALL trade union policies, including EWCs Training, raising awareness and reliable statistics on gender mainstreaming are fundamental to its full promotion Number of women in decision making positions still unbalanced Follow-up

Conclusion

THANK YOU

GRAZIE

Organisations not responding to the questionnaire

5 EIFs: 5 EIFs:

EAEA - European Arts and Entertainment Alliance, EUROCOP - European Confederation of Police, EFJ/FEJ - European Federation of Journalists, EMF/FEM - European Metalworkers’ Federation, ETUCE/CSEE - European Trade Union Committee for Education.

21 CONFEDERATIONS: 21 CONFEDERATIONS:

USDA – Andorra, SEK – Cyprus, TURK-SEN – Cyprus, AC – Denmark, ADEDY – Greece, AszSz – Hungary, SZEF- Hungary, ÉSZT- Hungary, BSRB – Iceland, LPSS (LDS) – Lithuania, CMTU – Malta, USM – Monaco, CNV – Netherlands, CARTEL ALFA – Romania, CSDR – Romania, CSdl – S. Marino, CDLS – S. Marino, Travail Suisse – Switzerland, DISK – Turkey, HAK-IS – Turkey, KESK – Turkey.

50%40% 35% 32% 30% 28%

22% 20% 18% 18%

WOMEN & POLICY DEPARTMENTSWOMEN & POLICY DEPARTMENTS

Berlin, 5 March 2007 Cinzia Sechi

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