wormen at work2
TRANSCRIPT
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Industrial Relation
AndWomen Employees
Presented by:
Dr. Anil Sardhna
Associate Professor,
Dr. PG Arul
Assistant ProfessorShaheed Bhagat Singh
College ( University of Delhi)
New Delhi-17
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HISTORICAL PERSPECTIVE ² WOMEN IN INDIA
� During Vedic period (3000-1200 BC)women were on par with men.
� During post Vedic period they startedloosing this status..
� During the Mughal rule, women's statuswas even more reduced.
� During British rule, reforms wereinitiated with respect to status of women.
� In free India legally at least, men andwomen are equal.
� In free India we have to deal with apsyche that has come down from the
ages.
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STATISTICS - INDIA
� Population
� Males ± 532 million
� Females ± 497 million
� Sex ratio 933 women for every 1000 men
Year Year Pop.Pop.
(In millions)(In millions)
19511951 361361
19711971 548548
19911991 846846
20062006 11141114
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STATISTICS - EDUCATION
� No. of Universities
(1951 ± 27 2000 ± 254)
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Women constitute a significant part of the work-force in
India.
The work participation rate continues to be substantially
less for females than for males. There has been some
improvement in the work participation rate of femalessince 1971.
Majority of women workers are employed in rural areas.
Amongst rural women workers, 87% are employed in
agriculture as laborers and cultivators. Amongst women
workers in urban areas, about 80% are employed in
unorganized sectors like household industries, petty trades
and services, buildings and construction, etc.
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Work participation rate for women, which was 7.18 and 9.74 percent in urban
areas In 1971 and 1991 respectively went up to 11.55 in 2001. In the rural areas
the female work participation rate has shown steady improvement since 1971 as
compared to urban areas. It has risen from 15.92 in 1971 to 27.20 in 1991 and to30.98 in 2001.
WORK PARTICIPATION
RATE IN INDIA
( 1971-1991) Year
Total
Rural
Urban
Persons Males Females
1971 TotalRural
Urban
34.1735.33
29.61
52.7553.78
48.88
14.22
15.92
7.18
1981 Total
Rural
Urban
36.70
38.79
29.99
52.62
53.77
49.06
19.67
23.06
8.31
1991 Total
Rural
Urban
37.68
40.24
30.44
51.56
52.50
48.95
22.73
27.20
9.74
2001 (Provisional) Total
Rural
Urban
39.26
41.97
32.23
51.93
52.36
50.85
25.68
30.98
11.55
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Employed men and women by indust y - July 2008
0 100 200 300 400 500 600 700 800 900 1000
Agr r r r g
Mining
Manufactur ing
Electr icity, gas and water supply
Constr uction
holesale tr ade
Retail tr ade
Accommodation, cafes and r estaur ants
Tr anspor t and stor age
Communication ser ices
Finance and insur ance
r oper ty and business ser icesGover nment administr ation and defence
Education
Health and community se r vices
Cultur al and r ecr eational ser vices
er sonal and other ser vices
'000
Men omen
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Employed men and women by occupation - July 2008
0 200 400 600 800 1000 1200 1400
Managers and administrators
Professionals
Associate professionals
Tradespersons and related workers
Adv. clerical and service workers
Intermed. clerical, sales and service workers
Intermed. production and transport workers
Elemen. clerical, sales and service workers
Labourers and related workers
'000
Men Women
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Labour force status - women aged 20-59 - 1996-
2006
0%
10%
20%
30%
40%
50%
60%70%
80%
90%
100%
1 9 6 6
1 9 6 9
1 9 7 2
1 9 7 5
1 9 7 8
1 9 8 1
1 9 8 4
1 9 8 7
1 9 9 0
1 9 9 3
1 9 9 6
1 9 9 9
2 0 0 2
2 0 0 5
%
o f p o p u l a t i o n unemployed
part-time
full-time
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Key Labour Force Statistics
Women Men
Part-time work (% of employed aged 20-59) 30% 4%
Full-time work (% of employed aged 20-59) 70% 96%
Total work (% of population) 70% 85%
Owner managers (% of employed) 13% 23%
Casual (% of employees) 25% 16%
Permanent (% of employees) 75% 84%
Average full time ordinary time earnings(Feb 2008) $1,190 $1,003 84.3%
Total average weekly earnings (Feb 2008) $1,065 $695 65.3%
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Women in Business in India
� While we have progressed in different areas, there is
another side..In PSUs women comprise only about 5.68%
of the total workforce
� About 20,905 women managers of whom only 1-2 have
made it to the top.� IT companies in India employ 20-25% women while BPOs
employ over 50%
� The flipside is that only 6% reach senior levels.
�
Women get promoted earlier than men and yet why don¶tthey reach the top? ± relocation, work timings, travel aresome of the reasons.
� Women have now made their presence felt in maledominated industries like manufacturing, airlines (pilots),insurance, real estate and the like.
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Hindrance to have a career for
women employeesSome of the reasons are:
1. Marriage
2. Husbands career more important
3. Parenthood during critical time of
career 4. Social expectations of role of
mother/daughter/wife
5. Lack of networking
6. Satisfied with routine job7. Women's income still considered
secondary
8. Bureaucratic mindset
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Why don·t women reach the top?
Some of the reasons are:
� Most men do not share homeresponsibilities
� Higher positions not taken up
by women due to greater responsibilities
� Women face issues like on siteassignments and spouselocation
� At interviews, with women,there continues to be askepticism due to issues of marriage and transfers.
� Easier for men to make career choices.
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Factors Influence Women·s Growth in
Employment
Women·s Growth
SocializationProcess
IndividualCharacteristics OrganizationalPractices
*
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Issues @ Work
� Seen not heard
� Reduced rights to union support
� Treatment by male colleagues
� Discrimination and harassment� Fewer in employment
� Wage differentials across the board
� Safety issues
�
Lack of paid maternity leave� Lack of family friendly working conditions
� Inadequate child care facilities (specially in public sector)
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Women in industrial relations
� Public sector union membership higher for women among
part-time employees.
� Female union membership in the private sector is lower
(11% compared to 16% men).
� High degree of satisfied non-members in private sector
part-time employment (69% women compared to 59%
men).
� Despite this, women rely on collective arrangements
(female v male):
y Award plays a role (70% v 60%)
y Award reliance (46% v 35%)
y Collective pay setting (67% v 56%)
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CURRENT SITUATION
� Persistence of gender pay gap
� Increasing gap between F/T & P/T earnings
� Gender segregation both across industries and withinworkplaces
� Women significantly underrepresented in management
� Any focus on gender equality in paid work has disappeared
� Patchy and inadequate provision of family friendly benefits
� No fixed Post Maternity Leave
� Women with young children least likely to have access to anyfresh jobs
� Paying the price for part-time work in poorer wages &conditions
� Increase in workplace-hostile and family hostile conditions
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Changes In Industrial Relations Not Implemented Properly
....................
� The Government of India ratified the ILO Convention No. 100 of 1951 relating to
equal remuneration for men and women, in the year 1958. To give effect to the
Constitutional provisions and also to ensure the enforcement of ILO Convention
No.100, the Equal Remuneration Ordinance was promulgated in the year 1975.
� But still unfair trade practices and violation to this act has been presistant
� Following social welfare organizations have been recognized under the Equal
Remuneration Act, 1976 for the purpose of filing complaints in courts against
employers for violation of the provisions of the Act:
The Centre for Women¶s Development Studies, New Delhi
The Self Employed Women¶s Association, Ahmedabad
The Working Women¶s Forum (India), Chennai
The Institute of Social Studies Trust, New Delhi
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Scenario Today««
�India has the world·s largest number of professionally qualified
women.
�India has more female doctors, surgeons, scientists and professors
than the United States.
�India has more working women than any other country in the world.
This includes female workers at all levels of skill ² from the surgeon
and the airline pilot to bus conductors and menial labourers.
On an average however, women in India are socially, politically and
economically weaker than men.
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Changes in Industrial Relations
� No role in wage fixing
� Can only determine disputes if both parties voluntarily agree
� Can conciliate in limited circumstances; also private mediators
� Limit power of unions.
� Prohibition on industrial action for life of agreement
� Unitary IR system
� Rely on corporations power to override State IR laws applying to
employees of corporations
� State IR systems will continue to cover some state public sector � employers and employees of unincorporated bodies.
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Changes Encouraged� Maximum weekly hours of work
� Request for flexible workingarrangements
� Parental leave and related
entitlements� Annual leave
� Personal/Career¶s leave andcompassionate leave
� Community service leave
� Long service leave
� Public holidays
� Notice of termination andredundancy pay
� Fair Work Information Statement
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IMPORTANT DECISIONS
� 1969/72 - Equal Pay
� 1979 - Maternity Leave
� 1990 - Parental Leave;
� 1994 - Family Leave;
� 1995 - Personal/Career¶s Leave
� 2001 - Parental Leave for Casual
Employees;
� 2002 - Reasonable Hours/WorkingHours.
� 2005 - Family provisions
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Paid parental leav e
� Equality for women
� Benefits to babies and
parents
� Long term benefits ±
health, emotional,
cognitive, social� Role of fathers and
paternity leave
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Provisions For More Employment
Access For Women
Womens access to employment is to a significant extent
related to their access to education and skills. The Ministry of
Human Resource Development (Department of Education) has
brought under implementation several programs for providing
special access to education at all levels for women. Objectives
of these programmes are universalisation of elementary
education, vocationalisation of post secondary education and
modernization of polytechnic and higher technical education.
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VOCATIONAL TRAINING PROGRAMMESWas launched in 1947 under the Directorate
General Of Employment And Training.
Aim to increase womens employability in
wage/self employment through skill training
and development.
Under this, 1 National and 10 Regional
Vocational Training Institute organize regular
skill/vocational training courses at basic
,advanced and post advance level for women
who possess upto 10th & 12Th standardeducation and qualify the specific eligibility
criteria laid down for various courses.
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Under the State Sector, a network of exclusive Women IndustrialTraining Institutes have been set up under the administrative
control of the State Governments which provide basic skill training
courses for women.
At present there are 776 exclusive women trainingInstitutes(WITIs) (224 W.I.T.I.s and 552 women wings in
general/private ITIs) offering training to more than 47472 women.
Indian Institute of Workers Education, Mumbai has established aseparate cell on Women and Child Labour and evolved advanced
training programmes for the women activists of Central Trade
Union Organizations, who are involved in the upliftment and
welfare of women and child labour in the country.
OTHER INSTITUTES
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SPECIAL CELL FOR W OMEN LABOURThe Ministry of Labour had set up a
Women Labour Cell in 1975. The intentionwas to focus attention on the condition of
working women and bring about
improvement therein. The Cell has the
following functions:
� Formulation and coordination of
policies and programmes for the female
labour force within the frame work of
national manpower and economic
policies.� Maintaining liaison with other
Government agencies to secure
effective implementation of the
programmes in respect of women
workers.
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� Setting up of an Advisory Committee under the Equal
Remuneration Act, 1976.�Giving grants-in-aid to Non-Governmental Organizations/
Voluntary Organizations to formulate and execute action oriented
projects for women workers
� It also convene the meeting of the Central Advisory Committee,which has been constituted under the Equal Remuneration Act,
1976, and follow up the recommendations made by the
Committee.
� Another important activity of the Women Cell is to examine and
process project proposals to carry out studies on mattersaffecting women workers and also to fund programmes aimed at
improving their economic well being
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EMPLOYMENT OF WOMEN
± Name of EnactmentProtective Provisions
The Bidi & Cigar workers
(Conditions of Employment)
Act,1966.
Provision of crèches for the benefit of women
workers in the industrial premises wherein more than
fifty female employees are ordinarily employed.
The Plantation Labour Act,
1951.
Provision of crèches in every plantation wherein fifty or
more women workers (including women workers
employed by any contractor) are employed or where
the number of children of women workers (including
women workers employed by any contractor) is twenty
or more. Women workers are provided time off for
feeding children.
The Contract Labour
( egulation & Abolition) Act,
19
Provision of crèches where twenty or more women are
ordinarily employed as contract labour.
emale contract labour to be employed by any
contractor between 6AM and PM-with the e ception
of mid-wives and nurses in hospitals and dispensaries.
LINK1
LINK2
LINK3
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a ern y ene c ,
1961
a ern y ene s o e prov e on comp e on o ays
working. Not required to work during six weeks immediatel
following the day of delivery or miscarriage. No work of
arduous nature, long hours of standing likely to interfere with
pregnancy/normal development of foetus or which may cause
miscarriage or is likely to affect health to be given for a period of
six months immediately preceding the period of one week befor
delivery. Rs.250.00 as Medical bonus to be given when no
prenatal confinement and post natal care is provided free of
charge
Equal Remuneration
Act, 1976
Payment of equal remuneration to men and women workers
for same or similar nature of work protected under the Act.
Employee¶s State
Insurance (General )Regulation, 1950
Claim for maternity benefit becomes due on the date
medical certificate is issued for miscarriage, sicknessarising out of pregnancy, confinement or premature birth of
child. Claim for maternity benefit becomes due on (General
Regulation 1950) the date medical certificate is issued for
miscarriage, sickness arising out of pregnancy, confinement or
premature birth of child.
LINK4
LINK5
LINK6
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The Inter State Migrant Workmen
(Regulation of Employment &
Conditions of Service) Act, 1979
Provision of crèches f or the benefit of women
workers in establishments wherein twenty or more
women are ordinarily employed as migrant workers
and in which employment of migrant workers is
likely to continue for three months or more.
The Factories Act, 1948 Provision of crèches in every factory wherein
more than thirty women workers are ordinarily
employed.
The Mines Act, 1952 Employment in mines below ground prohibited.
Provision of separate toilets and washingfacilities for women workers.
Beedi Workers Welfare Fund
Act, 1976
Appointment of women member in the Advisory
and Central Advisory Committee is mandatory
under the Acts.
Industrial Employment (
Standing Orders ) Act, 1946.
Provision regarding safeguards against sexual
harassment of women workers at their work
places.
LINK7
LINK8
LINK9
LINK10
LINK11
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Flexibility in working hours
Leave for rearing minor children
Maternity leaves
Setting up of these day-care-centers
Accommodation
Protection of women against domestic violence
Grant of transfer TA
Recommendations By The 6th Central PayRecommendations By The 6th Central Pay
Commission For Women EmployeesCommission For Women Employees
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Go v ernment Decisions
� Not accepted in case of flexibility in working hours
� Child care leave: Upto two years during entire service period for childcare like rearing of child, or to meet other needs like sickness,examination etc. of maximum two children (less than 18 years of age)with leave salary in one or more spells. Also allowed for third year asleave not due and may be combined with leave of the kind due and
admissible.
� Maternity leaves:
a) The existing ceiling of 135 days Maternity leaves shall be enhanced to180 days.
b) Women employees in whose case period of 135 days leave has not
expired on said date will be entitled for 180 days Maternity Leaves� Decision awaited in case of Setting up of these day-care-centers
� In case of accommodation, decision awaited
� Accepted in case of grant of transfer TA
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The other side of the coin«
� Gender gap is closing in industries like IT and BPO
� In the long run it is not gender but hard work &commitment that decides where a womans career goes.
� Organizations are increasingly looking at what a person isable to bring to the organization and are not reallyconcerned about gender
� Glass ceilings do exist in traditionally male dominatedindustries but increasingly, rules about equal opportunitiesemployment make it harder for corporate to discriminateon the grounds of gender than ever before.
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Success
S tories«� Many women head organizations than ever before.
However these numbers need to be improved.
� Chanda Kocchar, Lalita Gupte(ICICI Bank), Kiran
M Shaw (Biocon), Naina Lal Kidwai (Morgan
Stanley), Ranjana Kumar (exN ABARD),Sulajja
Motwani(Kinetic Engg.), Ekta Kapoor (BalajiTelefilm), Naina Kidwai (HSBC) Anu Aga (former
chairperson Thermax) & who can miss Indra
Nooyi (Pepsi Co)
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More success stories«..Women in Indian organizations have been
involved in :
� Partnering with women suppliers
� Donate to natural disasters and ensure it ismanaged and accounted for.
� Monitoring working conditions
� Monitoring child labour
� Interface with self help groups
� Education programmes� Health programmes
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Na tional Scenario
Major changes in the legal front:
� Marriage, divorce, inheritance, education
employment,
� Major advancements in the political front-Powerful
leadership-Women President-33% reservation for women
in legislature (proposed)
� NGOs and Women¶s Organizations are doing a great jobat grass roots.
� Self Help Groups have proliferated-A powerful force
working towards poverty alleviation at various levels.
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42 42
Times Are Changing«
� More women than menearn degrees.
� Number of womenreceiving degrees hasincreased at a faster rate
� Over large % of theworkplace is female
� Women are startingbusinesses at a ratetwice that of men.
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� A commitment to government research that examines the
impacts of proposed reforms on women.
� Unfair dismissal exemption to only apply to small business
with less than 15 staff.
� Provide a future mechanism for the improvement of
community standards, e.g., family friendly conditions, equal
pay etc.
� Ensure that the future determination of minimum wages takes
into account the needs of workers and their families.
� Accessible affordable mechanisms must be made available to
assist women with disabilities in cases of unfair dismissal.
Recommenda tion
s
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� Require judges and other court officials to attend trainingprograms that cover dynamics of unequal power
relations, myths and stereotypes, effects of trauma,
forensic evidence and procedures as these apply to
cases of abuse of women in intimate relationships, rape,
sexual harassment, trafficking and prostitution at workplaces.
� Appoint more women judges and justices in the judiciary
� Provide and ensure hospitable court environment for
women judges, prosecutors, lawyers, court monitors andadvocates for women
� Provide adequate funds for local courts
Recommenda tions to Cour ts
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F ocus of CSR for Women
� Gender sensitive advocacy programs at all levels whichare need based
Programs that
� address the need to recognize intellect and skills of women
� Sensitivity to the needs of women in the light of their dualresponsibilities both at home and work- Flexible timings,crèches, maternity benefits and leave, incorporate sexualharassment policies.
� Need to tap the powerful talents of women who intrinsicallyhave a passion towards human beings in social networking
and sharing of managerial responsibilities� Women do not need sympathy but a recognition and
respect of who they are and what they can give to theorganization
� Leadership training programs which should be for both
genders to inculcate the spirit of leadership and team work
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CSR for w omen-contd.
� Remove gender mindset in women and men that onlycertain types of jobs can be done by women ± requires along drawn out plan on confronting gender issues at thework place ± training, seminars, workshops.
� Employment of more women will give the needed impetusto empower them ensuring equality in salaries, promotionopportunities
� Attitudinal change in the Board room ± link up withmanagement institutes/ industry confederations
� Ability to choose alternate career within the same industry
� Women in top management to develop other women.
� Mandate women in Boards of companies
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CSR for w omen«.contd.
� Highly educated women stop careers midway for socialand family reasons ± how can we get them to use their talents? How do we get a social paradigm shift ± for instance getting men to help in sharing homeresponsibilities.
� Share best practice within industries
� Start walking the talk .
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Jawaharlal Nehru said :
³You can tell the condition of anation by looking at the status
of its womenµ.
THANK YOU«