Abstract MA_ Gender Equality in Trade Unions
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This study examines gender equality in two Sri Lankan trade unions: the Government Medical Officers Association (GMOA) and the Public Services United Nurses' Union (PSUNU). While women make up a large portion of membership in both unions, they are underrepresented in leadership positions and decision-making. The study aims to understand why women are less active than men in the unions and to identify challenges and opportunities for promoting gender equality. In-depth interviews were conducted with union leaders and members. The findings show that in both unions, women rarely hold leadership roles. Key reasons for lack of women in leadership include women having to balance domestic responsibilities with union activities, and prevailing gender ideologies that discourage women from political involvement.
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Women in the Informal Sector
Factors Affecting Women’s Labour Force Participation
• Changes in age-structure, urbanisation, level & nature of economic development, infrastructure, government policies, labour laws, nature of work, structure of family, culture & tradition affecting autonomy and control, fertility levels and childbearing practices, nature of housework,women’s property rights, education, age at marriage, migration, access to technology.
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• Causes of WD-patriarchal attitude, myths
• Effects of WD- subordination of women, son preference, man is treated as a “bread winner”- Head of the Household (HoH)
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The paper examines the work participation rate (WPR) of women in Indian states based on the census
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this anomaly. There are many determinants of WPR but the author limit this paper to education. The
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relation. This implies that education is one of the reasons for increasing WPR. In addition, it was found
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The document discusses challenges to achieving gender equality in trade unions and ways to overcome them. It addresses making both women and men feel comfortable and integrated, involving women in discussions of issues to work on, having elected women's groups, collecting regular feedback, and committing to an equality policy. Barriers include institutionalized culture, lack of political will, lack of gender awareness, job segregation, equal pay, and maternity issues. Overcoming these challenges requires welcoming all members, removing practical barriers, and monitoring participation.
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Women in the labour force 23 9-2004
Indian Women in the Labour Force
Dr. Vibhuti Patel
Reader, Centre for Women’s Studies
Department of Economics,
University of Mumbai, Kalina,
Santacruz (East), Mumbai-400098
E mail-vibhuti@vsnl.net Ph®-6770227
Ph(W)-6527956,57Ext.553,Fax-6528198
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• Women constitute ½ of the world’s population, 2/3 of the world’s labour force but get 1/10th of the world’s income and 1% of the world’s Wealth.
• As per 2001 Census, 23% of women are in the work force. 94% of all working women are in the informal sector.
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( system of National Accounts) work in the care economy , they enter labour market already overburdened with work.” Report of Gender Diagnosis and Budgeting in India of National Institute of Public Finance and Policy, NIPFP. December, 2001.
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The Female Economic Activity Rate (FEAR)
Census of India, 2001, Series 1
Distribution of Women Employees Across Industries
Women in the organized Sector
Women constitute only 14% of the total employment in the organized sector. It is concentrated in Maharashtra, Delhi, West Bengal, Uttar Pradesh and Tamilnadu.
In the urban areas, FEAR in tertiary sector has increased, from 37.6 % in 1983 to 52.9 % in 1999. (Economic Survey, 2002, GOI).
Here, women workers and employees get relatively better wages, standard working hours, and the protection of labour laws.
Women in the Informal Sector
Factors Affecting Women’s Labour Force Participation
• Changes in age-structure, urbanisation, level & nature of economic development, infrastructure, government policies, labour laws, nature of work, structure of family, culture & tradition affecting autonomy and control, fertility levels and childbearing practices, nature of housework,women’s property rights, education, age at marriage, migration, access to technology.
Segmentation in the labour market
• Nature of wage differentials (WD)-for identical tasks women are paid less. And women are confined to relatively inferior tasks, casual work.
• Causes of WD-patriarchal attitude, myths
• Effects of WD- subordination of women, son preference, man is treated as a “bread winner”- Head of the Household (HoH)
Affirmative Action to remove
Wage Differential
*Legislative measures
*Equal Remuneration Act
*Formation of women’s union
*Constitutional guarantees
*Job reservation for women
*Self Help Groups(SHGs)
Demands of the Women’s Groups
Labour Legislations
Special Facilities for Women
Women and Trade Unions(T.U.)
Women’s Action Plan for T.U.s
Role of Human Rights Organisations
Women and Development Debate
Development Alternatives With Women
Human Development With Distributive Justice
Implications of Development Process on Women
Use of conservative ideology to retrench and lay off women
Women’s Challenges to the T.U.s
Role of the UN System-ILO, UNICEF
Women Participation in Labour Market
This document summarizes a lecture on women's participation in the labor market. It discusses women's roles in different economic ages from agro-economy to knowledge economy. It provides an overview of women in the labor market globally and characteristics like predominantly unpaid work and part-time work. It then focuses on women in the labor market in Asia, South Asia, and Nepal specifically. It outlines trends in different sectors like agriculture, industry and services. It also discusses the large rates of women in vulnerable employment and informal work. Overall, the lecture analyzes patterns of women's participation in the labor market across economic contexts and regions.
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Dokumen tersebut merangkum tentang seminar tentang teknopreneurship yang diadakan oleh Winastwan Gora S. Ringkasan utamanya adalah definisi teknopreneurship sebagai kombinasi antara teknologi dan kewirausahaan, contoh kesuksesan beberapa bisnis berbasis teknologi di Indonesia, dan tips bagaimana menjadi seorang teknopreneur.
International Women’S Day
Small presentation explaining the reasons for the celebration of this day and including some of the fields in which genre differences persist.
Fundamentals of organizational behavior ppt
This document provides an overview of organizational behavior (OB). It defines OB as the systematic study of how individuals and groups act within organizations. The goals of OB are to describe, understand, predict, and control human behavior in organizations. Key forces that affect organizations are people, structure, technology, and the external environment. OB draws from multiple contributing disciplines including psychology, sociology, and social psychology. Fundamental concepts of OB include the nature of people and organizations. Models of OB help explain organizational behavior. Organizational culture and social systems frameworks are also discussed. Approaches to and limitations of OB are presented.
Thesis elaine
This document discusses a research paper that examines factors related to dropouts and performance of students enrolled in the Civic Welfare Training Service (CWTS) program at Laguna State Polytechnic University - San Pablo City Campus for the 2010-2011 academic year. The study aims to understand the profile of CWTS students, their performance levels, and how different factors like teaching methodologies, student attitudes, and schedules influence dropout rates. The findings could help improve the CWTS program and reduce dropout risks for at-risk students.
RESEARCH METHOD - SAMPLING
This was a presentation that was carried out in our research method class by our group. It will be useful for PHD and master students quantitative and qualitative method. It consist sample definition, purpose of sampling, stages in the selection of a sample, types of sampling in quantitative researches, types of sampling in qualitative researches, and ethical Considerations in Data Collection.
Role and status of trade union in india
Role and status of trade union in India.
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Growth of trade unions in India.
Gender inequality presentation
This document discusses gender inequality around the world and in various contexts. It begins by defining gender inequality and outlining sociological theories about it. It then examines manifestations of inequality in the home, workplace, schools, and other areas of society. Specific issues addressed include the gender wage gap, stereotypes, discrimination, domestic abuse, and lack of opportunities for women in certain countries. The document advocates for raising awareness, promoting education and literacy for women, enacting equal pay, and addressing healthcare and violence against women to help solve the problem of ongoing gender inequality.
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An Assessment Of Women Empowerment In Public Institutions The Case Of Benish...
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Role of Women in Top Management Positions and its Impact on Company Leadership
Women score 86 higher than men in emotional self awareness, according to Hay Group. Emotional self awareness includes understanding emotions and their effect on performance and how those emotions drive one’s actions. Adaptability, empathy, and social awareness are also areas within the soft skill spectrum where women excel. Women make up half of the worlds population, but they continue to face inequalities in every field, whether in government or non government organisations, and particularly in leadership because men believe women cannot be good leaders or managers, whereas men agree for women to work at home because men believe women are only good for domestic work. Attaining gender equality in organisations at all levels is a lengthy and difficult process that necessitates the involvement of the entire firm as well as a strong commitment from top management. Women constitute half of the worlds population, undertake two thirds of the worlds labour, but receive just a third of the worlds income, according to UN publications on women issues of the year 2000. I make a tenth of its income and hold less than a hundredth of its assets. Women account for more than 40 of the global labour force and half of the global population. Over the years government seeks to establish policies and programmes to progress women in government companies and organisations. Women produce more than 55 percent of the food grown in developing countries, particularly in rural areas. According to several surveys, women have shown to be successful business owners as well as managers. According to the research, women make up 16 percent of junior management jobs, 4 percent of middle and senior management positions, and only 1 of organisational leadership positions CEOs . This paper is based on secondary information. The study focuses on the challenges that women face in India when it comes to top management position and overall leadership and management. Shreya Kulkarni "Role of Women in Top Management Positions and its Impact on Company Leadership" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-2 , April 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd56251.pdf Paper URL: https://www.ijtsrd.com.com/management/other/56251/role-of-women-in-top-management-positions-and-its-impact-on-company-leadership/shreya-kulkarni
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Evidence of gender inequality and bias is all around us. Workplace prejudice has been found to affect workers’ salaries and career progression. Fighting gender stereotypes and prejudice by employers makes good business sense and in many countries, it's a legal obligation. This study aimed at investigating three factors believed to influence gender equality at the workplace. These included culture, distribution of resources and interpersonal relations. Five select medium sized public and private sector organizations based in Meru County were investigated. Each select organization employed over 100 workers .A total of 102 ordinary workers were randomly selected to participate in the study. Interviews and questionnaires were used as the main data collection tools. The study observed that women are more discriminated at the workplace. Culture plays a key role in perpetuating gender imbalance at the workplace due to men being dominant while women have been subordinate in the society. Further, outdated beliefs and separate gender roles have been responsible for holding women back. On distribution of resources, women were found to be under-represented in major decision making organs in the organization and suffered unequal access to economic resources .However cases of pay based on gender were negligible. Regarding interpersonal relations, the study observed that cases of sexual harassment play a key role in advancing gender inequality. The study noted that gender inequality at the workplace was responsible for cases of hostile working atmosphere, worker conflicts, harassment of subordinates by superiors, low productivity and slow growth of the organization. Various solutions to gender discrimination were recommended by the study. These include enforcing affirmative action in areas where there exists high discrimination against one gender. Individual organizations should invest in education, sensitization and mentorship programs to champion gender equality. Further, the government should enact more laws to prohibit gender discrimination practices. Organizations need to develop internal policies that punish offenders of gender discrimination and enforce a policy of equal-pay-for –equal work.
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Problem Statement and Theoretical Approach
The studies explored in the problem statement provide various theoretical approaches to understanding the effects of leadership and women. Specifically, the health of women in society, as well as their leadership positions, has been outlined through various theories. The multiple methods present a useful view of the problem statement and research proposed in this paper. The following theories were derived from the studies, and they highlight the means which researchers have operationalized them as well as how they can be used to support this study.
Affective Events Theory
This theory focuses on the effects of emotions on job satisfaction and worker performance. Its application by Walter (2007) in his study of leadership rests on the central role of affective reactions of leaders towards developing charismatic leadership. This theory argues that the emotional responses of leaders and other employees in the workplace affect work attitudes and behaviors. In this study, the main variables include the affective and attitudinal influences of leaders and workers (Walter, 2007). These are independent variables that the researcher believes affect behaviors in the workplace. The researcher has thus used these variables to define charismatic leadership as developed through consistent application of positive affective practices by the leader. Positive affect has been prioritized as an antecedent of charismatic behavior. This theory supports my study by showing how people in an organization interact with female leaders. If affective emotions are used in the workplace, female leaders can grow into charismatic leaders by influencing the behaviors and attitudes of workers in the organization.
Social Equity
Social equity is yet another theory which has been utilized in the studies to highlight women’s role in society. This theory is based on the concept of applying justice and fairness in accessing social amenities (Atakro et al., 2019). Access to healt ...
Gender Mainstreaming and Leadership in Tertiary Institutions
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Abstract MA_ Gender Equality in Trade Unions
- 1. Abstract GENDER EQUALITY IN TRADE UNIONS by Jude Fernando Master of Arts in Labour Studies Faculty of Graduate Studies, University of Colombo This study is an attempt to understand the gender equality in two trade unions namely Government Medical OfficersAssociation(GMOA) of doctors and the Public Services United Nurses’ Union (PSUNU) of nursesinthe state healthsectorinSri Lanka. There is large number of women in the membership of these trade unionsbutit was observed that women are passive participants of the trade union activity and they do not hold the leadership and are not in the positions of decision making of trade unions. However,aswomenare increasinglysubjecttogreaterlevelsof discriminationandexploitation at work they are expected to be in the forefronts of the trade union activities. The research problem of this study was why women in trade unions are less active than their male counterparts. The objectives of this research were; (1) To understand the current position of women in terms of membership and leadershipintrade unions,(2) Tounderstandthe reasonswhywomendonottake an active role intrade unionactivities,(3) Tounderstandthe opportunitiesandchallenges women face in trade unions and to identify the strategies taken by unions to promote gender equality. The main data collection technique that was used in the study was in-depth interviews. At leadership level six respondents from each union were interviewed. At membership level 14 respondents from GMOA and 15 respondents from PSUNU were interviewed to obtain views. In addition to the above interviewskeyinformantssuchasministryofficials,andmedical academicswereinterviewed. Findings clearly revealed that in both unions, women members have hardly taken any leadership role and the gender equality is far from being achieved. Several reasons was identified for the lack of women in decision making role. They were; (1) Women taking a dual role of productive and reproductive and therefore lackof time forunionactivities; (2) Influence of gender prevalent ideology on both men and women that women should keep away from trade union activities, political activism and concentrate more on domesticactivities;(3) Barriersforwomenmemberstoparticipate attrade unionmeetingsand activities. The study also revealed that the present and the past leadership of trade unions have not takenmeasurestochange the prevalent gender ideology within the trade union. Union members and leaders in both sexes are either gender blind or had neutral attitude towards gender equality.