Globalization and Labor Rights of Women

1. Globalization and Labour Rights of
Women in India
Nimisha.M.N.
Ph.D Scholar
Department of Public Administration and Policy Studies
Central University of Kerala

2. INTRODUCTION
• Globalization is the new buzzword which
implies the growing integration of economies
and societies around the world.
• Globalization has given women higher and
quality education.
• Increasing employment opportunities in
technological and other advanced sectors and
economic independence.
• Reduction in gender inequalities.

3. OBJECTIVE OF STUDY
• To gain a better understanding of the
effects of globalization on women in
workplace.
• To understand women’s experience at
work.
• To asses and examine the nature of
pregnancy related discrimination.
• To compare women’s condition before
and after child birth.

4. Policies and Interventions
 More Inclusive policy towards women empowerment
 Gender Mainstreaming policies and Gender Budgeting
provisions.
 Increased awareness and institutionalization of
interventions by government.
 New legal provisions to safeguard the interest of
women, including land rights, protection of women from
domestic violence, etc.
 Separate Ministry on Women and Child Development.

5. Women’s labor market disadvantage
Women are often
caregivers for
their families and
children
Employers often
witness or assume
(statistical discrimination)
less commitment
or experience from
women workers or
job candidatesWomen often are
hired last, fired
first, paid and
promoted less, and
shifted to lower-
prestige jobs

6. MATERNITY BENEFIT ACT
• It aims to regulate the employment of women in
certain periods before and after childbirth.
• To protect the dignity of motherhood.
• To provide for maternity benefits including
maternity leave ,wages , bonus and nursing breaks.

7. Key amendments of Maternity Benefit Act ,2017
Increased
paid
maternity
leave
Maternity leave
for adopting and
Commissioning
mothers
Work from
home option

8. The Sexual Harassment of
Women at Workplace (Prevention, Prohibition &
Redressal) Act, 2013
No woman shall be subjected to sexual
harassment at any workplace.

9. Bhanwari Devi
Indian Dalit Woman
Village Bhateri, Rajasthan
Winner of “Neerja Bhanot Memorial Award” for her
"extraordinary courage, conviction and commitment

10. Vishakha Guidelines
Supreme Court of India Judgement 1997
(Ref: Vishakha and Ors. vs State of Rajasthan)
The judgment of August 1997 provided the basic
definitions of Sexual Harassment at the workplace .
It established that “Sexual Harassment violates a
woman’s right in the workplace and is thus not just a
matter of personal injury”.

11. Workplace can be
Anyplacevisited by
the employee
 arising outof;
 orduring courseof;
employment,
including transportationprovidedby
employer.

12. Two Types of Sexual Harassment
• Quid pro Quo
• Hostile Environment

13. Hostile Environment
Occurs when unwelcome
sexual conduct unreasonably
interferes with an individual’s
job performance or creates
an intimidating, hostile, or
offensive working
environment.

14. Quid pro Quo
(“This for that’)
A person in an authority, typically supervisor,
demands a sexual favours as a condition to
getting or keeping a job benefit.

15. METHODOLOGY
• Online survey was conducted to know the work
atmosphere and awareness level of women techies.
• Study was qualitative in nature.
• 500 was the sample size.
• Perception of treatment at work during pregnancy and
reality were compared.

16. ANALYSIS
• Gender discrimination in workplace is a widely relevant
issue.
• 38% of the respondents have themselves experienced
sexual harassment in workplace.
• 5% of the respondents were not sure if their experience
counts as sexual harassment in workplace.
• From total responses 58% knew victims of sexual
harassment who are working in other organizations.
• 21% of the women work felt that their opportunities for
promotion and training decreased after becoming
mother.

17. FINDINGS
• Pregnancy related discrimination remains a significant barrier to
equality for women in labour market.
• Women are aware of their rights but not willing to vindicate
those rights.
• Most of the women who returned work felt that their
opportunities for promotion and training decreased.

18. CONCLUSION
Need to develop a
comprehensive, gender aware
framework for gender-
balanced representation and
participation of civil society,
including women’s groups and
networks.

20. CORRECTIVE ACTIONS
Oral or written warning or reprimand
Transfer or reassignment
Demotion / Suspension
Reduction of salary
Monitoring of harasser to ensure that harassment
stops.

21. RECOMMENDATIONS
Anti-Sexual Harassment Policy
Educate and Train Employees
Monitor enforcement of anti-harassment
policy.
Investigation of allegations of sexual
harassment.

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