Developing gender mainstreaming The Belgian unions

1. Developing gender mainstreamingThe Belgian unions ETUC Conference – Berlin 5-6 March 2007 "Tools, mechanisms and instruments to put gender mainstreaming at the heart of the ETUC"

2. Structure of the presentation • The Gender Mainstreaming Charter and the unions • Progress by the three unions: congresses, campaigns and training courses • Joint progress: the 2007-2008 Multisector Agreement

3. I. Gender Mainstreaming Charter I.1. Origin I.2. Contents I.3. Evaluation

4. I.1. Gender Mainstreaming Charter - Origin • Source of inspiration - MSU (MainStreaming and Unions) research project • research at multisectoral + sectoral level (civil service, metalworking, distribution) • position of M/W on the labour market + in unions + union strategy for improving that position • period: October 2001 to October 2004 • European framework: B, DM, FR, IT, AU, PB • Belgium: FGTB – CSC – CGSLB involvement

5. I.1. Gender Mainstreaming Charter -Origin • The findings once again confirmed: • Women are under-represented in unions • Discrimination on the labour market • Lack of systematic statistics on M/W • Concept of gender and principle of mainstreaming inadequately known and applied

6. I.1. Gender Mainstreaming Charter -Origin • Concrete achievements • European level: guide to good GM practices in unions: http://www.iseres.org/msu • In Belgium: Charter signed by the 3 unions on 23/09/2004 (www.fgtb.be > Dossiers (in French))

7. I.2. Gender Mainstreaming Charter -Contents • Statement of intent indicates importance: • unions as driving force of social progress • achieve equality and involve more women in unions • GM as a tool in addition to specific actions • Internal and external application • 10 articles: 7 general principles signed by the 3 unions

8. I.2. Gender Mainstreaming Charter -Contents • Acceptance and application of the principle of gender mainstreaming (Art. 1), while maintaining our degree of autonomy! • Transparency in political decision-making (Art. 5). Choices already made: creation of mixed structures without harming structures specifically for women.

9. I.2. Gender Mainstreaming CharterContents • Annual action plan + annual progress report (Art. 6) + make available to all members 4. Creation (as per the statutes) of monitoring and supervisory bodies (Art. 4) to stimulate and measure progress + propose corrective ideas and mechanisms

10. I.2. Gender Mainstreaming CharterContents • Internally: transparency (statistics, data and analysis) (Art. 2). This involves interaction between structures (Art. 3). 6. Externally: check employers, remind them of their obligations + systematically incorporate gender mainstreaming into policy and bargaining  (Art. 7). This implies training (compulsory) for our members (Art. 8). 7. External collaboration without negatively impacting on our autonomy (Art. 9).

11. I.2. Gender Mainstreaming CharterEvaluation • Despite the conviction that GM can contribute to: • greater M/W equality • humanisation of working conditions • credibility, legitimacy and the future of the union • Obstacles that make it harder to achieve a bigger reach.

12. I.3. Gender Mainstreaming CharterEvaluation Obstacles to the implementation of the charter? Of course! • Ignorance of the concepts of gender and the principle of gender mainstreaming • Learning process + requirement for expertise • Achieving gender equality at a price: balance of power, political visions and structures or historical entitlements challenged • Decentralisation + the fact that the various structures operate at different speeds and in different situations, and therefore have different opinions • Anxiety about the disappearance of bodies specifically for women.

13. I.3. Gender Mainstreaming Charter Evaluation • Despite the obstacles, the 3 unions have achieved certain things and made progress since the signing of the charter. • The Charter has got unions moving: every union is progressing at its own pace and in its own way.

14. I.3. Gender Mainstreaming CharterEvaluation • Regular exchanges of experience • Source of inspiration • Source of motivation • Incentive for healthy competition and cooperation agreements • GM has given a fresh boost to the debate on equal opportunities • Emphasis on greater involvement by women in union affairs • Emphasis on empowering everyone

15. II. Progress by the three unions II.1. CGSLB II.2. CSC II.3. FGTB

16. II.1. Progress by the three unionsCGSLB • The Congress on 13/01/2006 approved the inclusion of the following in the statutes: "The CGSLB incorporates the principles of gender equality in its operations, internal organisation and awareness-raising activities. It focuses on achieving a balanced representation of men and women within its own bodies, in workforce representation bodies and, generally, in all areas of social consultation. The National Bureau draws up an annual report on achieving this objective by the CGSLB and its constituents."

17. II.1. Progress by the three unionsCGSLB 2. Campaign: • Creation of a project and website: www.femme-et-syndicat.be • Objective: demonstrate why women are necessary in unions and why they make a difference. 3. Training: • Change of approach: one-week residential training course at one site  more residential training and local training. Guaranteed quality and content remains the same. => greater involvement of female representatives

18. II.2. Progress by the three unionsCSC • Congress resolutions: • At least 1/3 of women on all bodies! • Obligation to develop a feasible, visible and assessable action plan with deadlines and an obligation to achieve results in order to achieve proportional representation of men and women in structures. • A binding action plan with respect to: - entry/exit of women - statistics - progress report - evaluation report - personnel policy • Gender mainstreaming must be incorporated into bargaining.

19. II.2. Progress by the three unionsCSC 2. National campaign: • "Closing the age gap" 3. Training  • Gender mainstreaming training initiatives have been developed for activists and union officials • A training tool has been developed: a guide to equal opportunities for men and women.

20. II.3. Progress by the three unionsFGTB • Congress on 8-9 June 2006 • Specific line of action indicating the importance: • of equality and desegregation on the labour market; • of collective structures and public services; • of another way of organising society. • Fundamental changes to the union statutes: • in the long term, parity in all federal multisectoral bodies; in the short term, special quotas and rules (1/3 women = minimum); • establishment of a monitoring and supervisory body; • support from the local bodies of the FGTB; • zero tolerance for sexist behaviour.

21. II.3. Progress by the three unionsFGTB • Campaigns Annual campaign: Equal Pay Day • website: www.equalpayday.be • file • actions (public places + businesses; national and regional) • Training Development of multiple training modules geared to various target groups (W/M/mixed; research departments/ trainers/ policy officers, etc.) on GM and more specific topics

22. III. Joint progress: 2007-2008 Multisector Agreement • Every two years, the unions and employers endeavour to conclude a social agreement that includes guidelines for the various sectors and businesses. • In connection with the 2007-2008 Multisector Agreement, the wage gap debate is once again on the table. • The three unions pinpointed solidarity– including solidarity between men and women, of course – and gender mainstreaming as key components of the agreement.

23. III. Joint progress: 2007-2008 Multisector Agreement • Increase in gross minimum wages  • Vocational training efforts: additional efforts with a greater focus on equal opportunities • Acknowledgement of competitiveness through quality  • Improving the status of part-time workers (women = 80% of part-time workers)

24. III. Joint progress: 2007-2008 Multisector Agreement • Updating the collective agreement on equal pay • Sectors and businesses asked to evaluate their classification systems in terms of gender neutrality • Actions in sectors and businesses in order to achieve equal opportunities for men and women, both at the workplace and in the recruitment stage

25. III. Joint progress: 2007-2008 Multisector Agreement All of these factors can contribute directly and indirectly to reducing the wage gap. It is now up to the sectors and businesses to give concrete follow-up.

26. Thank you for your attention.