ILO #MeToo: WSM and partners explain why we need an ILO Convention on violence on the work floor

An international norm about (sexual) violence on and around the work? Everyone at the International Labor Conference in Geneva wants it. Governments, employers and employees: #Iwant! But why don't those negotiations go as smoothly as hoped for?

"Violence behind closed doors"
It is clear to everyone that we are negotiating a new international labor standard. Examples of violence and bullying in the workplace were suddenly discussed in living rooms worldwide last year. #metoo! has awakened the world. Previously unspoken and tolerated abuses have been highlighted in the media.

You also notice this at the Labor Conference. The hashtag is frequently used from the crowded benches of representatives from government, employers and employees. For the more than 200 women and the (unfortunately) few rare men who defend the interests of the employees here, the hashtag gives them a louder voice. And the perseverance to go for a powerful, binding instrument. The many women know very well why they are here. Tells Sr Christy Mary of the National Domestic Workers Movement in India, founded by Belgian sister Jeanne Devos. "In India, violence against women has increased in recent years. That is no different in the workplace, and certainly not for domestic workers who work behind closed doors, "Christy testifies. "Today, India has no law that protects women from violence in the workplace. A binding international standard would help us to put the government under pressure to comply with it."

Intimidation or a compliment?
Everyone had expected that it would be difficult. After all, the employers are not jumping for additional regulation. And certainly not if they would be held responsible for violence and intimidation that is not strictly on the work floor, but also in work-related activities outside. The relocation to and from work, company parties, or intimidation by customers and others. And then the debate about what violence and intimidation should encompass. The search for a definition - the first article of a possible new labor standard - has occupied the conference for the initial full four days (and late evening!).

Do we really want to punish everyone who gives a colleague a compliment about a nice dress, is what we hear from the employers' side. Do we really want to punish everyone who gives a colleague a compliment about a nice dress? Those who are without sin, cast the first stone ... #Ihave!

Whatever will be the result, it is important for the workers' group that it concerns physical as well as psychological and sexual forms of violence and intimidation, as well as violence or bullying of a sexist nature aimed at women, gays, transgenders or anyone else. Yet no one expected that it would be this difficult. After a week of negotiation - there is a draft text with 37 articles - we are still talking about the first three articles: the definitions of violence and intimidation in the working environment and the scope of a possible new labor standard. The employers' group plays it extremely smart. They leave no opportunity to emphasize how important they think this is, but don't hesitate to continue to raise issues so cloud the debate. Enough to ensure that all 187 authorities present are thoroughly reviewing their own national laws or practices and start rounds of debates and discussions until late in the evening. For the workers' group, there is nothing else to do but to dig in.

As it looks currently, it will inevitably turn out to a vote on one of those late nights. Do we want a binding regulation or just a more voluntary recommendation? For the trade unions and the many NGOs that are present here, including World Solidarity with its various partners, lobbying has been done to get as many governments as possible on our side. Belgium at least, represented by Labour Minister Kris Peeters, emphasized yesterday in the plenary session of the Conference that it is in favor of a binding instrument, and does everything it can to tackle gender-based violence in its own country.

Sr Christy – NDWM India: The ILO Convention is very important for us in India because in India, violence in the workplace is increasing. Also for the National Domestic Workers Movement it is very significant because domestic workers are vulnerable to abuse and harassment. Since they are working behind closed doors, the crimes against domestic workers are often not reported. After this Convention, since the government of India is in favour of a Convention, it will help us to lobby with the government to pass legislation.

Koumoura (CNTG, Guinée): There are many types of violence: sexual violence, physical violence, moral violence, psychological abuse and also commercial violence. We, as a union, what do we do? We are already confronted to several types of violence. Women come to us, to tell us that they suffer at the workplace, that they are harassed. What do we do? We try to provide them with support, we tell them that we must break the silence. As soon as you are harassed by your superior, because you have to recognize it, we have serious problems. Harassment is a serious form of violence that humiliates women. But this is a big taboo for woman in our countries. We cannot say what happens, if not the woman, she loses her honor, whereas it is not about that. We must break the silence to really fight violence. So we tell them: break the silence. That is why it is our joy that this convention is made, that it is drafted to punish the perpetrators of violence and harassment.

Garciela Lopez, World March for Women, Latin America: Women around the world need a legal instrument to combat gender-based violence and harassment. We need a binding convention that obliges states to work toward this. We need a legal instrument that obliges employers and employees alike to respect and obtain a life free from violence and gender-based harassment in the workplace. Work must be understood as meaning the formal and informal economy, as well as other forms of work, in the community and also in our homes. We are one-third of the working population that suffers daily from harassment and gender-based violence.