This website focuses on issues regarding social protection in Asia and the activities done by the Network on Social Protection Rights (INSP!R) and its members. It is under the editorial oversight from the Asia Steering Committee, composed out of members from India, Bangladesh, Nepal, Cambodia, Indonesia and Philippines. It is meant to foster dialogue and share experiences.
The articles describe challenges and achievements to improve the right to social protection to workers in the region, with a specific focus to gender, youth and informal workers.
Over 15 representatives of Asian trade unions (of which GEFONT, NTUC, CLC and KSBSI) as well as solidarity support organisations (SSOs), of which WSM and IIWE, met in Bangkok, Thailand on 19-20 June 2018 to review, strengthen and coordinate international cooperation initiatives.
Trade unions across the world are involved in international cooperation initiatives. The TUDCN Partnerships work provides a platform for them to share best practice, coordinate their work and construct common tools to strengthen the effectiveness of this work. The TUDCN is undertaking a series of regional meetings to increase the inter-regional coordination of this work.
While GK, one of WSM's partner in Bangladesh, focuses on a pilot project which is providing overall health insurance for over 35.000 garment workers, in the period since the Rana Plaza and Tazreen claims were paid, the ILO has spearheaded a project, funded by the German government, to develop concrete proposals for a national Employment Injury Insurance (EII) scheme that have been shared and discussed with all relevant stakeholders. According to a paper published the Clean Clothes Campaign, the proposals as drafted also met with broad acceptance among the key parties, including the national trade union centres; most of the outstanding questions are centred on how the scheme will be financed. Yet, over the last two years this work appears to have stalled and momentum towards meeting the 2020 deadline is being lost.
The establishment of a national employment injury insurance (EII) scheme in Bangladesh is the only way to ensure that the rights of those injured at work are protected and that their families receive the loss of income payments and medical care they are entitled to. Any such scheme must be permanent and be set up to provide loss of income payments and medical care to any worker injured or killed at work, regardless of fault. The scheme needs to provide life time pensions, rather than lump sums and to put in place a permanent system for claiming and receiving such payments that is easy to access, difficult to corrupt and paid in a form that is most appropriate for low wage workers.
A meaningful EII scheme needs to be mandatory, state run and universal. Employer insurance schemes - where individual employers take out insurance to cover their own workers - are not in line with international standards and are particularly inappropriate in a context where the enforcement of basic employer obligations is weak and the employment relationships are often informal. Attempts to privatise the obligation to provide employment insurance is likely to leave the majority of workers – particularly those employed in smaller or subcontracted factories – without any protection and will do little to improve the measures already in place.
Bangladesh is no longer a country defined by its poverty and there is no excuse for the lack of social security provisions, which leaves workers permanently vulnerable to disaster or accidents. The garment industry has played a vital role in bringing foreign investment into the country and its workers have the right to expect that some of these profits are invested into systems that will reduce this vulnerability and provide livelihood security.
With upcoming June meeting in Brussels on the Sustainability Compact between the EU and Bangladesh, this item should definitely be on the agenda.
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Asia Floor Wage Alliance (AFWA) has published an Executive Summary that condenses the Key Findings and Risk Factors related to gender-based violence in garment global supply chains of H&M, GAP and Walmart, easier to quickly reference and share (here) which you can also find it at their webpage.
AFWA is proud of these research reports that have served to fuel, strengthen and support the tripartite dialogue at the ILO in favour of labour - as trade unions and governments have struggled for the last ten days with the obstructionist tactics of employers lobby dominated by multinationals at the ILC in Geneva. The findings from the reports have been startling and provided most current evidence.
On June 5th, the Guardian covered Asia Floor Wage Alliance’s research on gender-based violence in H&M and GAP supply chains. The newspaper reported that, “Gap and H&M both would investigate the allegations [of gender based violence in their supply chains] and that they welcomed initiatives to tackle violence, including an ILO convention.”
The world of work is rapidly changing following demographic evolution, globalization of production, digital economy and automation, urbanization, workers mobility and increase of non-standard employment (precarious contracts, on call work, etc) . Young ‘millenialmillennial’ generations will comprise 50% of the workforce in 2020 with a new behavior and mindset to adapt the changing nature of work. More women are entering the workplace and more people are working from home. New types of job which never existed before will be created, such as green jobs. The role of the government in providing social services to the people has been reduced in many countries and it is being replaced by private actors who commercially provide all kinds of services ranging from health insurance to pension funds for those who can afford them. Poverty and migration have provided an army of people who are willing to work any type of jobs at any wage, which undermines the existing social protection, and weakens the workers’ bargaining position.
According to the ILO World Social Protection Report 2017-2019, only 45% of the global population (38,9% in the Asia–Pacific region) is covered by at least one social protection benefit. The right to health is not yet a reality in many countries, especially in rural areas. Large coverage gaps remain for child and family benefits, maternity and unemployment protection and disability allowances. Lack of social protection leaves people vulnerable to poverty, inequality and social exclusion across the life cycle. Coverage gaps are associated with significant underinvestment in social protection. In the Asia-Pacific region, government expenditure for social protection to GDP is only 4.6%, compared to Western Europe’s 18.1%. Asia is young but is expected to age considerably in the next 15 years. While poverty is declining across Asia, a majority of workers are still working in the informal economy, with long working hours, low income and without social protection. Extending social protection and its benefits, and improving workers’ job quality will be among Asia’s major challenges in the future.
In a context of persisting dependency on the informal economy for large numbers of people, worsening loss of livelihood because of limited access to the resources (land grabbing, pollution…) and growing precariousness in the formal economy because of increasing non-standard forms of work (short term contracts, on call work, zero-hour contracts, platform etc.), one could be tempted to forget about the level of income or wages. After all, ‘any job is better than no job at all’. And yet, it is precisely in this context we have to guard and guarantee the right of every person to have the necessary resources and income to lead a life in dignity.
We are aware of the important links between the remuneration of ones work, social protection allowances, access to quality social services like health. Low income, bad housing or limited healthy food leads to illness and health expenses and the incapacity to work and to earn an income and vice-versa. In this position paper we will however focus on the revenue one earns for work. The right to a Minimum Living Wage has been recognized in several international conventions and declarations, like the Constitution of the ILO (1919), the Universal Declaration on Human Rights (UDHR 1948), and the International Covenant on Economic, Social and Cultural Rights (ICESC 1966) and ILO convention 131 (1970).
As members of the ANRSP, we adhere to these international conventions and declarations and we consider a Minimum Living Wage to be a legally binding concept. It is a right that has to be respected whatever the situation, the form or statute of labor, without any discrimination. However, we have to acknowledge the international texts remain broad and are in need of specification. So far there is no globally accepted definition and methodology to calculate living wages. Enterprises often use this as justification for not paying a living wage and refer only to minimum wages set by national laws as legally binding concepts.
In reality, the current minimum wages are not sufficient to guarantee the needs for workers and their families and don’t allow to lead a life in dignity. They are also greatly insufficient to stop the current race to the bottom, fueled by global competition and businesses desire to maximize profits. The ILO constitution and the UDHR not only mention a ‘minimum living wage’, but also a just share of the fruits of progress to all and a ’just remuneration’. In addition to this, sustainable Development Goal 10 focuses entirely on the reduction of inequality. Apart from just taxation and redistributive social protection, a sufficiently high share of labor in the overall wealth is a key to achieving this objective.
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.
RIPESS, a member of the Latin American network on the right to social protection invites the Asian partners to their fifth webinar, focusing on Women & SSE on Tuesday June 12th at 13h UTC/GMT (15h Europe/18h30 Delhi/20h Bangkok).
This panel of experiences will explore to which extent SSE represents a means to provide social protection for women? We will explore the subject, identify successful practices, confirm structuring strategies that can engage the movement, networks and SSE organizations, working together to improve the women’s lives. With activists and experts in the field, we'll lift the veil on this current reflection to move forward together: a guest from the Women Promotion Centre Gregoria Apaza from the network from Bolivia, Elise Pierrette Memong Meno from the network from Cameroun (RESCAM), and Santiago Fisher from World Solidarity from Belgium. The session will be animated by Ethel Coté (Women entrepreneurs network - Women of the world, Canada).
As a reminder, with these webinars, RIPESS is inviting participants to an annual virtual meeting cycle (2017/2018), in which we want to leave enough time to listen to experts' testimonials on different topics of interest identified by our group, and create an international space for exchanges. Please note that our meetings take place in the three RIPESS' languages (French, English, Spanish). See the summary of the last Webinar#4 (Governance&SSE).
Please subscribe at info@ripess.org or the Facebook page, and we will explain you how to join the webinar.
