socialogy-discrimination.ppt

7/30/2019 socialogy-discrimination.ppt

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GENDER DISCRIMINATION


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GROUP MEMBERS

ZULKIFAL KHAN

M RIZWAN FAROOQ


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GENDER DISCRIMINATION


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Defination

Discrimination in employment and occupationtakes many forms, and occurs in all kinds of work

settings. It entails treating people differently

because of certain characteristics, such as race,colour or sex, which results in the impairment of

equality of opportunity and treatment.

In other words, discrimination results in, andreinforces, inequalities.


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The International Labour

Organization The International Labour Organization - the

United Nations agency concerned with the world

of work - defines discrimination as "any

characteristic, preference made on the basis ofrace, colour, sex, religion, political opinion, social

origin which has the effect of nullifying equality

of opportunity or treatment or occupation".


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Types of discrimination

Discrimination at work can be direct or indirect.Discrimination is direct when regulations, laws

and policies openly exclude or disadvantage

workers on the basis of characteristics such aspolitical opinion, marital status, or sex.

Prejudice and stereotypes are normally at the

heart of direct discrimination.


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Indirect discrimination

Indirect discrimination may occur when apparentlyneutral rules and practices have negative effects on

a unequal number of members of a particular group

irrespective of whether or not they meet the

requirements of the job. For example, less favourable treatment of part-

time workers is an example of indirect

discrimination against women, who constitute the

majority of part-time workers.


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The link between discrimination

and poverty Discrimination in employment and occupation

often perpetuates poverty or makes it worse. Byexcluding members of certain groups from work

their chances of developing skills or capabilities,they are restricted to lower quality jobs. Thisenhances their risk of becoming or remainingpoor - which further reduces their ability to

obtain jobs that can lift them out of poverty.


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Anti-Discrimination

To focus its activities in the area ofdiscrimination the ILO- International Labour

Organization has adopted an action plan based

on two thematic priorities.

Promoting Gender Pay Equity

racial/ethnic equality


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Job evaluation

One method of establishing pay equity is through

job evaluation methods that are free from genderbias. This involves a number of steps:

Breaking up jobs into factors and sub-factors (skills,qualifications, responsibility, working conditions,

etc) Attributing a score to each factor

Matching equal numerical value with equalremuneration

The rating of job content is based on criteria relatedto responsibility, skill, effort and workingconditions.


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Job evaluation need to be supported by otherconditions such as:

participation and training of all the parties which areinvolved

Transparency in the process and procedures so allthe parties understand

Communications

Sectoral committees

Support institutions

Focused national policies


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Other initiatives

There are other initiatives which need to beundertaken in order to reduce and eventuallyeliminate the gender pay gap.

For example, workplace family policies arerequired for both men and women in order toovercome the problems of workers with familyresponsibilities.

The growth of part-time work in the world. Childcare arrangements, especially for children

under three years old.


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Other Remedies

Pay equity is of course not the only remedy forgender inequality in the workplace. Otherremedies include:

Stronger legal frameworks and more effectiveenforcements of laws which concern genderequality

Strengthened institutional mechanisms

Creating more employment opportunities forwomen and applying affirmative action whereverrelevant


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Racial Discrimination

Racial discrimination affects millions of differentworkers around the world, ranging from blackpeople and ethnic minorities to original peoples,

nationals of foreign origin and migrant workers.Very often those who suffer racial or ethnicdiscrimination are very poor.


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Policies for eliminating

discrimination

Some of the policies that work and need to bereinforced include the following:

Anti-discrimination policies: The use of procurement policies to further equality is

another promising area to be promote These include employment generation programs to

create temporary wage employment for unskilledworkers with few prospects to enter formal wageemployment;

Job evaluation methods Finally there is a need for policies to reconcile paid work

and family responsibilities (working schedules andlocation; leave policies; child care facilities; etc).


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Women union members

An ILO study published in 2005, examining tradeunion membership and collective bargainingcoverage in a number of countries, revealed thatunion density rates were higher for femaleworkers than for males in about half of thecountries examined across various regions.


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Wages and benefits

Equal pay

Job classification

Pensions

Transport benefits Medical benefits

Overtime entitlements

Bonus systems

Housing benefits Dependent allowances


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Maternity and family

responsibilities

Job security

Reproductive health care

Leave for prenatal check-ups

Adoption

parenthood leave

Family leave

Child care facilities Care of the elderly or disabled

reproductive health services


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Hours of work

Basic hours and overtime

Night work

Part-time work Flexible working time

Job sharing

Expectant and nursing mothers

Time off for family responsibilities


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Leaves of absence

Paid annual leave

Compassionate or bereavement leave

Maternity/paternity/parental leave Medical or sick leave

Paid education or training leave

Other personal leave (for marriage, etc)


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Health, safety and the work

environment

Health and environmental hazards

Health and safety committees and safety

representatives

Personal protective equipment

Welfare facilities and services

Disabled workers


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THANKS

socialogy-discrimination.ppt

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