Strengthening global solidarity to protect health and safety, jobs and income of our members

The Covid-19 pandemic has led to the deepest economic crisis since World War II and is having a catastrophic effect on people. In his opening remarks, president Jörg Hofmann said that in the face of the pandemic we will not allow to be split from one another.

“The crisis is impacting trade union activities and is being used to roll back the rights we fought to have. The strength of IndustriALL is based on the strength of its members, on their negotiations, campaigns and other actions. We must stand together, as the majority of the 3.3 billion workers worldwide are worried about their existence and future.”

The International Labour Organization is predicting that by July this year, 300 million formal jobs will have been lost, even more in the informal economy.

The pandemic shows how vulnerably global supply chains are and that multinational companies have a particular responsibility. IndustriALL affiliates spoke about the impact for their members as auto manufacturers in the UK are dismissing thousands, on continued corporate neglect in the global garment industry, how Italy has been brought to a more or less complete standstill, how India is badly hit with a government trying to push through amendments to labour laws at workers’ expense and migrant workers are trying to get back home without any food or transportation.

In his report to the Executive Committee on the impact of Covid-19 on IndustriALL’s sectors, general secretary Valter Sanches said that IndustriALL is working with global unions, national unions and sector level unions to ensure that workers are protected.

“We see our affiliates fighting against the negative impacts of Covid-19, defending the health and safety, jobs and income of their members. And at the same time, unions work with companies to reconvert production facilities to  manufacture goods mostly needed in the frontline of care, like ventilators and hand sanitizers.”

And unions are fighting back against governments, like those of Hungary, Brazil, Cambodia, India, Philippines, who are taking advantage of the crisis to crack down on democracy, human rights, workers’ rights and trade unions. 

“You all participated in the campaign to release Soy Sros, the union leader who was jailed in Cambodia for speaking up for her members, and it shows that international solidarity works.

“This week we launched another campaign to defend workers’ rights in India. We need unity and struggle for a just and better future.”

The Executive Committee unanimously adopted a political statement on Covid-19, as well as a resolution for a campaign on brands in the textile and garment industry.

IndustriALL’s Womens Committee met the day before the Executive Committee, and in the report, co-chair Monica Veloso stressed that women must be included in all aspects of the union:

“The current pandemic affects women in hardest times, at the same time they are underrepresented in unions. Unions have to fight for women’s rights and for gender equality. Governments are not providing enough guarantees that women can work without suffering harassment. More governments urgently need to ratify ILO Convention 190 on violence and harassment in the world of work.”

In face of the pandemic and its risks, the Executive Committee unanimously decided to postpone IndustriALL’s third Congress one year, until September 2021. The current mandates (executive committee, internal auditors, president, vice presidents and leadership) will be extended accordingly. The mandates of the two Congress preparatory working groups (statutes/finances/sustainable structures and action plan) were also extended.

724 workers, including pregnant women, dismissed at Cambodia garment factory

In May the Chinese company furloughed 2,000 workers until the end of June. A month later, 724 workers were dismissed.

The majority of the workers are women, and the dismissals affects their take-home pay and their dependent children. Women workers at Youli subsidiary, Shuangli, organized a protest to oppose the termination at the entry of Shandong Sunshell (Svay Rieng) Special Economic Zone, where the company is located.

 

The contract of local union leader at Youli, Por Rado, has been terminated as he is accused of exploiting working hours for union work. IndustriALL affiliate, Collective Union of Movement of Workers (CUMW), is condemning Youli and Shuangli for union busting and violence against workers.

CUMW president Pav Sina says:

“On several occasions, supervisors have kicked and twisted the arm of women workers and thrown pieces of garment at them. These violent and insulting acts must be stopped.

“Our members have been repressed, intimidated and discriminated by factory management just because they are unionists; the company is trying to destroy the union movement in the factory. The union busting is evident; after dismissing 724 workers, the company is now recruiting new workers.”

IndustriALL regional secretary Annie Adviento calls on Youli to reinstate the terminated workers, to ensure their income and food security during the Covid-19 pandemic.

“Violence against women at workplace is totally unacceptable and I urge the company to take disciplinary action against the accused supervisors. A police report should be lodged as these are criminal offences.”

“The Ministry of Labour and Vocational Training must conduct a thorough investigation inon the allegation of anti-union discrimination. Many companies in the region are using Covid-19 as pretext to get rid of union leaders, the government must uphold rule of law and protect unionists.”

Asarco guilty of unfair labour practices in US copper dispute

The complaint issued by the Phoenix, Arizona office of the NLRB – the US industrial relations arbitrator – found in favour of the workers. The NLRB outlines Asarco management’s failure to bargain in good faith with the unions representing its employees, both before and during the ongoing dispute.

Allegations include bargaining with no intention of reaching an agreement, failing to provide information needed for bargaining, not having decision makers at the table with adequate authority to negotiate, discriminating against union representatives, and illegally declaring an impasse and unilaterally implementing changes to working conditions.

The company must respond in writing by 29 June.

The ruling is an encouraging development for the almost 2,000 union workers who have endured eight months on the picket line at five copper mining and processing facilities in Arizona and Texas. The majority of the workers are represented by IndustriALL Global Union affiliate the United Steelworkers (USW). Other workers are represented by affiliates the Teamsters, Boilermakers (IBB), Machinists (IAM) and the UAW, as well as by the IBEW and IUOE.

The workers went on strike on October 13, 2019, after rejecting a new four year contract that will see no wage increases after a ten year wage freeze. Workers have held firm on the picket line despite months of hardship, exacerbated by the coronavirus crisis.

USW president Tom Conway praised the fortitude of the strikers, while calling for support and solidarity to ensure that they endure one day longer than the company.

IndustriALL assistant general secretary Kemal Özkan said:

“These workers have bravely faced up to the intransigence of this multinational company for eight long and difficult months. They have now been vindicated by this NLRB ruling, which shows that the company provoked the dispute and never intended to offer a fair deal. The ruling is a clear sign that this tactic has failed. It must end now, and the company must negotiate in good faith.

“The workers have shown their strength and determination, and they will prevail. We are proud to stand with them.”

Welcome to Global Worker

The fight to protect our members is relentless.

Companies are taking advantage of the pandemic to put forward restructuring plans that have little to do with their forecasts for the post-pandemic period. Some of the sectors we represent are facing massive job cuts, like the aerospace sector, which is heavily impacted as air travel has come to a more or less complete stand still. 

The auto sector in Sub-Saharan Africa has potential for job creation with multinational manufacturers setting up production plants across the continent. Unions must be part of the process as industrial policies are being discussed. 

Science, technology, engineering and mathematics (STEM) include a huge range of occupations like software or web developers, computer programmers, database administrators, engineers and many others. Most of IndustriALL sectors are STEM sectors; manufacturing, energy and mining employ a high proportion of people with STEM qualifications. Addressing gender gaps and protecting women in STEM is among one of the most urgent challenges for trade unions today.   

There has been good news as well during these challenging times. In May, Fiji announced its ratification of ILO Convention 190 on Violence and Harassment in the World of Work. Uruguay was the first country to ratify the convention, and the union played a big part in the process leading up to it.

When we come together we win, and international solidarity can make a difference

Turk Metal in Turkey fought hard to arrive at the negotiating table for a collective agreement at an auto parts production plant; through pickets, rallies and national and international solidarity they persevered.   

As parts of the world are slowly coming out of lockdown and workplaces reopening, it is imperative that the return to work is safe. Unions are involved in negotiating a safe return to work, with health and safety as main priorities. Herewith we are launching a guide that also compiles best practices from our unions around the world.

The pandemic is changing the way we work, in some cases accelerating changes that were already under way. 

It is time for us to strengthen global solidarity to keep defending the health and safety, jobs and income of our members and to reshape the future.

Stay safe, and stay united in solidarity.  

Valter Sanches

General Secretary

Coal India unions call for strike to oppose privatization

Trade unions and workers of Coal India Ltd (CIL) and the Singareni Collieries Company Limited (SCCL), among the biggest public sector companies in the world, are seriously concerned over the government’s decision to auction coal blocks on 18 June to private players. Unions are concerned that the welfare of over 300,000 workers employed by CIL and 45,000 employed by SCCL is at stake.

The central unions are demanding:

According to union sources, the CMPDIL, a subsidiary of the CIL, has been doing excellent work for the company and delinking it will negatively affect its services to the CIL.

S Q Zama, secretary general of the Indian Mineworkers Federation says:

“Private companies will trigger the race to bottom with extreme use of contract workers, unsafe and irresponsible mining practices. Commercial mining with the primary objective to gain profit will undermine social protection and conservation of coal benchmarks set by the public sector.”

“The CIL and SCCL have adequate capacity and technological capabilities to cater for the country’s needs. The decision to auction coal blocks to private players is merely an attempt to transfer public resources to private hands. Coal workers will continue to oppose any effort to privatize the sector.”

Kemal Özkan, IndustriALL assistant general secretary, says:

“We stand in solidarity with Indian coal workers. As we are witnessing many accidents and fatalities in Indian mining sector, commercial coal mining may exacerbate the occupational health and safety crisis. India should immediately ratify and implement the Safety and Health in Mines Convention 176.

“The government should engage in genuine social dialogue and take on board the unions’ views on commercial coal mining in order to secure precious national resources for public purpose and to to guard workers’ interests. They have contributed to the growth of CIL and SCCL.”

The central unions taking action include national centers of IndustriALL affiliates INMF and HKMF namely INTUC and HMS along and other national centres CITU, AITUC, and BMS.

Negotiating the return to work

Together with the UK’s Trades Union Congress (TUC), IndustriALL Global Union’s UK affiliates Unite, GMB and USDAW, stressed that

“they will not recommend a return to work for their three million members until the government and employers agree to a nationwide health and safety revolution as a result of the Covid-19 pandemic”.

In South Africa there is a clear opposition against the unsafe reopening of the mining sector as the industry targets a return back on 1 June. Union opposition has increased with the massive spread of Covid-19 of at AngloGold Ashanti’s operation in Western Gauteng. The National Union of Mineworkers (NUM) says that the mine cannot be reopened until the entire workforce has been tested.

What and how to demand

 

IndustriALL believes that details must be negotiated for a safe restart of production. It is not about being for or against returning to work. It depends on the spread of the disease in a country or city, the health system, whether protective measures are available for the commute, etc. Once that is in place, negotiations with the union at national, sectoral and company levels must take place to prepare a safe return to work.

Health and safety is the number one priority

 

IndustriALL views occupational health and safety as a matter of workers’ rights and employers’ responsibilities.

The extraordinary situation created by Covid-19 does not change these fundamentals. In fact, they are now more important than ever.

While laws and regulations vary around the world, in general employers are required to protect the health and safety of their employees. This includes providing information, education, training, and the correct equipment to do the job safely. In addition, new specific laws or regulations may have been enacted to deal with the Covid-19 outbreak. Make sure that your workplace follows all legal requirements.

Workers demand three main rights:

  1. Right to know about hazards at their work
  2. Right to refuse, or to shut down, unsafe work
  3. Right to participate fully in health and safety decision-making

Workers demand the right to know as fully and accurately as possible what the hazards are, and how they will be controlled. We insist on the right to participate in the decision-making on what controls will be implemented – it’s our lives. That means joint health and safety committees and trade union safety representatives must be fully involved in the design, implementation, and monitoring of all measures taken. Finally, we will assert our right to refuse to perform unhealthy or unsafe work if we have reason to believe that the controls are inadequate.

Risk assessment is certainly needed before a return to work and prevention measures must be put in place. A transparent information, consultation and negotiation process should be conducted with the full involvement of workers and their unions. Workers must be involved in the risk assessments – the only people with the moral authority to assess a risk, are those who face the risk.

Return to work

 

Before returning to work, each employee must receive practical and appropriate safety training on hazard and risk control, including on personal protective equipment. There should be clear protocols covering:

Work organization plays a critical role in the return to work. Shifts, internal workplace movements, meetings, internal events and trainings can be clearly outlined. If needed, teleworking can be regulated by agreements with unions and workers.

Given the ongoing risk of Covid-19, there should be clear rules for managing workers with symptoms at work. Testing, screening and medical surveillance are necessary at the workplace. For Covid-19 cases, entitlements such as sick pay should be paid without any cuts and full health insurance must be provided.

Return-to-work plans must be gender sensitive, with special provisions to protect women from discriminatory situations.

As schools remain wholly or partially closed in many countries, it is important to ensure childcare facilities for workers.

Concerns over data privacy in the workplace must be addressed, as testing-tracking-and-tracing protocols will be an invasion of privacy.

Solutions with various alternatives for transportation to and from work should be mutually agreed upon.

There must be a genuine social dialogue for all return to work plans. If needed, expert services should be available. The role of health and safety representatives and committees must be identified in relation to the implementation and monitoring of the respect of the agreed protocols/agreements to return back to work.

Measures for workers’ mental health with a view to limit psychosocial risks related to Covid-19 should be in place.

Workers with higher medical/biological risk factors, such as pre-existing health conditions, certain prescription medications, or age, should be assessed and their needs accommodated.

Employment injury insurance schemes, or workers’ compensation, will almost certainly resist not only disease recognition, but the widespread testing and identification of Covid-19 victims and carriers necessary for safe return-to-work protocols. Unions should ask employers to support, and not oppose, any COVID-19 related claims.

How is it done?

 

The International Labour Organization (ILO) has published a guide for a safe and healthy return to work According to the ILO, “the determining factors in any decision to return to work must be considerations of life and health and the anticipation and mitigation of risks”. And “social dialogue is critical to ensuring effective policy design and creating the trust needed to facilitate a safe return to work”.

According to the ILO, International Labour Standards provide an adequate framework for a safe return to work, including a clear system of rights and responsibilities. The ILO guidance discusses psychosocial risks, chemical hazards, ergonomic risks etc. It also affirms the rights to know, to refuse, and to participate, and ties it into the question of decent work.

The ILO has introduced a tool on health and safety for the Latin America and Caribbean region, composed of ten steps to return to work.

The International Trade Union Confederation’s Key issues on the return to work,  states that “ensuring health and safety in workplaces must be the highest priority as people return to work in many countries emerging from Covid-19 restrictions and closures”.

Italy

Three union confederations Cgil, Cisl and Uil and employer organisation Confindustria have agreed on a protocol on 24 April, according to which activities will be suspended if companies do not comply with the protocol, and local committees will be set up. The protocol considers employees of subcontracting companies, and if one of these employees tests positive for the virus, the subcontractor has to immediately inform the client company.  

At the sector level, IndustriALL textile affiliates Femca-Cisl, Filctem-Cgil and Uiltec have signed a memorandum of understanding (MoU) on 2 May, with the employers to ‘prepare the ground’ for return. According to the MoU, each company has to adopt the protocol, which will thereby become a company protocol that then will have the potential to be integrated with other company specific measures. The social partners have set up a national joint committee which will operate until 30 September, with a responsibility for informing companies and workers of the protocol’s contents.

At the company level, IndustriALL affiliates FIOM-CGIL, FIM-CISL and UILM signed an agreement on 9 May with Fiat Chrysler Automobiles on how to prevent the spread of coronavirus. This will have to be applied when the government gives the green light for business to resume. The agreement guarantees maximum health safety for every worker in the group: informing employees of protective measures, new organisation of work, and workers and job protection.

IG Metall Guide

Germany

IG Metall has published a guide on how to ensure protection at production sites. It refers to seven rules to be followed, recommending three types of measures; technical, organizational and personal.

IG BCE has developed a ten point plan with recommendations for implementation, which include risk assessment for all workplaces before the return, hygiene plans, keeping vulnerable groups in mind, personal protective equipment, among others.

Spain

CC.OO. and UGT, together with representatives of employer organisations and the government, worked on how to prepare for a “de-escalation” following the relaunch of economic activities, considering the particularities of each sector. Trade unions called for a resumption of activities which guarantees the protection of workers.

The return to work is taking place with a recommendation that masks are widely used. Unions are calling for better protection for employees returning to work, especially those in contact with the public. Special protocols have been negotiated and agreed for:

Belgium

Belgian trade unions and employers agreed on a framework to handle the return to work in non-essential sectors on 22 April. The guide sets out best practices for ensuring safe workplaces and contains concrete preventive measures as regards safety, health, and hygiene instructions. It is intended to serve as a basis upon which the sector joint committees (where branch agreements are negotiated) can draw when formulating their own specifically tailored sector protocols.

At the sectoral level, trade unions in metal and technology sector signed an agreement for resumption of work. The agreement is designed to complement the national level guidance to tackle the spread of the coronavirus in the workplace. The agreement reasserts the importance of social dialogue and communication between the parties and emphasizes the necessity of involvement by workers and their representatives.

There are similar guides and recommendations for other sectors.

USA

IndustriALL affiliate United Autoworkers’ Union (UAW) reached an agreement with General Motors, Fiat Chrysler and Ford Motor to reopen workplaces. The UAW negotiated to ensure enhanced safety measures are taken at each facility in accordance with the Centers for Disease Control and Prevention guidelines for employers.

The agreement details the necessary precautions including staggered shifts, regular hand washing, social distancing, temperature measurement, the wearing of masks, etc.

The UAW continues to actively monitor and respond to issues impacting the health and safety of UAW members as they return to the worksite. The UAW also pushed for expanded coronavirus testing at present, and full testing as soon as available, to ensure fewer exposures to the virus at the worksite.

Brazil demo

Brazil

Unions from various sectors have managed to get companies to put in place health and safety measures to fight the spread of Covid-19 in the workplace and immediately allow at-risk workers to stay off site. The agreements also provide compulsory paid leave and temporary job security, keep economic benefits in place, and require any measures taken by companies to be approved by workers through a vote or a union assessment.

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Sri Lanka

The government of Sri Lanka established a Covid-19 tripartite taskforce aiming to safeguard the interests of workers and employers through social dialogue. The taskforce reached an agreement applicable to all sectors, ensuring payment of wages and employment within the existing legal framework. Members of the taskforce agreed that workers will continue to be employed and will not be retrenched from work due to Covid-19 lockdown measures. All employees will be deployed at work and allotted equal number of shifts through rotation. This will protect workers’ interests while respecting health and safety measures like social distancing.

Turkey

Turkey

Birlesik Metal-Is (United Metalworkers’ Union) has prepared a Covid-19 guide, aiming to create awareness of employer and worker responsibilities and ensuring adequate measures are taken in the workplace. Workplace level health and safety committees and representatives are tasked to strictly follow the implementation of the guide.

Textile and garment union Oz Iplik-Is has drafted template protocols to be signed with employers on health and safety measures in the workplaces undertaken by the employer. The template protocol also puts forward legislative regulations related to the implementation of measures.


 

Tanzanian union goes digital to organize, defend workers’ rights

Between 2015 and 2018, IndustriALL and Unifor Canada assisted the union to establish an information communication technology (ICT) department and structure which reaches out to all TUICO’s branches at national level.

With most workers restricted to working from home because of COVID-19, TUICO is using digital platforms and social media to reach its members and officials. The union has moved meetings to online platforms.

COVID-19 awareness e-posters on prevention were designed, and short videos that demonstrated how workers can protect themselves produced. Social media campaigns were carried out on recruitment and organizing, grievance handling, and collective bargaining.

Boniface Y. Nkakatisi, the general secretary of TUICO said:

“Using ICT services during the pandemic period proved effective. Most activities on our three-month plan were completed and we managed to recruit 903 members from the sectors that we organize such as cement, garment and textile, and petroleum. We also resolved 15 disputes with various employers.”

Nkakatisi says the union negotiated collective bargaining agreements online with cement companies, Tanga and Tanzania Portland and wage increases with some companies.

“We set up meetings with the employer to discuss the union’s bargaining proposals. In the meetings we had union leaders from the companies present. After discussions, we reached agreements. However, it is not the same as long negotiations. Questions are limited and queries deferred to the local union leader. Everything happens within limited time.”

He added that recruiting members online is unique:

“The local organizer calls for a meeting with a few workers, tells them the importance of joining a union, and gives out joining forms to pass on to those not present. We have learnt that under COVID-19 the strength of the union lies in the local organizer. Therefore, we are prioritizing the training of 1,000 organizers.”

The union has also set up management information systems for collecting union dues.

However, there were challenges as the union was not ready for a full online rollout when the first coronavirus cases were reported in Tanzania. Further, internet access is unreliable and data cost high.

Valter Sanches, IndustriALL general secretary said:

“It is important that TUICO is using digital technologies to raise awareness on COVID-19, and to advance union work. Unions must be ready to overcome any barriers and stand up for workers’ rights and demands in whichever platform possible. The amazing capacity to adapt and succeed showed by TUICO is an example to be followed.”

TUICO also launched a news portal which publishes news, events, and the activities of the union on www.tuico.or.tz. The union can be reached on these social media handles:

@TuicoUnion

Instagram: TuicoUnion

 
 
 
 
 
 
 
 
 
 
 
 
 

#HakiHaipotei Women Leaders at Mazava stand firm against '#unjust closure of Mazava Textile in Morogoro. . Wanawake viongozi wa TUICO wapigania haki zao dhidi ya jaribio la kufunga kiwanda cha Nguo Mazava mkoani Morogoro. #HakiHaipotei #protectourjobs #stopcovidnotjobs

A post shared by TUICO (@tuicounion) on May 19, 2020 at 5:11am PDT

Fight for your rights!

A committed trade unionist and member of the works council, this is another step in Hyundai’s efforts to get rid of the designer, hired at Hyundai’s Motor Europe Technical Center (HMETC), Germany, in March 2003. The court case is the second legal dispute that the union member had to bring against the Korean carmaker in order to fight the false accusations from the company whose objective is to fire him.

Hyundai’s behaviour is not only about this individual case; it is also about disdain for German union IG Metall, representing the large majority of German autoworkers. Hyundai has instead promoted a yellow union, AUB, created with support of Siemens management, to avoid any dialogue and confrontation.

The HMETC was established in Germany in 2003 with two core business objectives;  improve the  perception of Hyundai and Kia products, and give customers the impression that the cars have been engineered and developed in Europe and based on related high standards.

According to Georg Leutert, IndustriALL auto director, the strategy has been successful.

“Very few car companies have grown more than Hyundai/Kia in the last 15 years, particularly in Europe and in the US. Is it then too much to ask that Hyundai accepts other aspects of Europe, like accepting the legitimate union in the workplace?

“Instead of engaging with a yellow union, Hyundai should have a constructive dialogue with members of its works council.  Hyundai should sit down to discuss the complaint against unsafe working conditions and excess working hours, instead of trying to fire a union member and intimidating the work force.”

Hyundai favours an anti-democratic and anti-union approach and pursues a policy that strictly avoids any kind of equal partnership or dialogue:

IndustriALL general secretary Valter Sanches says:

“While many companies increase their efforts to comply with ILO core labour standards, the Hyundai Group show utter disrespect for their workers.

“IndustriALL Global Union calls upon Hyundai to immediately stop harassing union members and engage in genuine social dialogue.”

Under the leadership of IndustriALL and the Korean Metallworkers’ Union, the Global Hyundai-Kia Trade Union Network will continue to coordinate trade union activities in Hyundai/Kia operations worldwide. The network will continue its attempts to enter into a constructive dialogue with the company on a global framework agreement to ensure Hyundai Group lives up to the ILO core labor standards worldwide.

Women in STEM: a challenge for trade unions

SPECIAL REPORT

Text: Armelle Seby

Embedded social and cultural norms, stereotypes and behaviours prevent women from enjoying their basic right to equal opportunities and equal treatment in STEM. 

In addition, in their efforts for a Just Transition in shaping the future of work, unions should ensure that women are not forgotten and will benefit from a fair redistribution of jobs, time and profit.

What is at stake?

STEM includes a huge range of occupations like software or web developers, computer programmers, research scientists, engineers, database administrators, technicians, mathematicians and statisticians.

Even if the STEM jobs are not necessarily highly qualified jobs, occupations in the STEM classification are disproportionately higher-skilled relative to other occupations.

Most of IndustriALL sectors are STEM sectors; manufacturing, energy and mining employ a high proportion of people with STEM qualifications who work in STEM occupations.

STEM jobs pay well and are expected to be the jobs of the future. With the development of new technologies, manufacturing sectors require new technical and technological skills. STEM fields are key in the development of Industry 4.0 and in dealing with climate change. STEM-related jobs are growing significantly faster than others. 

The proportion of women in STEM jobs, and especially among high-skilled jobs, is low. The gender gap starts in higher education; according to UNESCO only 35 per cent of students enrolled in fields of study related to STEM are women. 

The Confederation of Japan Automobile Workers’ Unions (JAW) says that the male to female ratio of newly employed engineers is not 50/ 50 due to the fact that female students are represented at around 15 per cent in technology departments. 

Across Europe, men dominate medium and high-technology manufacturing; 83 per cent of scientists and engineers are male. Women accounted for only 12.4 per cent of engineers in Australia in 2016, 13 per cent of engineers in Canada the same year, and 16.2 per cent engineering occupations in the US in 2017. 

The proportion of women working in STEM differs between the fields. Globally, the proportion of women is the lowest in engineering, manufacturing, computer science and ICT.

In addition, there is also the problem of women dropping out of STEM disciplines in disproportionate numbers during higher education, in the transition to the world of work and even in their careers. For example, across European Union countries, only 20 per cent of women aged 30 and over who hold ICT-related degrees decide to stay in the technology industry.

Roots of gender inequalities in STEM

Girls are rarely encouraged to study science, technology or mathematics. These careers are perceived to be more for men. Young women are also often afraid of the prospect of being the only girl pursuing a STEM career, as well as of the possibility of future discrimination by employers. Add to that that there are few female role models or mentors that can help young women overcome these difficulties. 

In a presentation on Women in STEM at IndustriALL women’s Conference in November 2019, Swedish union Unionen listed several factors explaining why women drop out of STEM education before they graduate

This discrimination continues for women working in STEM. A survey conducted in the US in 2017 show that women experience discrimination in several ways: they earn less than men doing the same work; they are treated as if they are not competent; they receive less support from senior leaders than men doing the same job; they feel isolated in the workplace; they are passed over for the most important assignments; they have been denied promotions because of being a woman.

According to Unionen, women are often overqualified for the jobs they end up doing. UNIFOR in Canada has reported that where women are involved in research within the STEM occupations, women often wind up in precarious work and leave for more secure, but lower paid, employment.  

Women in STEM face glass ceilings and walls. Women choose, and are chosen, to occupy more generalist, less technical and lower management positions. Consequently, women are far more likely to be in junior positions than men regardless of age. In 2017, a global survey conducted by HackerRank among more than 14,000 professional developers (including 2000 women), showed that over 20 per cent of the women over the age of 35 were still in junior positions, compared to 6 per cent of their male counterparts.

In a recent workshop in Madagascar, IndustriALL affiliates from the mining sector reported that women trying to access work in technical or STEM occupations face discrimination. Because of both unconscious or conscious bias and the prospect of possible maternity leave, young women are often disadvantaged during the recruitment process. 

In many parts of the world, women are expected to stay at home and be in charge of childcare and household work. The lack of flexibility in working hours and the challenge of work life balance in STEM contribute to the disproportionate drop out of women from these careers. 

Women in STEM earn less than their male colleagues. In 2015, the gender pay gap in Canada among workers who graduated with bachelor degrees in STEM amounted to 17.9 per cent. This gap was 27. 6 per cent in Europe in 2014 and 19.7 per cent in the US in 2017.

Sexism and gender-based violence (GBV) in STEM

There is a wide-spread  macho culture in STEM sectors. In tech and computer science, a ‘brogrammer’, brother and programmer, culture, pushes women to leave the sectors.

At IndustriALL’s automotive working group in Germany, December 2019, sexism was reported as one of the main issues that women face in the STEM sector. Women have to face conscious and unconscious sexism on a daily basis from male colleagues and supervisors, with jokes, behaviour, comments undermining women’s work, questionning their competencies, isolating them or preventing them to evolve in their career.

Women are leaving their dream careers because of subtle forms of discrimination pervading the industry. “It is death by a thousand paper cuts and managers not believing you are bleeding,” says a woman software engineer in London. “These things can seem like small problems or nothing at all to someone hearing them for the first time [but] by the time you are telling someone, you have been ground down.”

Women in STEM are not spared GBV. Several studies and testimonies from women in STEM denounce the high prevalence of sexual harassment in these fields. 

What should unions do?

“Getting more women in STEM and protecting them, at a very basic level, is a question of fairness. Women should have the same opportunities as men to choose to pursue and succeed in a STEM career. It is also part of the efforts that unions should develop to become more inclusive and diverse and to adapt to a transforming world in order to survive. With the development of new technologies and the Industry 4.0, it is a critical time for unions to act now for the women in STEM,”

says Valter Sanches, general secretary, IndustriALL Global Union.

Unions should call for concrete and genuine action for gender equality in STEM, and actions to fight the stereotypes and social norms that perpetuate discrimination and domination against women. If trade unions want to organize these women, many of them being white collars, they have to develop specific strategies. 

IndustriALL Women's conference 2019

IndustriALL world women’s conference insisted that organizing, protecting and defending the rights of women in STEM should be a priority for unions. Organizing these women will be possible only if women feel represented and protected by their unions. Diversity must be reflected at all levels of trade union structures, including leadership, and a gender perspective must be integrated in all trade union action, in order to respond to the different needs of all the workers. 

In addition, in order to contribute to a change of mentalities, breaking embedded stereotypes and reinforcing women’s self-esteem and confidence, awareness raising and trainings inside the union and among the members is essential. 

UNIFOR in Canada has been addressing the underrepresentation, stereotypes, and lack of skills and knowledge internally through education. The union has organized, in partnership with training institutes, several trainings and awareness raising programmes for women members in order to encourage them in entering or returning in STEM sectors. The aim of these activities is to build confidence in their female members and to bring women into the trades. 

Unionen, together with two organizations, Women in Tech and Women in IT, last year organized a workshop for women in tech to hear the voices of these women. Women have put together a list of demands.

In the UK, Unite the union and other unions gave presentations in schools and invited students to workplaces to showcase STEM careers.

Addressing discrimination in STEM sectors and begins with the recruitment process. Trade unions should push for transparent, open and accountable hiring processes. Conscious or unconscious bias in recruiting new workers especially in technical positions should be addressed. In Madagascar, IndustriALL affiliates in the mining sector have been monitoring the inclusion of gender neutral language in job vacancies for technical positions. 

Transparency is key to ensuring equal remuneration for work of the same value and equal opportunity for promotions. Trade unions should push for transparent salary scales and promotion processes. In order to effectively monitor gender equality, it is key that trade unions have access at company level to gender segregated data including on new recruited employees, promotions and salary increases; the distribution of workers in the different job categories, and at different levels of the salary scale. 

In the car industry, after an initiative by UK union Unite, audits took place, managers and union representatives were trained together, and the site has now an Equal Pay Review Committee with union representation. 

In many countries, the law obliges companies to establish equality plans to help to fight against discrimination. In Finland, the legislation provides that for all workplaces of more than 30 people, equality plans should be put in place in collaboration with trade unions. In technology industries, employers and trade unions, including IndustriALL affiliates, have developed training material and training modules on how to develop equality plans and conduct pay surveys to check the gender pay gap. Workers’ representatives and managers participate in these trainings. 

Together with Swedish employer’s organization Almega, Unionen has launched a cooperation project to monitor how companies are doing in terms of discrimination. They are conducting surveys and collecting information for a sample of enterprises. 

Developing gender responsive lifelong long learning programmes for women in STEM should be a focus for unions. Women at IndustriALL’s world women’s conference called on unions to include skill upgrading and lifelong learning programmes for women in negotiations and discussion with employers. 

Industry 4.0 has a different impact on women and men. Women have less access to training than men due to lack of time. Trainings should be organized during the working hours of women. Women are often stuck in medium skilled jobs in STEM that are expected to disappear. Lifelong learning is key to helping women workers throughout their careers so they can benefit from the creation of new jobs. 

Trade unions should negotiate measures on work-life balance for men and women in STEM and measures to reduce and redistribute the burden of child care and household work by improving paid parental leave and enhancing access to child care services. 

Gender equality in STEM will be possible only if women are not exposed to GBV. ILO Convention 190 on violence and harassment in the world of work is a key tool for unions. It can help tackle the underlying causes of GBV, including multiple and intersecting forms of discrimination, gender stereotypes and unequal gender-based power relations. Workplace risk assessments, as set out in the Convention, can also help to change attitudes because they can take into account factors that increase the likelihood of violence and harassment (such as gender, cultural and social norms). 

IndustriALL encourages its affliates to join the campaign C190, it can change lives in order to put an end to sexism and violence and harassment, including in STEM sectors.

Solidarity wins a great victory for autoworkers in Turkey

PROFILE

In 2019, workers at Bodo Bode Doğrudan’s production facility in Kestel, Bursa, exercised their fundamental right to join a union and the majority became members of Türk Metal. The Turkish ministry of labour issued an official certificate on 6 November 2019, confirming Türk Metal’s sufficient majority to become a bargaining partner. 

But instead of entering into negotiations, the company punished the workers for exercising their legal right to join a union.

Intimidation, threats and dismissals ensued. Bodo Bode Doğrusan terminated the employment contracts of six union members, and on 9 February an additional 75 workers were dismissed. 

But the workers fought back, refusing to leave the factory. They organized a ten-day long picket with outside temperatures below zero. 

Their demands were clear

  • reinstatement of dismissed colleagues
  • immediate recognition of the union
  • withdrawal of all court cases initiated by the company against the workers
  • immediate start of negotiations for a collective agreement

In a letter to Bodo Bode management, IndustriALL Global Union warned the company that its actions constituted

“a blatant violation of Turkish labour law as well as fundamental international labour standards, including Convention 87 on Freedom of Association and Protection of the Right to Organize, and Convention 98 on the Right to Organize and Collective Bargaining of the International Labour Organization”.  

Bodo Bode is an auto parts company supplying to auto giants MAN and Daimler, with whom IndustriALL has global framework agreements. Sourcing from socially responsible partners respecting workers’ rights is part of the agreements.

IndustriALL got in touch with some of the major companies sourcing from Bodo Bode and called on them to intervene in making the company comply with national labour law and international core labour standards. 

IndustriALL also assisted in connecting the Turkish metalworkers with German union IG Metall. IG Metall has European works councils at MAN and Daimler. Three members of the MAN European works council visited Turkey and met Bodo Bode workers to show solidarity and support. 

On 18 February, a big rally was organized at Bodo-Bode Doğrusan. At the rally, Pevrul Kavlak, Türk Metal general president, said: 

 “As Türk Metal, we have always promoted social dialogue. We have implemented that principle in every single workplace where we are organized and we are ready to implement it in here. I’m calling out Bodo Bode; either you act lawfully and you respect the workers or we will teach you about these values".

Putting further pressure on both Bodo Bode and their major customers, a special day of action was organized on 19 February. Union members staged a protest in front of Bodo Bodet and a solidarity rally in front of Daimler’s headquarters in Istanbul.

This pressure, combined with solidarity actions, contributed to a strong victory for the Turkish metalworkers. 

On 21 February, Bodo Bode ceded to the pressure from workers and customers on both national and international levels and agreed to reinstate all dismissed workers, withdraw all legal cases against them, recognize the union and start collective bargaining.

Valter Sanches, IndustriALL general secretary, says:


"This is a real success story and a great victory! We salute the union members' courage and determination which finally brought them this win. It is a great example of global union solidarity and strong implementation and enforcement of global framework agreements. We expect that the company will now prefer a civilized solution to conflicts, at the bargaining table."