TEU women’s vice-president Alex Sims said it is forty years since the Equal Pay Act 1972 was passed, yet women continue to be paid less than men for doing the same type of work, and occupations that are dominated by women are less valued and lower paid than equivalent male dominated occupations.

“Indeed, far from the gap between men’s and women’s earnings closing, the latest Quarterly Employment Survey shows that the pay gap between men and women has grown by 28 cents per hour in the last year.”

Associate Professor Sims says the Quarterly Employment Survey cannot be dismissed as a mere blip.

“In the past nine quarters, the male ordinary time wage has increased by a greater percentage than the female ordinary time wage on seven occasions; only twice did the female ordinary wage increase at a higher rate than the male wage.”

TEU national president Sandra Grey says TEU will be supporting Education International’s campaign.

“Pay equity is a fundamental matter of equality and fairness. When women are paid less than men for work of equal value, it goes against the basic principles of justice.”

“Pay inequity has a heavy impact not only on women, but also on their families and communities,” said Dr Grey. “When women are paid less, children suffer. Increases in women’s earnings are likely to be translated into improved investments in the economic and social sectors.”

Education International notes that women’s right to equal pay for work of equal value, have been enshrined in conventions of the International Labour Organisation. It also has a website where you can send thank you cards to teachers and download pay equity resources such as posters and fact sheets.

CTU President, Helen Kelly said “The Ministers of Labour and Women’s Affairs have told us that new legislation is not needed because workers can already find out pay information by asking a Labour Inspector to investigate a complaint. We do not believe inspectors have the capacity to do this role and think that if workers are able to have the information first – then complaints to the inspectors will be based on knowledge of pay inequality rather than relying on the inspectors in the first instance to inspect all workplaces. However the Minister has said the current system will work and we are going to test it!”

“We’re not aware of anyone ever using the mechanism that the Ministers say exists – but that needs to be demonstrated”.

Tomorrow is the last day to submit petitions. So far TEU branches at Waiariki Institute of Technology, the University of Otago and the University of Waikato have all submitted petitions. If TEU members at other branches wish to submit a petition, either individually or as a group they should contact their branch women’s representative.

The last century has seen a transformation in women’s legal rights, with countries around the globe expanding the scope of women’s legal entitlements. Some of these legal entitlements, such as women’s right to equal pay for work of equal value, have been enshrined in Conventions of the International Labour Organization.

International Labour Organization (ILO)

The ILO (www.ilo.org) is the UN agency responsible for drawing up and overseeing international labour standards, backed up by a supervisory system based on regular government reports. It is unique in being a tripartite organisation of governments, employers and workers.

International labour standards have grown into a comprehensive system of instruments on work and social policy, backed by a supervisory system that is unique at the international level and that helps to ensure that countries implement the conventions they ratify.

Once a country has ratified an ILO convention, it is obliged to report regularly on measures it has taken to implement it. These reports are examined by the ILO Committee of Experts, and open for comments from workers’ and employers’ organisations. A selection of observations is discussed at the ILO Conference.

ILO Equality Conventions

In 1951, the International Labour Conference adopted the ILO Convention 100 on Equal Remuneration; and in 1958 the ILO Convention 111 on Discrimination in Employment and Occupation. These Conventions have been ratified by 168 and 169 countries respectively.

Text of the Conventions
C-100 (Equal Remuneration): http://www.ilo.org/ilolex/cgi-lex/convde.pl?C100
C-111 (Discrimination): http://www.ilo.org/ilolex/cgi-lex/convde.pl?C111

Being two of the eight “Fundamental ILO Conventions”, every ILO member state is obliged to follow the principles expressed in the Conventions on Equal Remuneration and Discrimination in Employment and Occupation. Every two years, governments have to submit a report explaining the measures they have taken to effectively apply the Convention.

Schedule for reports: http://webfusion.ilo.org/public/db/standards/normes/schedule/index.cfm.cfm?lang=EN

 Other ILO Conventions pertaining to gender equality:

• C156 Workers with Family Responsibilities, 1981 (ratified: 41 countries)
• C175 Part-Time Work, 1994 (ratified: 13 countries)
• C177 Home Work, 1996 (ratified: 7 countries)
• C183 Maternity Protection, 2000 (ratified: 21 countries)
• C189 Domestic Workers, 2011 (new convention, no ratifications yet)

Trade Unions and ILO Equality Conventions

Although laws for gender equality exist on paper for most of the world’s women, they often do not translate into real equality and justice. Through advocacy and legal action on the national, regional and international levels, trade unions can contribute to closing this implementation gap.

“Equal Pay for Work of Equal Value” – What does that mean?

• The term “equal remuneration for men and women workers for work of equal value” refers to rates of remuneration established without discrimination based on sex.
• The implementation of the ILO convention 100 involves job comparison.
• There are methods to assess, identify and objectively compare the relative value of work.
• It is necessary to develop job evaluation systems to avoid prejudices or gender stereotypes.

ILO Step-by-Step Guide for Gender-Neutral Job Evaluation for Equal Pay: http://www.ilo.org/ wcmsp5/groups/public/—ed_norm/—declaration/documents/publication/wcms_101325.pdf

Discrimination in Employment and Occupation – What does that mean?

• The Convention addresses discrimination based on race, colour, national extraction, ethnicity/ indigenous and tribal peoples, sex, religion, political opinion and social origin.
• Discrimination occurs when any distinction, exclusion or preference is made which has a negative effect on the enjoyment of equality of opportunity or treatment in employment and occupation.

Trade Union Advocacy for Proactive Laws

So-called “proactive” laws make the implementation of gender equality in public and private organizations compulsory. Generally, a “proactive” law is characterized by the following elements:

• It applies to all employers meeting certain criteria (size of workforce, for example).
• It imposes results-based obligations on these employers, within a specified time period.
• It specifies the main methodological criteria to be used to achieve these results.
• It is carried out in a joint effort by the employer and employee representatives.

ILO Supervisory System

Organisations representing employers and workers play an essential role in the system of international labour standards.

• The regular government reports on the implementation of the Equal Remuneration Convention must be submitted for review and comment to employer and worker organisations in the country.
• These organisations can also supply relevant information directly to the ILO.
• They can initiate representations for violations of ILO conventions in accordance with procedures under Article 24 of the ILO Constitution.
• Employer and worker delegates to the International Labour Conference can also file complaints against member states under Article 26 of the ILO Constitution.

Find more information on the ILO Supervisory System in the EI Trade Union Rights Manual:

http://ei-ie.org/en/websections/content_detail/3279 and contact EI for support: equality@ei-ie.org

Further Reading

Gender equality at the heart of decent work (2009): http://www.ilo.org/ wcmsp5/groups/public/@ed_norm/@relconf/documents/meetingdocument/wcms_105119.pdf

Equality at work: the continuing challenge (2011): http://www.ilo.org/wcmsp5/groups/public/ @HYPERLINK “http://www.ilo.org/wcmsp5/groups/public/%20@ed_norm/@relconf/documents/meetingdocument/wcms_154779.pdf”ed_normHYPERLINK “http://www.ilo.org/wcmsp5/groups/public/%20@ed_norm/@relconf/documents/meetingdocument/wcms_154779.pdf”/@relconf/documents/meetingdocument/wcms_154779.pdf

via Education International 

In the chapter examining “Gender differences in employment and why they matter”, the authors argue that the gender pay gap is largely attributable to gender segregated labour markets, which are a result of gender differences in time use, in access to assets and credit, and in treatment by markets and formal institutions (including legislation).  Relatively little attention is given to the problem of direct discrimination against women in hiring; the authors argue there is a lack of data relevant to developing countries and that segregated labour markets may be largely explained by other factors.  As a tool for policymakers, it is positive that the WDR recognizes that economic growth alone will not change patterns of gender segregation in economic activity.

Similarly, the WDR notes that patterns of women’s “voice” in societies and households do not change much as countries get richer.  The authors emphasize the importance of increasing women’s representation in all manner of fora, explicitly including trade unions.

Chapter 6 discusses globalization, with an upbeat attitude about the potential of trade openness and information technologies to promote gender equality by connecting women to markets, adjusting social norms, and increasing international scrutiny of gender discrimination.  However, the WDR does recognize that greater economic integration has had some negative impact on workers, noting that global labour market shifts have translated into greater wage inequality in the United States and greater unemployment among “unskilled” workers in Europe.  The authors note, but largely dismiss, concerns that trade liberalization may lead to low wages and low working conditions, arguing that in many cases it has led to higher wages and increased scrutiny of working conditions.  The Report does admit that important challenges remain for informal workers, and recommends a combination of strategies to address these including social clauses in trade agreements, corporate codes of conduct, and “the ILO’s ‘decent work’ approach”.

You can access the press release, report overview (4pages), report overview (45 pages) in multiple languages, as well as the full report (all 452pgs, English only) here: http://go.worldbank.org/CQCTMSFI40

Francesca Ricciardone
ITUC/Global Unions – Washington Office
888 16th Street NW, Ste. 400
Washington, DC 20006

International Working Women’s Day – 8 March
A gathering at Parliament Grounds tomorrow to mark International Working Women’s Day will begin by acknowledging the women of Christchurch.
“While we acknowledge the pain and overwhelming work demands for all the people of Christchurch, our thoughts are very much with the women of Christchurch,  as they struggle to care for children, organise their families and get their homes in order, while worrying about job security and making ends meet,” said Coalition spokeswoman Angela McLeod.
Ms McLeod said there was little to celebrate on IWWD 2011.
“We have seen little advance in terms of lifting women’s equality in the past year,” she said.  “Instead things are becoming increasingly unfair on a whole range of fronts, including attacks on solo parents and insulting 25 cent hourly increases for those on the minimum wage – both of whom are disproportionately women. There has been no action taken by Government to close the gender pay gap.  Inaction just entrenches inequality said Ms McLeod. The Coalition will launch a pledge tomorrow and invite women community leaders to sign on to challenge Government to ‘urgently reassess its strategy on pay and employment equity with a plan to significantly close the pay gap in the next three years’.
“Many women community leaders, including MPs, city councillors and others have already signed the pledge,” said Ms McLeod. “The Government is out of touch with the community on equity issues and urgently needs to take note of women leaders and change direction towards a more equitable society.”

Posted via email from TEU

NZEI says it is frustrating to see the government continuing to ignore clear evidence of institutional pay inequity for thousands of education workers.

A pay investigation involving around 800 Ministry of Education support workers who work with special needs children, found they are significantly underpaid when compared to male workers in other sectors who have similar skills levels and responsibilities.

NZEI National Secretary Paul Goulter says “we also have thousands of school support staff who are being discriminated against in terms of pay and career advancement because the government does not value their work.”

“Most of these women did not qualify for tax cuts and they are struggling to make ends meet with increased living costs. The government’s failure to act on proven cases of pay inequity simply adds insult to injury and denies them the opportunities they deserve,” he says.

NZEI is calling on the government to show some real commitment to closing the gender pay gap, and ensure all women workers are treated fairly and equally.
Its members will be supporting the Pay Equity Challenge Coalition for a symbolic handing over of red bags on the steps of parliament to mark Red Bag Day.
FOR MORE INFORMATION:
NZEI SPOKESPERSON: National Secretary Paul Goulter 04-3822724 or 0272081087
MEDIA CONTACT: Liz Brown 04-3822703(w) or 0272683291

Tertiary Update Vol 13 No 47

The government is currently negotiating, in secret with eight other countries, the Trans-Pacific Partnership Agreement (TPPA). This proposed agreement will dramatically increase the ability of private foreign firms, including tertiary education providers, to sue future New Zealand governments and New Zealand public tertiary institutions.

TEU national president Dr Tom Ryan says that for-profit universities in the United States are becoming increasingly aggressive in their attempts to increase their share of both the domestic USUS market and overseas markets.

Recently, for-profit Keiser University lodged a lawsuit against the community college Florida State College, alleging that negative public comments by staff at the college devalued Keiser’s share price and reduced its enrolments. Keiser subsequently withdrew its lawsuit after the two institutions “agreed to put their differences behind them.” Florida State College also told the media it “never intended to disparage Keiser University or its principals or to cause harm to the institution.”

“If we are not careful, foreign investment rules in the TPPA could give for-profit institutions s from the United States, or other countries, the right to sue New Zealand tertiary institutions for making it hard for them to do business here,” said Dr Ryan.

“The agreement might include rules governing the monitoring of academic quality, institutions, qualifications their staff should hold, or the content of the courses they offer. Once TPPA investment rules are set they cannot be reversed, and as Keiser University showed, for-profit institutions will use rules like these aggressively.”

NZQA has already said it is providing support as required for the TPPA negotiations as the agreement may include qualifications recognition clauses.

Inside Higher Ed notes that American for-profit universities are increasingly active outside the United States and offer many on-line degrees internationally. They are also buying or starting universities in other countries, linking with overseas institutions. For example, the University of Liverpool in the UK is the partner of Laureate Education, a large US for-profit, and works with Laureate on many on-line degrees). The US for-profits also offer many on-line degrees internationally.

For more on for-profit universities, check out Stephen Colbert’s analysis of the sector in the USA.

Also in Tertiary Update this week:

1. Otago Uni sacks people who deliver government tertiary strategy
2. Weltec staff opposed to 55 more hours a year
3. NZQA takes over quality assurance of polytechnics
4. Retirement commission wants to raise retirement age

Other news

EIT chief executive Chris Collins said that, other than the positions of Tairāwhiti chief executive Judy Campbell and five members of her senior management team, there would be no more redundancies in the short term as a result of the EIT-Tairāwhiti merger. Mr Collins says he will hire extra academic staff to teach new programmes in Gisborne – Dominion Post

TEC Chief Executive Roy Sharp has announced his retirement, as of 3 April next year, the day he turns 65 – Education Directions

TEU members and staff in the library and IT at Victoria University have this week invited to complete a pay and employment equity survey. The survey is a critical element of the limited pay and employment equity (PaEE) review that the university is undertaking to determine whether women’s employment opportunities and rewards in those two areas of the university are affected by gender. The review is part of ongoing PaEE work in the sector, continuing despite the government’s closure of the PaEE unit in the Department of Labour.

—

TEU Tertiary Update is published weekly on Thursdays and distributed freely to members of the Tertiary Education Union and others. You can subscribe to Tertiary Update by email or feed reader. Back issues are available on the TEU website. Direct inquiries should be made to Stephen Day, email: stephen.day@teu.ac.nz

TEU national women’s officer Suzanne McNabb who is a member of the review committee said that while this review is limited to the university library and IT staff, it is being based on the methodology of the PaEE reviews developed by the Pay and Employment Equity Unit established under the previous government.

As with the comprehensive review well underway at Massey University, the review at Victoria will focus on whether or not women and men have an equal share of rewards, participate equitably and are treated with fairness and respect. A survey based on these equity indicators will be conducted amongst library and IT staff before the end of the year as well as an analysis of salary data.

Canterbury University and the Auckland University of Technology also agreed as part of the bargaining process to undertake reviews most likely in the coming year.

Appointing a new Minister of Women’s Affairs gives the Government a new opportunity to reduce the gender pay gap and to make a real commitment to making a positive change in improving gender equity said Angela McLeod, spokesperson for the Pay Equity Challenge Coalition.

“Under the last Minister’s watch the Pay and Employment Equity Unit in the Department of Labour was dismantled, pay reviews were abandoned and the Minister focused on selectively using statistics to try and claim an improvement in the gender pay gap that hasn’t happened,” said McLeod. “While claiming to leave no stone unturned, Pansy Wong actually let the moss grow over the issue of pay and employment equity.”

McLeod said that effective action to deal with the completely dismal statistics from the Biennial Census of Women’s participation needs to be a priority of the new Minister.

“The Census released last week shows that in critical areas the participation of women has stalled and is sliding backwards. Gender pay gaps in the state sector of up to 36 % are disgraceful and have to be tackled head on with some commitment and resourcing. We have to shift from rhetoric around pay and employment equity to actually making a difference in women’s pay packets.”

Angela McLeod said that the Coalition hoped to get on to a better footing with a new Minister.

“We would like the new Minister to meet with us soon, and start participating in cross-parliamentary work to make a real improvement on the gender pay gap,” she said.