Better Work Better Lives for women workers

Transcription

1 Better Work Better Lives for women workers Irish Congress of Trade Unions Women s Conference 1 & 2 March 2018 Killyhevlin Hotel Enniskillen

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3 Irish Congress of Trade Unions Women s Conference 2018 Better Work Better Lives for women workers Irish Congress of Trade Unions Women s Conference 1 & 2 March 2018 Killyhevlin Hotel Enniskillen

4 Better Work Better for women Lives workers Thursday 1 March Registration and Tea/Coffee Session 1 Opening Session Welcome and Introduction Jacquie White and Margaret Coughlan, Joint Women s Committee Chairs Chair of Conference Arrangements Committee Civic welcome Councillor Stephen McCann, Chairperson of Fermanagh and Omagh District Council. Jill Weir, Sororal Greetings, Fermanagh Trades Council General Secretary s address: Patricia King, ICTU General Secretary. Session 2 Women in Unions Motions on Women in Unions EC Report Appropriate Sections/Paragraphs Report of Women s Committees Appropriate Sections/Paragraphs Voting on Motions and Agree Sections of Reports Lunch and Fringe Events: 1. The gender dimension of Precarious and Insecure Work. 2. Abortion as a Workplace issue, Presentation of research findings. 3. Sling the Mesh, the campaign for justice for women affected by vaginal mesh implants 4. The Women s Pledge

5 Irish Congress of Trade Unions Women s Conference 2018 Session 3 Women and Work Motions on Women and Work Guest Speaker, Caitriona Crowe The Centenary of the Representation of the People Act. EC Report Appropriate Sections/Paragraphs Report of Women s Committees Appropriate Sections/Paragraphs Voting on Motions and Agree Sections of Reports Coffee Break Session 3 resumes Closing Address ICTU President Sheila Nunan End of Day Dinner followed by Disco Friday 2nd March Session 4 Women and Society Motions on Women and Society Guest Speaker: Owen Reidy, Assistant General Secretary, ICTU. EC Report Appropriate Sections/Paragraphs Coffee Break Video message from ETUC Confederal Secretary Montserrat Mir Roca Report of Women s Committees Appropriate Sections/ Paragraphs Voting on Motions and Agree Sections of Reports Close of Conference

6 Better Work Better Lives for women workers Introduction Welcome to the 2018 Irish Congress of Trade Unions Women s Conference - Better Work Better Lives for Women Workers We are here to celebrate many of the advancements made for women workers and to consider how best to address the remaining challenges. In the Republic of Ireland and in Northern Ireland, we are working to ensure that economic development is based on decency, equality and solidarity and leads to real improvements in the lives of working families right across our island. The challenges facing such a mission are all too familiar and include: unequal access to jobs; the persistent problem of low pay and wage inequality; the increased incidence of precariousness and job insecurity; weakened bargaining power and voice at work; inadequate arrangements to reconcile work and family life; the erosion of social supports and protection - including pensions; the imposition of austerity and attacks on vital public services. As we listen to guest speakers and debate motions on these and other issues over the coming days, let us be inspired by each other and rededicate ourselves to our joint mission of building workers power, reminding ourselves that women must be central to this fight. Gender equality is needed to strengthen unions and to build workers power. We hope that you enjoy the conference and take part fully in all the discussions so that you can return to your union and workplace revitalised in the struggle. Patricia King General Secretary 6 7

7 Irish Congress of Trade Unions Women s Conference 2018 Motions to the ICTU Joint Women s Conference 2018 WOMEN AND WORK 1. Better Work, Better Lives for Women Workers Women s Committee NI Further labour market inequalities such as an overall gender pay gap of just over 9%, significant gender pay gaps between and within sectors and continuing occupational segregation compound the position for women workers. The Women s Committee commends the NIC- ICTU for their recently launched campaign Better Work Better Lives. The Women s Committee endorses the three themes of the campaign, namely, The elimination of low pay and the promotion of decent work;investment in public services and infrastructure and; The elimination of the 1% pay cap for public sector workers. The Women s Committee notes that 1/3 of workers in Northern Ireland are in insecure work while 25% of workers are on or below the Real Living Wage (as calculated by the Living Wage Foundation). The Women s Committee further notes that women workers are disproportionately affected by low pay, cuts to public services and precarious work with some 58% of women in the NI labour market in a form of employment which is less secure and of poorer quality than the traditional standard. The Women s Committee pledge s full support for the campaign and is committed to working closely with the Northern Ireland Committee ICTU to realise the campaign objectives. The Women s Committee recommends the Better Work Better Lives campaign to this conference and asks all affiliates to ensure that their women activists are fully involved. 2. Combating Precarious Work and Discrimination in the Workplace UNISON Conference notes the publication of Insecure and Uncertain: Precarious Work in the Republic of Ireland & Northern Ireland (Winter 2017) by Congress. This report highlights the growth in insecure and precarious employment in both jurisdictions over the last decade. In the Republic of Ireland, the majority of parttime temporary employees are female, and women are at greater risk of being in both

8 Better Work Better Lives for women workers full and part-time temporary employment. In Northern Ireland, approximately 27,700 women are in temporary employment compared to approximately 18,000 men, with the vast majority of those in part-time temporary employment being women (68%). Conference congratulates Congress for producing this analysis and for putting the focus on the unwelcome growth in precarious work across the island of Ireland. Conference now calls on Congress and affiliates to produce a deeper, more detailed, sectoral analysis of the situation for women in particular, given that it is clear that they are disproportionately and severely impacted by precarious, insecure work. This analysis must not only focus on the nature of their employment relationship, but also should reprioritise those issues which have been consistently highlighted as barriers to justice for women in the workplace. These include sexual harassment in the workplace, rampant discrimination regarding to pregnancy and maternity, the lack of adequate, affordable childcare and most recently the impact of the menopause on employment. This research must lead to clear calls of actions with employers and Government at the bargaining table. The plan of action on strategic bargaining across all relevant sectors should be informed by the work of women in the Trade Union movement and the Congress Women s Committee North and South, with progress reported to the Executive Council on a regular basis and disseminated to affiliates. 3. Insecure and Precarious Work SIPTU Conference commends Congress on the publication of the report Insecure & Uncertain ; Precarious Work in the Republic of Ireland and Northern Ireland in December Conference notes that this study reveals a disturbing growth in precarious work practices across the island of Ireland since 2008 further welcomes the continued focus on the issue of precarious work that Congress maintains. In support of this, Conference now calls on the Congress Executive to redouble its efforts over the coming year to limit the use of precarious contracts in so far as is possible, to mitigate the effect of such contracts on workers and to continue its efforts to ensure that the legislative base underpinning these objectives are as effective as possible. 4. Statutory Leave ASTI That this conference calls on the ICTU to seek statutory leave for women who have experienced miscarriage or stillbirth. 5. Gender Inequality in the Finance Sector Financial Services Union This conference recognises the fact that banking and financial services has one of the highest gender pay disparities in the Irish 8 9

9 Irish Congress of Trade Unions Women s Conference 2018 economy and notes the Morgan McKinley Gender Earnings Gap Ireland 2016 report which revealed that, what they classified as the Financial Services and Regulators sector, had the highest gender pay gap in Ireland, standing at 29%. Conference also notes that women make up the majority of staff in the banking and financial services sector and that this group of workers have endured job losses, extended working hours and pay restrictions in the past decade due to the actions of those at the top of the banks and the failure in regulation. Conference supports the call by the Financial Services Union for radical change to ensure that equality and fairness are embedded in the pay and career structures of banks and financial services companies, and supports such measures as: Increased representation for women at Board level. The introduction of grade comparisons within companies to bring enhanced transparency and accountability in relation to gender pay. The establishment of an independent oversight body with the authority to report on gender pay issues and issue recommendations to employers both individually and by sector. Improved work/life balance policies for all staff. A review of all training and career advancement programmes to ensure that women can fully participate on an equal footing with their male colleagues. 6. Women s Gynaecological Health and Reproductive Rights in the Workplace. GMB This conference calls on ICTU to actively look into the complex range of issues surrounding specific health issues affecting women workers and the impact these have on the daily lives of women at work with a view to developing a guide for best practice in the workplace. Women s gynaecological health issues range from menstruation and menstrual irregularities through to the menopause to name but a few. Whilst policies cover maternity and illness during pregnancy, we do not always have adequate policies that cover the full gambit of pregnancy related issues particularly when the pregnancy is terminated. To deal with these issues purely under the normal auspices of any sickness absence policy can lead to women being adversely impacted when for example trigger points are reached. We call on ICTU to carry out research with an aim to look into how these issues are best managed in the workplace and how best to protect women at work. The research should

10 Better Work Better Lives for women workers seek to provide education, advice for women in work and the development of best practice policies. 7. Equality Cases IFUT As a consequence of the changing role of our statutory mechanisms within the newly formed Workplace Relations Commission and their place in the continuum of equality processes, this conference commits Congress to strengthen the argument for a need for earlier, interest-based involvement in equality cases, thus requiring university management to actively avoid entering into legal approaches to resolve industrial relations disputes. 8. The Menopause and the Workplace NIPSA The menopause for far too long has been seen as a private matter and is certainly not a topic which is often discussed openly or which has been taken into account in the design of workplaces and working practices. It brings with it physical changes to the body and for many women can cause physical and psychological symptoms. Employers, even in workplaces dominated by women workers, have been slow to recognise that those going through the menopause might need additional consideration. In a survey conducted by the Welsh TUC women reported that employers were often not tackling problems in ways that helped workers. Managers rarely received training in matters relating to the menopause, leaving many unaware of the issues involved. More worryingly, there were some matters which were being ignored or dismissed completely. This left women being disciplined on competency grounds for an issue that merely required simple adjustments to working conditions. Unions have a key role in challenging discrimination in the workplace and in bargaining for better policies to support women members. In the workplace, women report being afraid to raise the matter with their manager because they fear being labelled weak or inadequate and so jeopardising job security or chances of promotion. Conference instructs Congress to establish a campaign to: Highlight the role of Trade Unions in challenging attitudes to the menopause; Provide guidance for trade union reps on how to deal with the menopause; Ensure that employers have in place workplace policies that support women through the menopause and for suitable training to be provided to managers and other staff; and Ensure better healthcare provision and information is provided.

11 Irish Congress of Trade Unions Women s Conference Breastfeeding and the Workplace Royal College of Midwives Congress notes that: Breastfeeding rates on the island of Ireland are the lowest in Europe, despite the well-known beneficial effects for both mothers and babies. Currently just over half of new mothers in both Northern Ireland and in the South even attempt to breastfeed their baby and by the time women are leaving hospital after the birth of their baby, only 45% of women in the North and 58% in the South are either fully, or partially breastfeeding their baby. And despite recommendations from many organisations including the World Health Organisation that all babies should be exclusively breast fed for the first 6 months of their life, the number of babies in Ireland that are exclusively breast fed at this age is 8.7% in the North and around 14% in the South, compared with a global average of 36% and a European average of 25% (WHO, 2013). The health benefits of breastfeeding for both mother and baby are well documented women are less likely to develop breast or ovarian cancer and their risk of developing Type 2 diabetes is also reduced. Breastfeeding will also help to burn off some of the baby weight acquired during pregnancy and will save hundreds of pounds or euros in buying expensive baby formula. Babies are protected from many common infections, have a lower risk of becoming obese in childhood, a lower risk of Sudden Infant Death Syndrome and more recent studies have shown that they may even have increased intelligence! There are robust breast feeding strategies in both the North and South of Ireland and breastfeeding mothers are supported by a raft of employment and health and safety legislation, including the 2004 Protection of Mothers Who Are Breastfeeding regulations in the South. Yet despite all of this, very few employers actually have a written breastfeeding policy in place that will support those women who wish to continue to breast feed following their return to work. There are benefits for mothers, babies and employers in promoting and supporting breastfeeding. For employers, valued employees are more likely to return to work if they are enabled to express breast milk in a safe, comfortable environment, the fact that their babies have more protection from common infections and allergies means that mothers will need to take less time off work to care for sick children and an organisation that supports its employees becomes more attractive as an employer, especially to women. Congress believes that employers must do more to support women who choose to breastfeed their babies and calls upon employers to work with trade unions to develop robust policies in relation to breastfeeding and returning to work;

12 Better Work Better Lives for women workers to undertake risk assessments for breastfeeding women in accordance with health and safety legislation; to provide a safe and comfortable place where women may express breast milk for their babies and; perhaps most importantly of all, ensure there is an understanding amongst all their employees of the value of continued breastfeeding, thereby engendering a positive attitude to breastfeeding among all workers. 10. Sexual Abuse and Harassment EQUITY Given the recent publicity surrounding sexual abuse in the entertainment industry across the world, this motion calls on the ICTU to support all moves to eliminate such exploitation in such a public industry. Specifically, this motion is calling upon the ICTU to encourage all funders and promoters of these industries (including the Northern Ireland Executive) to ensure that adequate resources are put into the recruiting/casting process to ensure a more deliberate and fairer outcome for all. 11. Sexual Harassment Women and Girls NASUWT Conference is deeply concerned by the compelling evidence of the increasing incidence of sexual harassment in the workplace, including sexist jokes and banter, unwanted touching and the growing objectification of women and girls. Conference is appalled at the findings of research by the NASUWT and other organisations which show that women and girls are increasingly experiencing sexist abuse and harassment, including up skirting and down blousing, online or through social media, particularly in schools. Conference asserts that this is not only having a damaging impact on the physical and mental health and wellbeing of women teachers but is also creating a climate of premature sexualisation of children, and in particular young girls. Conference is deeply concerned by the failure of Government to require employers and schools to record and report incidents of sexual harassment and abuse, including through the use of social media or internet. Conference calls upon the ICTU to campaign for: greater regulation against online abuse; 12 13

13 Irish Congress of Trade Unions Women s Conference 2018 a mandatory requirement on employers to record and report incidents of sexual harassment and abuse in schools and; changes to the sexual offences legislation to include up skirting and down blousing in the provisions. 12. Sexual Harassment USDAW Conference is alarmed by the persistence of sexual harassment at work and the fact that almost every woman will at some point in her lifetime experience sexual harassment. A recent EU wide European study found that over a million women or one in every two in the EU had experienced sexual harassment since the age of 15 and in a third of these cases the harassment took place in a work context. Conference is very concerned by the fact that the vast majority of women don t report harassment either to their employer or, where in a union, to their trade union. Women working in all sectors of the economy and in all job roles ae exposed to harassment but as harassment is about power women in casualised and insecure work and those at the lower ends of low paid grading structures are particularly vulnerable. Recent research by USDAW echoes the findings of larger scale studies showing that harassment by managers and customers is an issue of strong concern. Union membership amongst women is at an all-time high and gives us an opportunity to make real progress in tackling sexual harassment at work. Conference urges the ICTU to make this issue a high priority in its campaigning work and to make the link with sexual harassment in its Better Work Better Lives campaign. 13. Women and Automation UNITE Conference notes the concerns expressed about the potentially catastrophic outcome of the increasing automation of the labour market. It is clear that automation could have the potential for jobs to be lost. The World Economic Forum identified that three jobs could be lost for every job gained for men, and five jobs could be lost for every job gained for women. However automation could also provide opportunities. Robots require designers, programmers and engineers; they also require to be maintained and upgraded as technology advances. These will be highly skilled, well paid jobs and women need to have the skills to take advantage of the opportunities this creates. We need to dispel the myth that technologybased jobs are men s jobs. These are new

14 Better Work Better Lives for women workers industries requiring new skills. Governments departments must also do more to ensure women take up these opportunities through positive action. Young women must be encouraged to apply for apprenticeships in STEM based sectors to create a pool of young women able to take advantage of the opportunities automation will bring. We need them to have an equal opportunity to become the designers, programmers and engineers of the fourth industrial revolution. Women must also be at the forefront of the debate and discussions around automation. Their voice needs to be represented at the highest level. Conference therefore calls on the Irish Women s committees to lobby their Governments to: Ensure they invest in the skills and training that will encourage and enable women to take up new opportunities that come from automation; Monitor STEM based occupations to ensure positive action to encourage equal representation of men and women on STEM based apprenticeships; and Campaign for a women s seat at any Future of Automation Commission. WOMEN IN UNIONS 14. Women and Leadership in the Trade Union Movement TUI Women of all ages are currently underrepresented in Leadership positions in Trade Unions. In order to encourage more women to take up leadership roles at all levels within unions, including Branch officer roles and membership of Executive Committees of Unions; this Conference calls on ICTU to organise a mentoring/training programme for trade union members in the regions; in order to empower, encourage and enable more women to take up leadership roles in their unions. WOMEN IN SOCIETY 15. Charter for Housing Rights Women s Committee ROI Conference notes that the housing and homelessness crisis is the defining issue of our time and has laid bare deep social divisions and systemic inequality as it has unfolded. Women and children are particularly vulnerable as women predominate in low paid and precarious work. In November 2017, there were 3,333 children

15 Irish Congress of Trade Unions Women s Conference 2018 in emergency homeless accommodation with their families. Housing and homelessness are simply different manifestations of the same essential problem and are not separate, unconnected issues. This crisis can be resolved, but that resolution will require urgent and simultaneous action on multiple fronts. A critical component of that resolution is the need to undertake a major programme of public housing construction, as part of a wider strategy that encompasses the transition to a European cost rental model and the creation of a secure and sustainable housing system for all. Conference believes that the crisis can only resolved by the full implementation of the following principles in the Congress Charter for Housing Rights: Declare a national housing & homelessness emergency and initiate a major building programme, constructing a minimum of 10,000 new public housing homes annually over the next five years. There can be no evictions to nowhere and evicting a family or an individual into homelessness must be prohibited by law. Develop a national Land Management Policy commensurate with a Right to Housing. Conference urges all unions to support the campaign for their full implementation so that we can finally end the scourge of homelessness. 16. Reproductive Rights for Women Bray and District Council of Trade Unions That this Conference calls on the ICTU Executive Council to urgently act on Motion 39 (Reproductive Rights for Women) adopted at the Biennial Delegate Conference 2017 which urged the incoming Executive Council to continue to work for the repeal of the 8th Amendment of the Irish Constitution. Hold a referendum or introduce legislation within a set timeframe that affirms the right to housing for every citizen of the state. Legislate to ensure that all tenants within the rental sector enjoy security of tenure and certainty in relation to rent and standards of accommodation.

16 Better Work Better Lives for women workers 17. Representation of Women in public life Fórsa Compared to their male counterparts Irish women work fewer paid hours, earn less money and are inadequately represented in business, in national politics and in local and regional authorities. Women here still face many difficulties when it comes to career advancement to decisionmaking positions in both the public and private sectors. Women are seriously under-represented when it comes to the boards of management of Ireland s top businesses. Irish women make up just 13.2% of board members of the largest publicly listed companies in Ireland, significantly below the EU average of 21.2%. While progress has been made in top level appointments in the public service there remains a considerable gender gap in promotional progress above middle management levels. Notwithstanding the appointment of women to top leadership positions in ICTU, INTO, SIPTU UNISON, INMO, IFUT and other unions there remains an unacceptable gender gap within the leadership of the trade union movement. We note recent training initiatives by affiliates to build enthusiasm and confidence among women trade union activists and officials to challenge for senior leadership positions but call for even greater efforts to tackle the gender leadership gap not only in our own movement but in business, politics, education and elsewhere in society. While CSO statistics show women have higher educational success than their male counterparts this can only be translated into better progression in employment through greater personal empowerment, better childcare through state provision and a renewed commitment to tackling inequality in the workplace and in society generally not least because of the impact of homelessness on women and dependent children. In particular we call on the ICTU Executive and affiliated unions to expand their efforts to empower more women activists and officials to challenge for and secure positions of leadership in our movement including direct assistance with childcare support. 18. Pension Inequality Fórsa Conference notes: The changes to the rules for calculating State pension entitlements in 2012, and the adverse effect this is having or will have on the post-retirement income of many trade union members. In particular, the endemic affect this will have on female members of the trade union movement. Conference believes: These changes are unfair and inequitable and they result, particularly, 16 17

17 Irish Congress of Trade Unions Women s Conference 2018 on women who took time out of work due to caring responsibilities or for other justifiable reasons being punished with a reduced pension. Furthermore, this reinforces the lack of economic value placed on care work. Conference mandates: ICTU to work with trade unions who are active on this issue such as Fórsa and SIPTU, as well as campaigning organisations including but not limited to Age Action Ireland, the National Women s Council of Ireland and the Irish Countrywomen s Association, to press Government to reverse these changes to the calculation of State pension entitlements. 19. Ending Violence against Women INMO Conference recognises that ending violence against women is a necessary precursor to achieving the full participation of women within our society, and to ensure the achievement of equality for women. Conference further recognises that women are disproportionately burdened by violence in many spheres of life in this country. In this context, conference calls on the ICTU to continue its important advocacy work in terms of ensuring; Irish Government support for the adoption of an ILO Convention, accompanied by a Recommendation, on Violence and harassment against women and men in the world of work, with a strong focus on the gender dimension of violence; promised ratification of the Istanbul Convention; appropriate legislation and enforcement to maintain safety; appropriate and funded supports for women and children who are subjected to violence; and appropriate workplace policies to ensure a zero-tolerance policy towards violence while at the same time ensuring no losses are suffered by those who are injured through violence in the workplace. 20. Investing in Childcare INTO Conference commends the work done by ICTU resultant in the detailed report Who Cares? Report on Childcare Costs & Practices in Ireland (Spring 2016). Conference notes the recommendations in particular the need to increase in investment in the childcare sector. However, Conference also notes the continued inadequate tweaking of a subsidy based approach to make childcare affordable and the continued lack of an appropriate salary scale and terms and conditions for childcare workers. Therefore, to remove the financial burden of childcare on families who wish to work outside the home and to ensure a more appropriate and professional career path for childcare workers, Conference calls for the introduction of a full, free, universal and public childcare system funded through progressive taxation.

18 Better Work Better Lives for women workers 21. Investing in Childcare MANDATE This conference notes the severe negative impacts on families, in particular women, due to the lack of a universal State system for the provision of childcare. Women workers are more likely to miss work, or to be overlooked for promotion, or choose not to go for promotion due to the lack of universal childcare. This impacts on the gender pay gap and perpetuates that pay gap. Women workers are more likely to miss work, or to be overlooked for promotion, or choose not to go for promotion due to the lack of universal childcare. This impacts on the gender pay gap and perpetuates that pay gap. This conference calls on the Irish Congress of Trade Unions to develop a campaign to lobby both Governments to introduce a universal childcare system which will allow all families regardless of income access to childcare. This conference calls on the Irish Congress of Trade Unions to develop a campaign to lobby Government to introduce a universal childcare system which will allow all families regardless of income access to childcare. Amendment to Motion No: 21 Investing in Childcare UTU This conference notes the severe negative impacts on families, in particular women, due to the lack of a universal State system in both jurisdictions of this island for the provision of childcare

19 Irish Congress of Trade Unions Women s Conference 2018 Women in Leadership in the Trade Union movement: In 2015 history was made when Patricia King became the first woman to be appointed as General Secretary of the Irish Congress of Trade Unions. In another first, Alison Millar became the first woman to be elected as General Secretary of NIPSA in December Joan Donegan was appointed General Secretary of the Irish Federation of University Teachers (IFUT) in In January 2018, Phil Ní Sheaghda became General Secretary of the INMO. Sheila Nunan is General Secretary of the INTO and was elected President of ICTU in Alison Millar was elected as one of two Vice Presidents in The following women are members of the Executive Council: Ethel Buckley, SIPTU Marie Levis*, Fórsa Patricia McKeown, UNISON Alison Millar, NIPSA Maria Morgan, NIPSA Phil Ní Sheaghdha, INMO Sheila Nunan, INTO Deirdre O Connor, INTO Anne Speed, UNISON Fionnuala Ní Bhrógáin, CWU Denise Walker, GMB Jacquie White, UTU *resigned in September 2017 and Angela Kirk elected And these women are members of the Northern Ireland Committee of ICTU: Maria Morgan, NIC ICTU Vice Chairperson, NIPSA Jacquie White UTU Anne Speed, UNISON Patricia McKeown, former President of Congress, UNISON Michala Lafferty, USDAW Laura Graham, BFAWU Taryn Trainor, UNITE Alison Millar, NIPSA (Vice President ICTU) Denise Walker, GMB Sheila Nunan was elected as President of Congress and Alison Millar as one of two Vice Presidents at the Biennial Conference in 2017

20 Better Work Better Lives for women workers Congress Women s Committee Report The Women s Committee is one of the longest standing formal committees of Congress and continues to provide an opportunity for women in the movement to meet and discuss issues of direct concern and relevance to women in employment and in society generally. The constitution of the Committee sets out the functions to be: the co-ordination of policy or action by affiliated organisations catering for women workers on matters relating to the interests of women; the investigation of problems arising from the employment of women in industry, services and the professions; the preparation of reports on aspects of women s employment, conditions of work, remuneration etc. During the period, the following were elected Officers of the Committee in the Republic of Ireland: Theresa Dwyer (CPSU), Chair (Until September 2016); Margaret Coughlan (Fórsa), Vice Chair and elected Chairperson September 2016; Betty Tyrrell (Dublin Council of Trade Unions), elected Vice Chair September 2016 and December 2017; Melissa Brennan (Fórsa), Secretary. In Northern Ireland, the Officers are: Jacquie White (UTU), Chairperson; Geraldine Alexander (NIPSA), Vice Chairperson; Eileen Gorman (FSU), Secretary. Major initiatives during the period included the organisation of a National Women s Conference in 2016 and a Seminar in 2017 as well as participation in the Women s Council of the Isles, an initiative that brings together the TUC, STUC,WTUC and ICTU Women s Committees on an annual basis

21 Irish Congress of Trade Unions Women s Conference 2018 The Women s Committee has an important to play in identifying issues that are a priority for women across all sectors and in so doing makes a positive contribution to Congress policy. Work programmes based on the motions that were passed at the 2016 Women s Conference, the 2016 NIC Biennial Conference and the 2017 ICTU Biennial conference were adopted by the committees in both jurisdictions. Peter Bunting This period saw the retirement of Peter Bunting as Assistant General Secretary of ICTU. Peter joined Congress in 2000 and made a huge contribution to the work of the trade union movement locally, nationally and internationally. In Northern Ireland, Peter led the trade union movement during many turbulent political periods and also travelled frequently with delegations to Colombia and to Palestine. Peter was an enthusiastic advocate of gender equality and fully supported the work of the Women s Committee. We wish Peter well in his continuing work on behalf of the trade union movement and in his retirement. Owen Reidy joined Congress as Assistant General Secretary with primary responsibility for Northern Ireland in November The Women s Committee looks forward to working closely with Owen in the coming years. Peter addressing a major anti-cuts rally in Belfast in 2011 Peter pictured with Women s Committee and Executive Council member Anne Speed

22 Better Work Better Lives for women workers Women s Conference 2016 The 2016 Women s Conference took place in the year which marked centenaries of events which had huge resonance for women workers across the island. The theme of the conference Celebrating a Century of Women s Struggle and History reflected on events such as the Easter Rising, The First World War, the Battle of the Somme and the movement for women s suffrage. The conference was opened with powerful addresses from Congress President Brian Campfield and Congress General Secretary Patricia King. Guest speakers included Dr Margaret Ward who addressed the topic of Suffrage and the connections with World War One, Dr Mary Muldowney who spoke about the role of women in the 1916 Rising and ETUC Confederal Secretary Montserrat Mir Roca who spoke about the gender equality agenda at EU level and the ETUC s response. Full report on the 2018 available here /03/03/2016-womens-conference/ Committee Chairs pictured with Patricia King and President Brian Campfield

23 Irish Congress of Trade Unions Women s Conference 2018 Seminar March 2017 The seminar took place in Portlaoise in March 2017 with the theme of Gender Budgeting - a route for achieving Gender Equality? Opened by Charlie Flanagan TD, the Minister for Justice and Equality, nearly 200 delegates gathered to hear from guest speakers and participate in workshops, discussing and debating topics including the future of women s work. ICTU General Secretary Patricia King outlined the complex reasons behind the gender pay gap and made a range of suggestions as to how it can be tackled. Full report available here ie/equality/2017/09/09/joint-womenscommittee-seminar-inclusive-growth-a/ Committee Chairs and Officers pictured with Minister Flanagan and Portlaoise Mayor. ICTU Biennial Delegate Conference July 2017 Equality was a major theme at the Congress Biennial Delegate Conference (BDC) held in Belfast in July A number of equality related motions were debated and passed and Margaret Coughlan addressed the conference on behalf of the Women s Committee. Women s Council of the Isles Members of the Committee participated in the Women s Council of the Isles meetings in 2016 and In 2016, Congress hosted the Council of the Isles in Belfast. Delegations of senior trade union women discussed issues for women arising out of the EU referendum and presented on work including sexual harassment in the workplace, the menopause as a workplace issue and reform of abortion legislation. The Council of the Isles in 2017 took place in Cardiff where a particular highlight was the visit to the National Assembly for Wales. Margaret Coughlan at BDC

24 Better Work Better Lives for women workers Gender Pay Gap There was a major focus on the issue of the gender pay gap during the period with the Irish Government holding a consultation on reasons and solutions to the gap in an effort to fulfil a commitment in the programme for government. Congress liaised with affiliates regarding the public consultation with a view to coordinated submissions and created a web page 1 with the trade union submissions. The Equality Officer did a number of media interviews on the subject, including Newstalk Breakfast, local radio and the Congress submission was also profiled in Industrial Relations News. We subsequently met with IBEC in December 2017 to explore possible areas of cooperation and common approach. In all of these activities, Congress has made the case that the Gender Pay Gap could never be fully closed until a range of systemic and structural impediments to equality were properly tackled and addressed. These were further reinforced at a Gender Pay Gap Symposium hosted by the Department of Business, Enterprise & Innovation and the Department of Justice & Equality, in January 2018 where Congress General Secretary Patricia King said: There are a range of structural and systemic impediments that must be addressed directly if we want to close the gap permanently. These are: the preponderance of women in low paid work, the lack of accessible, affordable childcare, the need to reform our family leave system and the lack of women in leadership positions throughout our society and economy. To properly address these issues will require concerted action on the part of individuals, employers, trade unions, government and society as a whole. Our discussions with IBEC are precisely the sort of concerted, coherent action that is required to tackle the problem and, if successful, would represent significant progress on this issue. The Congress General Secretary said the discussions were focused on the development of an appropriate methodology for Gender Pay Gap reporting, which would generate meaningful and specific data about pay gaps in a manner that would deliver benefits to the workers concerned and their employers. Legislation that would compel larger employers to publish details on the Gender Pay Gap is within their organisations is currently going through the Oireachtas, with all-party support

25 Irish Congress of Trade Unions Women s Conference 2018 Low Pay and Precarious Work In March 2016, Congress made a submission to the Low Pay Commission focussing on the preponderance of women on the minimum wage. 2 The submission draws attention to Nevin Economic Research Institute (NERI) research which shows that low pay is more common among: Female workers; those in the retail, hospitality, food and security sectors; lone parents; and those on temporary contracts. Women are overrepresented in the latter three groups and of the 75,000 workers on the minimum wage, 65% (48,750) are women. The call in the Congress submission to gradually align the minimum wage with the living wage culminating in a minimum wage of following the future reviews would have a disproportionately favourable effect on women s earnings. While this would be an important development from a gender perspective, the submission went on to assert that it is problematic that women continue to be overrepresented among people on low pay and the minimum wage, examine the causes of this and make recommendations as to how it might be addressed. Congress also had a letter on the minimum wage and gender equality published in the Irish Times 10 November The period also saw the publication of a Congress Report 3 (December 2017) showing that Precarious Work is pervasive across the economy. Congress subsequently urged the government to act with urgency to address the problem of precarious work. The Congress study Insecure & Uncertain ; Precarious Work in the Republic of Ireland and Northern Ireland reveals an alarming growth in precarious work practices across the island of Ireland, since 2008 and is the first study to examine the problem north and south of the border. As the study clearly illustrates the impact of precarious work extends well beyond the workplace and its unchallenged growth raises profound questions as to the type of society we wish to live in. Specifically, we must see changes to the legislation proposed by government that will ensure the elimination of zero hour contracts, guarantee the right to a minimum number of working hours and provide workers with a clear written statement of their terms and conditions from day one, Ms King said. The Congress study reveals that 8% of the workforce in the Republic - which equates to 158,190 workers saw significant variations in their hours of work, from week to week or

26 Better Work Better Lives for women workers month to month and that some 7% of the workforce was in temporary employment in It also shows a dramatic rise of 34% in the category of part-time, self -employed without employees, since 2008, a rise which is indicative of significant growth in bogus or false self-employment. Equally worrying is the revelation that while overall employment numbers have risen, the numbers in permanent full-time employment are still 109,000 lower than the figure for The report shows that over half of that number said they were in temporary employment because they could not find permanent work which represents a 179% increase on the 2008 figure. The Congress study found that female and young workers were more likely to be employed on precarious or insecure terms, with workers in the Distribution, Hotels and Catering, Retail and Construction sectors featuring prominently, along with Public Administration, Health and Education. It also found that such practices have an adverse impact on business and employers through the loss of productivity and innovation. In addition a growth in precarious work results in lower tax revenue for the state. Responding to the subsequent Publication of the Employment (Miscellaneous Provisions) Bill 2017, Congress stated: This Bill is by no means perfect and certainly requires amendments, but marks some progress on these very important issues for workers. Congress will lobby hard to achieve amendments to this Bill to meet the demands of the workers who are affected by insecure and precarious work. It appears from the provisions of the Bill that the prohibition of zero hour contracts excludes casual workers. It is our view that all workers should be covered by this prohibition. The provision to pay a worker required to report for work a minimum of 3 hours, whether they are required to work or not, is in line with the UL Review, however the minimum payment for such hours, in our view should be at the appropriate hourly rate rather than the National Minimum Wage/ERO rate as stipulated in the Bill. The provisions relating to Banded Hours need to be strengthened to ensure that workers are not penalised for invoking their rights under the legislation. Ms. King concluded by saying The provisions of the Bill to provide and inform employees of their core employment terms including the length of an employee s normal working day or week are positive and more in line with the current EU Directive on these matters

27 Irish Congress of Trade Unions Women s Conference 2018 Violence against Women The Committee continues to support the Days of Action campaign to end Violence against Women, which included the Equality Officer speaking at a White Ribbon Campaign event in November 2016 and in Aras an Uachtaran at an event hosted by President Michael D. Higgins on the Man Up / He for She campaign on men against violence against women. 4 The Committee also cooperated with the ETUC s Safe at Home / Safe at Work project, which included the attendance of some members at a Madrid conference to launch this initiative, in November Congress was asked to represent the ETUC at the European Institute for Gender Equality (EIGE) experts forum in 2016 and the Equality Officer attended the meetings and also and presented on the ETUC Safe at Home, Safe at Work project in Vilnius, in November In 2017, Congress used the occasion of the 16 days campaign to call for effective action against sexual harassment and violence, including a revision of an existing workplace Code of Practice on sexual harassment. We made the point that as recent events have clearly demonstrated we need to renew and redouble our efforts if we are to effectively tackle sexual harassment and violence in the workplace and wider society and that Trade unions and employers play a major role in making work safe for women, and helping to eliminate harassment and violence against women. Collective agreements have proven to be a most effective means to combat this scourge and it is timely to remind ourselves of the 2002 Code of Practice on Sexual Harassment at Work (revised in 2012) previously agreed between Congress and employers body IBEC. The code points out that the best way to minimise such behaviour in the workplace is through preventive measures and to create an effective policy with a strong commitment to implementation. Congress also called for complaints of sexual harassment to be elevated to the status of protected disclosures - as opposed to workplace grievances - thereby ensuring stronger protection and reporting mechanisms for those submitting complaints. Congress General Secretary Patricia King has described this proposed change as a potential game changer and a major step forward for those suffering such abuse. Congress attended the launch of The National Awareness Campaign as part of the Second National Strategy on Domestic, Sexual and Gender-based Violence in November 2016 and promoted this among affiliate unions. Congress is also supporting the campaign to push governments to support a binding International Labour Organisation (ILO) Convention to end gender based violence in 4

28 Better Work Better Lives for women workers the workplace. The Irish Government has a seat on the ILO Governing Body and we urge them to play a proactive role in that regard. There was continued support for the Turn Off the Red Light Campaign, including campaigning for the passing of the Sexual Offences Act and its swift enactment. The Congress Equality Officer also wrote an article for their legacy project, outlining why Congress was involved with the initiative and we participated in the celebratory event held to mark the passing of the Act, on International Women s Day Reproductive Rights The Committee successfully sought Congress Executive Committee support for the Trade Union Campaign to Repeal the Eight Amendment and Congress subsequently made a submission to the Citizens Assembly supporting a referendum on repeal. 5 Congress also supported a Trade Union Campaign to Repeal the 8th Amendment rally in November 2016 on Rosie Hackett Bridge, Dublin. Themed, Respect and protect women s lives, health and choices, supporters gathered on the Rosie Hackett Bridge to call for a referendum to repeal the 8th Amendment. In December 2017 the Congress Executive Council considered a New Study which reveals the Impact of Abortion in the Workplace. This ground-breaking new report highlights how current laws governing access to abortion across the island of Ireland is now a major issue in the workplace and therefore a major issue for trade unions, in terms of those forced to travel abroad for treatment and the dilemmas faced by female workers experiencing crisis pregnancy. As the authors note, the study demonstrates the necessity of listening to experience of abortion in any future debates, and concurs with outcomes of the recent Citizens Assembly process in the Republic of Ireland. It also signals the potential value of more union-wide debate, internal and public, on the topic. This was released in the context of recommendations from the Citizen s Assembly and subsequent consideration of the recommendations by the Joint Committee on the Eighth Amendment of the Constitution. At the time of writing, the Government is considering the report of the Oireachtas Committee and a Dáil debate before deciding on wording for a referendum

29 Irish Congress of Trade Unions Women s Conference 2018 In April 2017, SIPTU and Professional Footballers Association of Ireland (PFAI) representatives secured a landmark agreement with the Football Association of Ireland (FAI) that their members believe will address their concerns and take their team to the next level. It was an important step on the road towards genuine equality for women playing sport professionally in Ireland and a reminder of the critical role our movement can play in closing the gender pay gap across every sector of the economy and society. The campaign success was due to the collective decision of the players to join a trade union and fight for the right of their union to be recognised as their representative body. The members of the women s national football team deserve the respect and praise of not only the current generation of women in Ireland, but of future generations also. Their principled stance was strongly supported by the Women s Committee and affiliate unions and also resonated with people around the world as their story went viral, following the April 4 press conference in Liberty Hall. It has led to a wave of organising among women s football teams around the world. In Northern Ireland, SIPTU has been working with the NI Senior Women s International Football team to address serious concerns including lack of adequate compensation while on international duty. National Strategy for Women and Girls The long awaited publication of the new National Strategy finally arrived in May A number of measures included in the Strategy have the capacity to ensure real improvements for women workers, if they are fully-implemented and delivered upon. Responding to the publication Congress said that in our own submission we highlighted the need to act on the gender pay gap and we note that the Strategy contains an important new provision on this - with a proposal that companies of more than 50 employees being required to complete wage surveys and report gender pay gaps. This is an important step in tackling gender-based pay inequality and we look forward to seeing this measure fully implemented. The inclusion in the Strategy of an extended provision for breastfeeding breaks in the workplace is a positive measure, but we are disappointed at the failure to commit to the Living Wage, for female workers. In advance of publication, the Committee prepared a briefing for members to facilitate

30 Better Work Better Lives for women workers participation in Department of Justice and Equality s series of public meetings on the formulation of the new National Women s Strategy, and participated in meetings with the department in its preparation of the strategy. Congress is represented on the National Strategy for Women and Girls Implementation Group and has attended meetings and fed in views on targets and indicators for the actions. We are also working with other civil society groups on the implementation group to coordinate efforts. CEDAW In February 2017, the UN examined Ireland s performance of its responsibilities under the Convention on the elimination of discrimination against Women (CEDAW). It marked the first time in over a decade Ireland has been scrutinised on its compliance with UN standards on protecting women and girls from discrimination. Congress participated in a Department of Justice and Equality hosted civil society consultation on the State s response to the List of Issues under CEDAW in July 2016 and in a live broadcast of the hearing from Geneva in IHREC s offices. Childcare & Family Leave In the run up to and following from the publication of the ground breaking Congress policy paper on childcare Who Cares: Report on Childcare Costs and Practices in Ireland - Congress has continued to liaise with early years organisations and engage with government on our low wage, high cost childcare services. 6 The survey was launched in March 2016 and described trade union members use of childcare services and made recommendations for further investment in quality care. It attracted much media attention including an Irish Times Editorial and an interview with Today with Sean O Rourke on RTE Radio One. 6 In order to advocate for implementation of the recommendations contained in of our Childcare report Congress has established an ongoing engagement with the Department of Children & Youth Affairs. This has included submission of views to Minister Zappone s consultation on the Single Affordable Childcare Scheme and a meeting in conjunction with SIPTU and IMPACT - with Minister Zappone regarding same. We also participated in the Department of Children and Youth Affairs Open Policy Debate on the development of a National Early Years Strategy. Much of this work is done in coordination with

31 Irish Congress of Trade Unions Women s Conference 2018 SIPTU s Big Start and IMPACT s Early Impact campaigns, which seek to ensure a link between quality and the terms and conditions of staff working in the early year s sector. Congress also attended the annual Early Childhood Ireland Conference and used the opportunity to promote our 2016 report on childcare with delegates present. We also facilitated a request from Early Childhood Ireland to organise the filming of message from Congress General Secretary for use at the launch of an ECI report on the true cost of childcare. In relation to leaves, the period saw the introduction of Paternity Leave 7 in September 2016 a long standing demand of Congress. The Equality Officer did an RTE Drivetime interview re Paternity Leave 8 August and an interview for an Irish Times and Sunday Times articles. Congress also did an initial response to European Commission proposals in relation to reconciling work and family life. On the parental leave proposal, we believe that the introduction of paid parental leave would be a very significant development. Our Family leave system is also in need of revision in order to promote gender equality and in order to tackle the gender pay gap. In that context, Congress considers elements of the package on work-life balance issued by the Commission within the pillar of social rights aimed at ensuring better balance between family and professional commitments for women and men a very useful contribution. Our family leave provision lags behind many of our EU partners and it is time for us to correct this. Research has demonstrated how this is mutually beneficial to workers and their families, enterprises and indeed to wider society. Congress welcomes the commitment in the current Programme for Government to prioritise additional paid parental leave in the first year of a child s life and urges the Government to immediately introduce this legislation as an important step. Attended (for the ETUC) workshop on the proposed EC Directive on Work Life Balance in Brussels October 2018 and subsequently met with the Department of Justice and Equality re 2018 engagement on range of equality issues, including the Irish approach to proposed EC Directive on work life balance. 7

32 Better Work Better Lives for women workers Irish Human Rights & Equality Commission Congress has been working to develop our relationship with the newly established Irish Human Rights and Equality Commission (IHREC) a body which emerged following the merger of the Equality Authority and the Irish Human Rights Commission. This included a submission towards their first strategic plan and a subsequent meeting between Chief Commissioner, Emily Logan and the Congress General Secretary. Following the launch of the IHREC strategic plan and we were pleased to note that it included a welcome commitment to having a strong collaboration with workers and employer groups to drive equality and human rights. Further contact with IHREC to discuss how best to make this commitment a reality resulted in agreement to form an Advisory Committee composed up of trade union and employer representatives. The group has met three times now and the Congress nominees are Patricia King, David Joyce, Seamus Dooley (NUJ) and Deirdre O Connor (INTO). Congress also successfully applied to IHREC s Human Rights & Equality Grant Scheme 2016 for support on training on employment equality cases and a revision of our Taking an Equality Case guide. The Guide for trade unions on taking an Equality case was launched in November. 8 ICTU General Secretary and President alongside IHREC s Emily Logan and Minister David Stanton. Congress has also been working on the Implementation of the Public Sector Duty. The public sector duty relates to all the functions of a public body which may include; employment, budgeting, procurement, policy development and service delivery. IHREC have published an information leaflet outlining some steps a public body can take to bring a human rights and equality focus to their work. Congress organised a briefing session for unions held in IHREC in April

33 Irish Congress of Trade Unions Women s Conference 2018 Other Initiatives during the period: Members of the Committee also participated in the Women s Council of the Isles meetings in 2016 (Belfast) 10 and 2017 (Cardiff); Margaret Coughlan, Chair of the Committee addressed Congress BDC in Belfast in July 2017; The Committee was represented by Melissa Brennan at the STUC s Annual Women s Conference in 2016; The Committee also completed the annual ETUC March 8th survey on gender mainstreaming within trade unions; Over the course of the period, the Rape Crisis Network Ireland (RCNI) approached the Committee for assistance in its work. As a result, the PSEU provided office accommodation and facilities for the RCNI at its headquarters in Merrion Square, while the RCNI transferred its operations from Galway to Dublin; In addition, over the course of the period the Women s Committee: Supported the SIPTU 100 years of Women Workers event; Continued to support the Children s Rights Alliance annual Report Card assessment of the Government s record in upholding children s human rights; Released a Committee statement in support of striking Tesco workers, during their February 2016 dispute; Made strong representations to the Minister for Public Expenditure & Reform urging a long overdue review of Civil Service equal opportunity policies and guidelines; Other Equality Initiatives: Congress hosted the inaugural all island Congress LGBT Conference11 in UNISON offices in Belfast in November The conference marked the positive role that trade unions played in the successful Marriage Equality campaign in the Republic of Ireland and pledged to work to achieve marriage equality for all citizens in Northern Ireland. Keynote speakers Grainne Healy (Director of the Yes Equality referendum campaign) and John O Doherty (Love Equality Campaign) discussed lessons learned from the campaign in the Republic and how these might be applied to achieve marriage equality in Northern Ireland. A range of other speakers presented key issues for transgender workers as well as best practice in relation to promoting LGBT equality in workplaces

34 Better Work Better Lives for women workers Congress is regularly requested to provide inputs to trade union training courses and events including: IMPACT Equality training Wexford October 2016; HETAC course in SIPTU College annually; Input on the development of our equality infrastructure at the TUI Equality Council in February 2016; Input to the Congress submission to the Citizens Assembly on Repeal the Eight Amendment at the INTO Equality Committee. Congress played an active role in the Irish Council for Civil Liberties (ICCL) project coordinating the civil society input to the Ireland s evaluation under the Universal Periodic Review (UPR) at the United Nations, in The right to trade union representation was integrated into the submission and we also submitted same to UN on behalf of Congress. Congress regularly attends the annual Holocaust Memorial event held in the Mansion House every January. The Equality Officer contributed a reading at the 2017 event. Congress attended launch of Gender Equality in Senior positions in the Civil Service in December Congress attended launch of new TENI Guidelines for Transgender in the workplace in December Participated in the IMPACT Equality Conference on 27th September; Cooperation with human rights groups North and South regarding joint letter 12 emphasising the importance of human rights and equality in any outcome to the Brexit negotiations - Agenda 2030 The Sustainable Development Goals 13 Congress is a founding member of Coalition 2030 a civil society grouping to hold the Irish Government to account in relation to its implementation of Agenda Agenda 2030 is the global development agenda agreed by the world s governments at the UN in New York in September It includes goals on decent work and gender equality: Goal 5. Achieve gender equality and empower all women and girls Goal 8. Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all

35 Irish Congress of Trade Unions Women s Conference 2018 We regularly attend steering group meetings of Coalition 2030 and have been in meetings with officials of the Department of Communications Climate Action and the Environment and the Department of Foreign Affairs and Trade about Irish plans for implementation of Agenda Finally we submitted views to Government on their draft national implementation plan for Agenda 2030 in December Northern Ireland In Northern Ireland, this period has been hugely challenging. In early 2017, the Northern Ireland government collapsed and at the time of writing this report, efforts to form a new government have failed. Among the many knock on effects is that legislation and policy development has effectively ground to a standstill. Important legislation to protect against forms of domestic violence and abuse has not been introduced while gender pay gap regulations, which were to be drawn up by June 2017, have been stalled because there is no Minister in place to approve. Likewise the prospect of a Childcare strategy, a Gender Equality Strategy, a Sexual Orientation Strategy (all previous policy commitments) a Disability Strategy and an Anti-Poverty strategy seem remote. Added to this has been the dawning realisation of the many implications of the EU referendum including the huge impact on women. Despite these challenges, the Northern Ireland Women s Committee has continued with energy and a varied and positive work programme. The new Committee took the decision to prioritise their work under the following headings: Tackling all forms of violence against women Progressive Reform of Abortion legislation Challenging austerity Campaigning for universal, affordable childcare. In doing so, the Committee formed four subgroups, each chaired by Committee members. Tackling all forms of violence against women. The Committee continues to engage on a policy level in relation to tackling all forms of gender based violence. The Committee regularly works with organisations such as the Women s Aid Federation and has seats on the Belfast Area Domestic and Sexual Violence Partnership which is a multi-stakeholder grouping.

36 Better Work Better Lives for women workers The Committee has also developed work begun under the previous mandate to promote the importance of gender based violence as a workplace issue. The Committee was disappointed that the recent Stopping Domestic and Sexual Violence and Abuse strategy failed to include any workplace based actions and barely mentioned the importance of the workplace as a potential support for those experiencing violence. The Committee met with successive Justice Ministers as well as Civil Servants to lay out a case for this work and were pleased when the Equality Officer was asked by the Departments of Health and Justice to Chair a task and finish group to redraft official guidelines for employers on implementing a workplace policy on domestic and sexual violence. Through the Equality Officer, discussions ongoing with the Equality Commission for Northern Ireland in relation to highlighting the nature and extent of sexual harassment in the workplace. International Day for the Elimination of Violence against Women The Committee organised a seminar to mark the international Day for the Elimination of Violence against Women and the 16 days of action campaign in 2016 which was opened by then Justice Minister Clare Sugden. Rhian Bowen Davies, the first National Adviser on Gender Based Violence to the Wales government was the keynote speaker. Ms Bowen Davies spoke about the importance of partnership working with employers and trade unions and also outlined new legislation which includes a positive duty on public sector bodies in Wales Former Department Of Justice Minister Claire Sugden pictured with J White, C Moore and Rhian Bowen Davies.

37 Irish Congress of Trade Unions Women s Conference 2018 to have in place workplace policies and also the rolling out of a national training framework. Highlighting the impact of domestic violence and abuse received considerable attention at the NIC ICTU Biennial Conference in Derry in April 2016 with a number of delegates speaking movingly about their experience of domestic violence. The conference coincided with the announcement of a consultation on the so called Clare s Law. The new legislation proposed to bring Northern Ireland in line with the rest of the UK and introduce a law that allows people to ask police if their current partner has a history of domestic violence. It is named Clare s Law in England & Wales, after Clare Wood who was murdered by her exboyfriend in Clare Wood s parents believed that if she knew about his extensive history of domestic violence she would have been able to leave the relationship earlier and take steps to keep herself safe. Congress responded to the consultation and the Equality Officer outlined our position on a number of media outlets. Despite the overwhelming support for the introduction of this and other legislation, because of the political impasse, the disclosure scheme, as well as legislation to outlaw coercive control has yet to be introduced. Women s Committee Vice Chair Geraldine Alexander (NIPSA) pictured with Pamela Dooley (UNISON) and Laura Graham (BFAWU) during event to highlight work of unions on tackling domestic violence and abuse. Women s Committee member Gail Keown (GMB) speaking to a motion on Clare s Law at the NIC ICTU BDC in April 2016.

38 Better Work Better Lives for women workers Progressive Reform of Abortion legislation The Committee continues to be at the forefront of efforts to ensure that the archaic and outdated abortion laws in Northern Ireland are reformed. Members of the Committee volunteer for Alliance for Choice (AfC) and AfC has given presentations on the #TrustWomen campaign to the Committee and at the Council of the Isles hosted in Belfast in In 2017, several affiliated unions including UNITE, GMB, UNISON, Mandate Trade Union and CWU Ireland commissioned the Ulster University to do an Independent research project on Abortion as a Workplace Issue. Conducted by Dr Fiona Bloomer, the research surveyed some 3,180 trade union members Women s Committee and NIC ICTU member Taryn Trainor (UNITE) was instigator of the Abortion as a Workplace issue research project. across both jurisdictions and found that this issue raises fundamental workplace issues. The report concluded: What emerged clearly in survey results and online discussion forum was that this is a crucial issue for contemporary society in Northern Ireland and the Republic of Ireland. As the trade union movement is the largest civil society organisation in Ireland, North and South, comprising over 700,000 individuals, 52% of whom are women, unions have a responsibility to help inform wider societal views on abortion, abortion access and legal reform. Other developments in Northern Ireland in relation to this area included: Ongoing judicial process in relation to the case won by the Northern Ireland Human Rights Commission and then appealed by the DOJ and Attorney General. Awaiting final judgment. See In October 2017, the UK government announced that they would provide free abortion services in England for women from Northern Ireland. The government announced a change of policy in June in an attempt to head off a Tory rebellion in a vote on the Queen s speech. Dozens of Conservatives had suggested to whips that they would vote on an amendment spearheaded by the Labour MP Stella Creasy to give Northern Irish women free access to termination.

39 Irish Congress of Trade Unions Women s Conference 2018 It is intended that by the end of the year Northern Irish women will have the right to access free abortion services and a central telephone booking system will be set up for women to arrange an appointment with a healthcare professional in England. Challenging austerity The Women s Committee is pleased to fully support the NIC ICTU campaign Better Work Better Lives. Launched in 2017, the campaign aims to: Tackle the scourge of low pay and insecure work and promote decent work Promote investment in public services and infrastructure and Campaign to end the 1% public sector pay cap. Workers testimonials gathered for the campaign show the impact of insecure work on people s lives, with low pay and insecure work often affecting women most. As part of the campaign, the NIC ICTU highlighted the effect of these issues on workers lives through testimonials. As part of the campaign, NIC ICTU will be leading in an engagement with all MLAs and MPs. Activist groups have been established in all 18 constituencies and local groups will be meeting with MLAs and MPs to outline the purpose of the campaign. I support the Better Work, Better Lives Campaign I have worked in a primar school for over 23 years as a school secretary. I work 32.5 hours per week and since 2007 I have had to rely on a second job to make ends meet. The last time I got oil for the house I had to put it on a credit card & will be doing the same again this month. I can t remember the last time I bought myself clothes and would love to be able to get some new things for the house. I dread the future now as I know that when/if I retire I will struggle instead of having a little nest egg to rely on. My wages being capped this past 7 or 8 years is, in reality, a pay cut. I have no idea how I am going to manage until I am 66 years old, that s why I support the Better Work Better Lives campaign. Yvonne Clarke School Secretary, NIPSA member I support the Better Work, Better Lives Campaign Anna (her real name has been changed to protect her identity) works for a major food company as a meat packer earning just above the minimum wage and is a UNITE member. She is a single mother from Eastern Europe; she has a young daughter who has asthma and various other related health problems. Anna works hard, she has a mortgage to pay and is the sole provider for her family. She has health problems and following an operation 5 years ago, cannot stand for more than 3-4 hours on the production line. Although the company is aware of her health problems, they have refused to make any reasonable adjustment. Anna often encounters hostility from managers at her workplace including one manager who openly curses at migrant workers. Recently when her child became very ill and had to go to hospital, she asked if her hours could be adjusted to allow her a weekend off. She was told that she would have to work on Saturday but that they might give her Sunday off. She worked all day Saturday and half day Sunday, but when she asked if she could go home, her manager refused her permission. Desperate, Anna found a colleague who agreed to cover for her. Despite this her manager still refused to let her go. He did all this with a smile on his face Anna told us and despite appealing to him as a parent, Anna was not allowed to return home to her sick child. Following only 2 weeks sick leave after a major operation, Anna returned to work because she was receiving no sick pay. She received a warning for being off sick. Despite appealing against this, many months later she still has not received any response from the Company. Anna has another operation coming up, she is scared and does not know what will happen after that. Anna supports the Better Work Better Lives Campaign because she believes that no-one should have to work like this. I have been a General Classroom Assistant for quite a number of years. Three years ago our local schools amalgamated, in this process I had my hours reduced by 10 hours a month. This has had an impact on me emotionally and financially as my job was important to me and meant so little to management, this has also affected the pension I will receive. As a result of this, my husband, who also works in the public sector, is having to work most weekends and has less family time at home. Neither of us has had a proper pay rise to meet the rising living costs. Noreen Robinson UNISON Public Sector Worker I support the Better Work, Better Lives Campaign See

40 Better Work Better Lives for women workers Challenging the Two Child Tax Credit policy A major focus for Congress during this period was working with allies to challenge the horrendous Two Child Tax Credit policy. In 2016, the Conservative Government passed a law that made sweeping changes to the welfare system. One of those changes was to restrict child tax credits to only the first 2 children in a household. Affected are low- or no-income families with more than 2 children, if any of those children are born after 6th April Any family usually entitled to child tax credits (soon to be the child element of Universal Credit) will no longer get those tax credits for their third or subsequent child. woman to the police if she discloses that she has been raped while in the process of making a claim for tax credit. See more about the 2 child tax credit campaign at womensaidni.org/everything-wanted-knowrape-clause/ The cap is estimated to put an extra 200,000 children below the poverty line by the time it is fully rolled out. Among the most controversial aspects of this horrendous policy is the so called rape clause whereby a claim can be made for the third or more children if proof can be given that the child was conceived as a consequence of rape or having been in a coercive relationship. This has been labelled The Rape Clause. The consequences for women and children of this ill thought out policy are obvious but there are also implications for workers health professionals who may be forced to report a NIC ICTU Chair Maria Morgan speaking at the rally against the Rape Clause

41 Irish Congress of Trade Unions Women s Conference 2018 Campaigning for universal, affordable childcare. Congress is supporting a major civil society campaign, Childcare for All which brings together NGOs, childcare organisations together with women s organisations and trade unions to campaign for accessible, flexible and high quality childcare. In Northern Ireland, parents and care providers face crippling childcare costs. A recent report by Employers for Childcare in Northern Ireland indicates for a family with two children in full-time childcare the costs can be as much as 16,432 per year; whilst the average full-time childcare place now costs 158 per week, a 2 increase on last year s figure. Despite this, Congress is dismayed that there is still no strategic Childcare plan for Northern Ireland. In a response to a consultation on developing a Childcare strategy for Northern Ireland, Congress argued that if a childcare strategy is to succeed, the NI Executive must consider legislative measures such as those introduced in GB. England, Scotland and Wales have been proactively addressing childcare since the late 1990s. Each of the childcare strategies produced by these departments have been reviewed and renewed over the years to ensure that the problems associated with childcare are being addressed. The duties of Local Authorities in England and Wales to ensure that there is sufficient childcare in place are reinforced by a statutory duty laid down by the Childcare Act The Childcare Act also ensures that parents have access to information on their childcare options. As such, a network of Family Information Services which span across each local authority provides parents with advice and information on childcare. As such, we called on the NI Executive to introduce legislation which lays out a statutory requirement to ensure that there is sufficient childcare in place and that parents are provided with appropriate advice and information on childcare. Among our wide range of other equality related activities during the period were: The Equality Officer attends the Women s Policy Group along with members of the Women s Committee. The major initiative during this period was the production of the Women s Manifesto which was used to influence Political Parties position on gender and equality matters in advance of the UK General Election in The Equality Officer and members of the Committee are members of the Women s Budget Group which works to promote gender sensitive budgeting. The group is working towards organising a pan island Gender Budgeting seminar to be held in early 2018.

42 Better Work Better Lives for women workers Provision of Equality and Employment Law Seminar Series along with the Equality Commission NI and the Labour Relations Agency. Highlights included two seminars on pregnancy and maternity related discrimination and a seminar on the complex rules governing parental leave. Responded to consultations on Childcare, Stopping Domestic and Sexual Violence and Abuse, among others. Continued participation in the Love Equality campaign for civil marriage equality in Northern Ireland. This included organising a major rally in 2017 with an estimated 10,000 people on the streets of Belfast city centre in support of equality. Unions from Dublin travelled to Belfast on the Love Train to support the rally. Organised a fringe meeting at the ICTU Biennial conference in Belfast for Love Equality. Participated in a major ETUC project - Safe at Home Safe at Work ( org/documents/safe-home-safe-work-finalreport#.wmiv66hl-uk). Members of Women s Committee participated in a project conference in Madrid in 2016 which considered the conclusions and country reports. Regular engagement with the Equality Commission for Northern Ireland and the Northern Ireland Human Rights Commission NIC ICTU and Executive Council member Patricia McKeown (UNISON) with Belfast Deputy Lord Mayor showing support for the Love Equality campaign.

43 Irish Congress of Trade Unions Women s Conference 2018 Members of the Women s Committee show solidarity for the Love Equality campaign at the Council of the Isles 2016 Member of the Business and Human Rights Forum as well as the Equality Coalition and the Human Rights Consortium. Long standing Women s Committee member and UNITE Shop Steward Gaye Partridge played a major role in the campaign to save jobs in Bombardier in Belfast. She is pictured here with ICTU AGS Owen Reidy just before a major demo in January 2018.

44 Better Work Better Lives for women workers Gendered inequalities in employment - a story of change and continuity In 2017, Dr Lisa Wilson from the NEVIN Economic Research Institute conducted a valuable piece of research on the gendered nature of employment and insecure employment in particular. The results of this study showed evidence of enduring gender inequalities in the labour market, with women continuing to be more likely to be in insecure and part-time employment and comprising the majority of workers in permanent part-time, temporary full- and part time employment, and part-time self-employment without employees. Men continue to hold a greater share of permanent, full-time employment. Furthermore, over the twenty-year period from 1996 to 2016 women have continued to be more likely to work short hours. The paper also shows that gender significantly mediates the relationships between employment arrangements and both levels of education and having children. Higher levels of education narrow the gap between males and females in terms of likelihood of being in insecure employment, whilst having children further amplifies the differentiation. In addition, whilst in 2016 gender segregation is less pronounced across industrial sectors and occupations than in decades past, Members of the NI Women s Committee proudly display their banner. substantive gender segregation remains with men continuing to dominate in traditionally male-dominated sectors such as manufacturing and construction, and females continuing in dominate in public administration, education and health. The same is true in terms of occupational segregation. Over the twenty-year period from 1996 to 2016, substantial continuity in terms of gendered occupational patterns can be observed. Both men and women continue to dominate in occupations that have traditionally been associated with them. When NERI examined the income of men and women across occupations ranging from the lowest hourly paid to the highest hourly paid, it was seen that women dominated in the low paid occupations. What is more, 44 45