WOMEN S REPRESENTATION IN EPSU and AFFILIATES 2014

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1 Page1 WOMEN S REPRESENTATION IN EPSU and AFFILIATES 2014 Introduction This report aims to identify areas of progress and remaining gaps in EPSU and its affiliates towards achieving gender parity since the last Congress. In 2009 EPSU, with the support of its Swedish affiliate Vision (then SKTF), carried out a survey of women s representation in affiliates decision-making bodies and other structures. This compared data from 2008 and 2000 to see to what extent the position of women had changed over that period. The survey findings were published in a report that was presented to the EPSU Executive Committee in November 2009, Women s representation in EPSU and affiliates, which can be found: with detailed statistics here: The report to the Executive Committee said: The survey shows there is still a lot of work to do for women and men to take part equally in trade union work at all levels. There are some good practices available but the general picture can be much improved. This report updates the survey to see whether there have been any improvements in the position of women since Main findings Traditionally, women tend to be under-represented in the decision making structures of trade unions, even in sectors where the workforce and union membership is predominantly female. Our aim is to see what improvements there have been and also collect information on what our affiliates might be doing to encourage better female representation and to evaluate the representation of women in EPSU s statutory bodies. 55 unions in 31 countries replied to the survey, covering a total of 10.6 million workers. 67% of all the membership of the surveyed affiliates are women. The proportions range widely between 80%-90% in the health and social services sector, for some unions, to only 10-20% in public utilities. When we compare the percentage of women as union members with the percentage of women at congress or in the highest decision making bodies we see that there is still a gap. The averages mentioned here also mask a varied picture with greater improvement in some areas than in others. But on the whole some progress has been made and we are moving very much in the right direction in EPSU affiliates structures. On the whole women s representation has improved. Women made up on average 52% of affiliates congress delegates this time round, compared to 49% in There is a similar rise in the percentage of women in the highest decision making bodies: now 53% up from 50% in 2009.

2 Page2 Overall 28 affiliates reported an increase in the percentage of women congress delegates while only six reported a decrease. The percentage was unchanged in 10 unions while 11 were unable to provide comparable data. The NTL (Norway) and CFDT (France) both said that they had taken specific measures to encourage women s participation while the GdG-KMSfB (Austria) reported that it had changed its rules to require a proportional representation. Twenty-three affiliates reported that the proportion of women in their highest decision-making bodies had increased while there had been a fall in 10 unions. There was no change in a further 10 while 12 were unable to provide comparable figures. The proportion of women involved in collective bargaining varied considerably with several unions indicating that women made up either all or none of the officials mainly responsible for negotiations. Breaking it down into broad categories shows six affiliates where women made up less than a third of the collective bargaining team, eight where they were between a third and a half, 15 where they were between half and two-thirds and 10 where they made up over twothirds of the team. Affiliates were asked whether there were particular obstacles that made it difficult to achieve a gender balance in representation in their organisation. The most common response was to say that the structure of the relevant sector or occupation meant their membership was by its nature male (or female) dominated and so women (or men) tended to be in the minority in the trade union structure. Some affiliates also noted a problem with a male culture within their organisations that made it more difficult to progress while it was also acknowledged that as women continue to be the main carers in a domestic relationship then it was often more difficult for them to find the time to take on trade union duties. EPSU Committees In addition to the survey evidence there is also data on representation in EPSU bodies between 2010 and Women s representation on the EPSU Executive Committee has stayed more or less constant during this period at around 40%. In contrast, the Local and Regional Government and National and European Administration Committees have seen a dip in women s representation although in both cases this was reversed in 2013 with both also achieving around 40% representation. The highest levels of representation are in the Women and Gender Equality Committee varying between 70% and 90% and the Heath and Social Services Committee with no so much variation in the range of 65% and 70%. The lowest level of women s representation is on the Public Utilities Committee which has seen a fall from a peak of 20% down to 10%. EPSU Congress Women delegates made up 46% of the total at the 2014 Congress with the figures varying by constituency from 32% in South-East Europe to 58% in the Nordic constituency. In terms of participation women made up 49% of delegates who moved or spoke on the resolutions. However, women were less represented among the heads of delegations making up only 32% of the 186 total.

3 Page3 The ETUC 8th of March Survey The ETUC has been monitoring women s representation in its affiliates for a number of years now and published its seventh 8th of March survey in This provides some interesting data against which to compare developments in EPSU, with some of the main findings including: - the 47 confederations providing information have a total of 44.4 million members, of which 19.6 million are women (44.2%). - te national confederations with the highest rates of female membership are STTK in Finland (75%), followed by LBAS (65%) in Latvia and EAKL (62%) in Estonia. - The lowest percentage of female members is reported by the two Turkish confederations: TURK-IS (13%) and HAK-IS (11%) and DEOK-Cyprus (13,7%) confederations reported more female than male members: EAKL (Estonia), AKAVA and STTK (Finland), ICTU (Ireland), LBAS (Latvia), LPSK (Lithuania), LO and YS (Norway), CGT (Portugal), SACO and TCO (Sweden) and TUC (UK) confederations (out of 47) have a female membership rate equal to or higher than the average of 44.2%. The survey noted that In the majority of countries in Europe, the growth in female membership has partly compensated for the loss of male membership and so helped to slow the overall decline in union membership. The ETUC survey revealed that women are in minority in all senior positions in national confederations making up only: - 4 out of 39 presidents - 18 out of 69 vice-presidents - 9 out of 36 general secretaries - 7 out of 20 deputy general secretaries - 9 out of 25 treasurers - Only 7 women have a leadership position in their national confederation (47 are men). Most of national confederations have implemented actions and/or policies ensuring the follow-up of ETUC Recommendations for improving gender balance.

4 Page4 ETUC Toolkit to promote initiatives on gender equality A toolkit of initiatives to promote gender equality was launched in Madrid in May 2014 in a joint initiative by European employers and trade union organisations. EPSU contributed a collection of examples to the toolkit. The European social partners ETUC, Businesseurope, UEAPME and CEEP signed a Framework of Actions on Gender Equality in 2005 to promote gender equality on the labour market and in the workplace. The toolkit outlines some of the successful initiatives of member organisations. The toolkit shows the added value of the social dialogue between employers and trade unions, and highlights their commitment and key role in enhancing gender equality throughout the EU. About 100 initiatives from 25 European countries are contained in the online toolkit accessible at: or

5 Page5 EPSU affiliates responding to survey total membership (10.8 million) Union Country Membership 1 HWUA Armenia GdG-KMSfB Austria TULIPSW Azerbaijan TUPHWB Belarus ACOD/CGSP Belgium FTU-HS CITUB Bulgaria HSSMS-MT Croatia Pasydy Cyprus TUSBI Czech Republic Transgas OSTG Czech Republic TUHSS Czech Republic HKKF Denmark HK Denmark F Denmark FOA Denmark Rotal Estonia Tehy Finland Pardia Finland JHL Finland FNME CGT France Interco-CFDT France PSSAWTUG Georgia HSMCTU Georgia Ver.di Germany BSRB Iceland PSEU Ireland TUHWK Kazakhstan KHWU Kirghistan LVSADA Latvia Sindincomservice Moldova USSCG / Health Union Montenegro Abvakabo Netherlands NUMGE Norway NITO Norway AVYO (YS) Norway NNO Norway NTL Norway Delta Norway SANITAS Romania ALSWU Russia HWURF Russia SOZZaSS Slovakia FSP-UGT Spain FSC CCOO Spain FEP-USO Spain ST Sweden VISION Sweden Kommunal Sweden SEKO Sweden Vårdförbundet Sweden VPOD SSP Switzerland THWU Tajikistan FBU UK UNISON UK PROSPECT UK

6 Page6 Percentage of women Congress delegates 2008 and Union Country HWUA Armenia GdG-KMSfB Austria TULIPSW Azerbaijan TUPHWB Belarus ACOD CGSP Belgium FTU-HS_CITUB Bulgaria HSSMS-MT Croatia PASYDY Cyprus Transgas OSTG Czech Republic TUHSS Czech Republic TUSBI Czech Republic FOA Denmark F Denmark HK Denmark - - HKKF Denmark - - ROTAL Estonia - 50 PARDIA Finland THEY Finland 50 - JHL Finland 50 - FNME CGT France CFDT Interco France HPSCTU / HSMCTU Georgia PSSAWTUG Georgia Verdi Germany BSRB Iceland PSEU Ireland TUHWK Kazakhstan KHWU Kyrgyzstan LVSADA Latvia - - Sindindcomservice Moldova USSCG / Health Union Montenegro Abvakabo Netherlands AVYO Norway NITO Norway DELTA Norway NTL Norway NNO Norway NUMGE Norway SANITAS Romania 60 - HWURF Russia ALSWU Russia SOZZaSS Slovakia FEP USO Spain CCOO Spain FSP UGT Spain Kommunal Sweden Vision Sweden ST Sweden 54 - SEKO Sweden Vårdförbundet Sweden VPOD Switzerland THWU Tajikistan UNISON UK FBU UK PROSPECT UK 14 22

7 Page7 Percentage of women in highest decision-making bodies 2008 and Women in highest decision making bodies (%) Union Country HWUA Armenia GdG-KMSfB Austria TULIPSW Azerbaijan TUPHWB Belarus ACOD CGSP Belgium FTU-HS-CITUB Bulgaria HSSMS-MT Croatia PASYDY Cyprus Transgas OSTG Czech Republic TUHSS Czech Republic TUSBI Czech Republic FOA Denmark F Denmark HK Denmark 65 HKKF Denmark ROTAL Estonia PARDIA Finland THEY Finland 75 JHL Finland 60 FNME CGT France CFDT Interco France HSMCTU Georgia PSSAWTUG Georgia Verdi Germany BSRB Iceland PSEU Ireland TUHWK Kazakhstan KHWU Kyrgyzstan LVSADA Latvia 82 Sindindcomservice Moldova USSCG Montenegro Abvakabo Netherlands 33 AVYO Norway NITO Norway DELTA Norway NTL Norway NNO Norway 89 NUMGE Norway SANITAS Romania 21 HWURF Russia ALSWU Russia SOZZASS Slovakia FEP USO Spain CCOO Spain FSP UGT Spain Kommunal Sweden Vision Sweden ST Sweden 50 SEKO Sweden Vårdförbundet Sweden 80 VPOD Switzerland THWU Tajikistan UNISON UK FBU UK PROSPECT UK 22

8 Page8 Comparison of Women in highest decision-making bodies between 2008 and by constituency Nordic Ireland and UK German-speaking Benelux Mediterranean Central Europe North East Europe South East Europe Russia and Central Asia 62 61

9 Page9 Percentage of women involved in collective bargaining % of women in collective bargaining/social dialogue unit, or among union officials responsible for collective bargaining France CFDT 40% France CGT FNME 41.60% (5 out of 12) Armenia TUHW 51% Austria - GdG-KMSfB 0 out of 2 but varies between sectors (20%-80%) Azerbaijan TULIPSW 50% Bulgaria FTU-HS Headquarters: 100% (1 woman), Regionally: 65% Belarus UPHWB 100% (1 Woman) Croatia - HSSMS-MT 100% Cyprus PASYDY 0% Czech Republic OS Transgas 100% (1 woman) Czech Republic TUHSS 70% Germany Ver.di 50% Denmark - 3F 40% Denmark FOA 61% Denmark - HK/Kommunal 40% Denmark HKKF 0% Estonia ROTAL 75% Spain - FSC CC.OO 44% Spain - FEP-USO 50% Spain -FSP-UGT 63% - 5 out of 8 including technical support Filand Pardia 25% Finland They 73% (11 out of 15) Georgia - (HSMCTU 30% Georgia PSSAWTUG 90% Iceland BSRB 54% Ireland PSEU 25% - 2 out of 8 Finland JHL 57% Kazakhstan TUHWK 50% Kyrgyztan KHWU 72% Moldova - Sindindcomservice 40% Netherlands - AbvaKabo FNV 56% Norway DELTA 50% Norway NITO 33.3% Norway NSF 55% Norway NTL 57% Norway NUMGE 50% Romania SANITAS 2-3% Russia ALSWU About 60% Russia - HWURF 60% Slovakia SOZZASS 60% (3 women, 2 men) Sweden Kommunal 50% Sweden - Fackförbundet ST 53% Sweden Vision 38% Sweden SAHP 73% - 8 out of 11 Switzerland - VPÖD/SSP No distinct service. Women make up half of the regional secretaries who are involved in negotiations. Tajikistan - THWU 70% United Kingdom FBU 12.5% - 1 out of 8 United Kingdom - PROSPECT We do not have these statistics. United Kingdom - UNISON 51%

10 Page10 Main obstacles in achieving a better balance between women and men members in the trade union France CFDT Austria GdG-KMSfB Bulgaria FTU-HS Croatia HSSMS-MT Cyprus PASYDY Czech Republic OS Transgas Czech Republic TUHSS Germany Ver.di Denmark 3F Denmark FOA Denmark HK/Kommunal Denmark HKKF Estonia ROTAL Spain FSC CC.OO Spain FSP-UGT Finland Tehy Georgia HSMCTU Georgia PSSAWTUG Iceland BSRB Ireland PSEU Main obstacles in achieving a better balance between women and men members in your union Trade union culture, masculine trade union practice but progresswomen are reluctant to engage and privilege family life the mining sector is very masculine Rules of the union No obstacles Members of TU are mostly women Late entry of women in public services and slow ascent in the union decision making bodies High percentage of men in our sector resort - mostly women Women are often passed over being seen as not being adequately qualified. However, this is just a justification for not relinquishing positions of power and influence. Sometimes it is difficult to get women involved as they don t have the confidence to think they can cope with the job and its related responsibilities. 3F (creation: 2005) was formed with an agreement of Fair Representation. 2010: agreement on equality and diversity, focusing on fair representation according to sex, age and ethnicity. The number of male and female members of FOA reflects the low percentage of male employees in most of the jobs covered by collective agreements negotiated by FOA. FOA has financed research/a PhD scholarship concerning men in caring occupations and how to overcome obstacles for a higher number and percentage of men in these occupations. FOA is mainstreaming gender as far as different actions are concerned, for example collective bargaining, and strive to appeal to both sexes when communicating to members and employees in the caring occupations. Majority of our members: women. In other smaller professions: most of the employees are men. The main obstacle is that the Danish Labour Market is very gender split. Most women in public sector. Most men in the private sector Recruitment of the armed forces We did not have so much female dominated workers members of TU. The lack of women, lack of willing to candidate in Trade Union election, and the work organisation in the Trade Union. Responsibility in Trade-Union take time. Spanish Women do the housework, so they don t have time + cut in childcare and there is a high level of male membership in the federation More than 90% of members are female so that reflects in the balance. For the first time Tehy has a male president after 4 female presidents Mostly women in health sector The existence of low wages The labour market is highly gender segregated. The health care and social services sectors are in majority occupied by women while the police force mainly constitutes of men. Many members of BSRB do work on those sectors. There are no institutional obstacles. There is a reluctance to become involved which we try to address through a continuous programme of encouragement and education. We have conducted a seminar on the issue of women s participation recently with our Branch representatives. Hopefully, the output from those workshops will produce some actions for us to try and improve the level of participation. (Report of the seminar:

11 Page11 Finland JHL Kazakhstan TUHWK Kyrgyztan KHWU Montenegro TUHM Netherlands AbvaKabo FNV Norway NITO Norway NSF Norway NTL Norway NUMGE Romania SANITAS Russia ALSWU Slovakia SOZZASS Sweden SEKO Switzerland VPÖD/SSP Tajikistan THWU UK FBU UK UNISON Many of the sectors we represent are predominantly female No obstacles No obstacles More women than men in T.U of Health. Although there is a majority of female members, there is a majority of male members active for the union interests. In general female members take more interest in individual protection of interest rather than collective protection of interest. Therefore they are less active female members compared to the number of active male members. It is difficult to change this situation because the majority of male union activists rule the culture and structure of the union. We have not identified any specific obstacles. Actually the balance is acceptable compared to the balance between women and men among the members. Most of our members are female and this is reflected in the whole organization Keeping a steady focus on gender equality, gender pay gap and recruitment of female elected representatives According to our rules it shall be at least 40% representation of the underrepresented gender in all elected organs. Our principle and action program, which has a separate chapter on gender equality and women s rights. Women are more dedicated to family life + Women are not promoted gender balance has been rather even so far due to nature of jobs organized Predominance of women in health and social services area Some branches dominates by men (energy ). None of our branches dominated by women Rules on quotas means that there more or less a balance both in relation to membership and in the committees. The rules have required proportional representation on committees since the 1990s. In some committees this is difficult to implement because of well-known problems but basically the policy has been successful. No obstacles The fire service is perceived as being a male dominated industry Women s caring responsibilities impacting on the time available for trade union activity. Potential for employer discrimination against trade union activists, and refusal to grant paid facility time for trade union duties. Cuts in staffing due to government austerity measures have increased pressure on employees

12 Page12 Women s representation in EPSU Statutory meetings (based on participation in the EPSU Statutory Meetings (GEC, NEA, LRG, HSS, PUT, EC) GEC NEA LRG HSS PUT EC

13 Page13 Evaluation of EPSU s 2014 Congress The composition of delegates by Constituency Constituency Delegates Women Nordic (Denmark, Finland, Iceland, Norway, Sweden) 78 58% UK & Ireland 34 56% German-speaking (Austria, Germany, Switzerland) 23 48% France and BENELUX (France, The Netherlands, Belgium, Luxembourg) Central Europe (Czech Republic, Slovak Republic, Hungary, Slovenia, Croatia, FYR of Macedonia, Serbia, Montenegro, Bosnia-Herzegovina, Kosovo) South-Eastern Europe (Albania, Azerbaijan, Bulgaria, Moldova, Romania, Turkey) North-Eastern Europe (Armenia, Belarus, Estonia, Georgia, Latvia, Lithuania, Poland, Ukraine) Mediterranean (Cyprus, Greece, Israel, Italy, Malta, Portugal, Spain) Russia and Central Asia (Russia, Kazakhstan, Kyrgyzstan, Tajikistan) 39 41% 38 37% 37 32% 20 45% 33 36% 14 50% Overview of Speakers and Speaking Requests (number of women) Number of women Speaking requests: 42, actually speaking: 41 Movers of resolutions and speakers on podium: 18 EPSU + 2 others = 20 Total: 61 Number of men: Speaking requests: 46, actually speaking: 43 Movers of resolutions and speakers on podium: 13 EPSU + 7 others = 20 Total: 63

14 Page14 Women heads delegations Country Women Heads of Delegation out of total for each country Albania 1/2 Armenia 2/2 Austria 0/5 Azerbaijan ¼ Belarus 0/1 Belgium 1/8 Bosnia-Herzegovina 0/4 Bulgaria 4/7 Croatia 1/2 Cyprus 0/4 Czech Republic 5/10 Denmark 5/13 Estonia 1/2 Finland 3/5 France 4/9 FYR of Macedonia 1/4 Georgia 1/3 Germany 1/1 Hungary 1/3 Iceland 0/1 Ireland 0/4 Israel 0/2 Italy 1/2 Kazakhstan 1/1 Kosovo 0/1 Kyrgyzstan 0/1 Latvia 1/2 Lithuania 1/2 Moldova 1/3 Montenegro 0/3 Netherlands 2/3 Norway 2/10 Poland 1/1 Portugal 0/2 Romania 2/9 Russia 0/3 Serbia 0/6 Slovakia 1/4 Slovenia 0/1 Spain 2/5 Sweden 5/6 Switzerland 1/1 Tajikistan 1/2 Turkey 0/6 Ukraine 2/6 United Kingdom 4/8 TOTAL 60/186

15 Page15 Membership breakdown by union and sector (2008 and ) Trade union Country Constituency Sector Members 2012/2013 Members 2008 Total Women Women as % total Total Women Women as % total FOA Denmark Nordic HSS PUT Total KOMMUNAL Sweden Nordic HSS LRG PUT Total FTU-HS-CITUB Bulgaria South Eastern Europe HSS Total F Denmark Nordic LRG NEA Total HK Denmark Nordic LRG HSS Total Verdi Germany German-speaking HSS LRG Total

16 Page16 Transgas OSTG Czech Republic Central Europe PUT Total TUHSS Czech Republic Central Europe HSS Total ROTAL Estonia North Eastern Europe HSS LRG NEA Total LVSADA Latvia North Eastern Europe HSS Total Abvakabo Netherlands Benelux France HSS LRG NEA PUT Total AVYO Norway Nordic NEA Total Vision Sweden Nordic HSS LRG PUT Total UNISON UK Ireland UK HSS LRG

17 Page17 NEA PUT Total Sindindcomservice Moldova South Eastern Europe PUT Total HPSCTU Georgia North Eastern Europe HSS Total TUPHWB Belarus North Eastern Europe Total FNME CGT France Benelux France PUT Total TUSBI Czech Republic Central Europe LRG NEA Total NITO Norway Nordic HSS LRG NEA PUT Total DELTA Norway Nordic HSS LRG NEA Total

18 Page18 PARDIA Finland Nordic NEA PUT Total HWURF Russia Russia and Central Asia HSS Total Health Union Montenegro South Eastern Europe HSS Total PSEU Ireland Ireland UK NEA PUT Total PASYDY Cyprus Mediterranean HSS NEA PUT Total CFDT Interco France Benelux France LRG NEA PUT Total THEY Finland Nordic HSS 100 Total NTL Norway Nordic Total NNO Norway Nordic HSS

19 Page19 NEA Total SANITAS Romania South Eastern Europe HSS Total VPOD Switzerland German-speaking HSS LRG PUT Total THWU Tajikistan Russia and Central Asia HSS Total KHWU Kirghistan Russia and Central Asia HSS Total FEP USO Spain Mediterranean Total CCOO Spain Mediterranean LRG-PUT LRG NEA Total ALSWU Russia Russia and Central Asia PUT Total GdG-KMSfB Austria German-speaking LRG PUT HSS

20 Page20 Total SOZZaSS Slovakia Central Europe HSS Total PSSAWTUG Georgia North Eastern Europe NEA Total TULIPSW Azerbaijan South Eastern Europe PUT Total HSSMS-MT Croatia Central Europe HSS Total BSRB Iceland Nordic Total ACOD-CGSP Belgium Benelux France NEA Total FBU UK Ireland UK LRG Total TUHWK Kazakhstan Russia and central Asia HSS Total HKKF Denmark Nordic NEA Total FSP UGT Spain Mediterranean HSS LRG NEA

21 Page21 PUT Total HWUA Armenia North eastern Europe HSS Total NUMGE Norway Nordic HSS LRG PUT Total ST Sweden Nordic NEA PUT Total JHL Finland Nordic Total Prospect U.K. Ireland UK Total SEKO Sweden Nordic NEA PUT Total Vårdförbundet Sweden Nordic HSS Total