glass compiled

8/8/2019 Glass Compiled

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y Name: Minu (namechanged)

y Age: Unaware; has three

childreny Occupation: construction

labourer (carries buildingmaterial)

y Income: Rs. 2500/month(approx.)

y No benefits at workplace


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y Name: Deepak (changed)y Age: 35y Occupation:Construction

worker (lays bricks)y Income: Rs. 3000

(approx.)


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MaleLaying of bricksBending of iron rods

Roofing( dh alai )P lasteringFitting doors and

windowsMixing sand and

cementP aid Rs.100/120 per day

F emaleCarrying of bricksSieving sand

Cleaning bricksCarrying mixtureP aid Rs.70/80 per day


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y Glass ceiling refers to situations where theadvancement of a person within the hierarchy of anorganization is stopped at a lower level because of some form of discrimination, most commonly sexism or

racism.

y It is an unofficial, invisible barrier that preventswomen and minorities from advancing in businesses.

y Glass ceiling tends to cripple working women. Thisbarrier prevents large numbers of women fromobtaining and securing the most powerful, prestigious,

and highest-grossing jobs in the workforce.


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Glass Ceiling Barriers for woman D ifferent pay for comparable work

y It demonstrates a perceived inequality between malesand females is the gender wage gap.

y This gap is the difference in the wages and earningsbetween males and females who have equivalent jobtitles, training experience, education, and professions.

y Women are paid less than men when all of thesefactors are comparable.


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y Men tend to be highly concentrated in the topprofessions.

y On the other hand, women tend to be over-represented in the lowest-ranking and lowest paidprofessions.

y This is referred to as occupational segregation.This accounts for much of the imbalance with menand womens incomes.


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y

Occupations become sex typed as either beingspecifically male or female jobs.

y It reduces womens access to insurance, benefits, andpensions.

y Women are not deemed worthy of leadership roles

y Achievements tend to be devalued or attributed to luck

or effort rather than ability or skill.

y Woman had to be highly impressive to be consideredeligible for leadership roles, whereas this was not thecase for men


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y L ack of family-frien d ly workplace policies

y Women are more likely to choose jobs based on factorsother than pay, for instance: health care andscheduling that can be managed with the duties of primary care of children

y Thus they may be less likely to take jobs that requiretravel or relocation or jobs that are hazardous.

y The ending result of womens extensive obligation toattend to responsibilities of the home and children isthat their wages plummet.


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y Not recorded under any factory legislationy Some workers under this sector:

y agricultural workers,y forest workers,y rickshaw pullers,y vendors,y domestic workers,y home based workers,y construction workers,y scavengers and rag pickers,y wholesale/retail trade workers


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y More than 90% of the workforce in this sectory Work in most terrible conditionsy With no protective legislation for guaranteed

incomey No social security or safe working conditions.y Commissions and reports are continuously made

for providing social security


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y Over 93 per cent of women work in the informal,unorganized sector

y Economic necessities compel them

y Contractual, casual, migrants, etc.

y Women are found excluded

y Lack of safety measures


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y Don't have provisions for maternity , child carefacilities, basic sanitation requirements etc.

y No voice

y They became used to the condition

y If we start taking the other works too, whatwould the men do?


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y Majority of female workers are unskilled

y Workers at site operating machinery or usingsmall tools were considered as skilled or semi-skilled and hence earned more.

y Low levels of education and lack of technicaltraining

y Women work at sites for only short periods of time

y Women: A cheap labour supply


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Laws


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INTERNATIONAL LAWS y Discrimination (Employment and Occupation)

Convention, 1958 [ILO]y Equal Remuneration Convention, 1951 [ILO]

NATIONAL LAWS y Th e Maternity Benefit Act, 1961y Th e Equal Remuneration Act, 1976


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Laws in the unorganised scetory Creches. (1) In every place wherein, more than fifty female

building workers are ordinarily employed, there shall be providedand maintained a suitable room or rooms for the use of childrenunder the age of six years of such female workers. [THEBUI LDINGS AND OTHER CONSTRUCTION WORKERS(REGU L ATION OF EMPL OYMENT AND CONDITIONSOF SERVICE) ACT, 1996 ]

y Sanitation facilities

y Accommodation


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Vishaka Judgementy 1997y Supreme Court of India recognized sexual

harassment at the workplace as not only personal

injury to the affected woman, but also a violationof fundamental rightsy Based itself not only on Articles 14 and 21

(equality and right to life) of the Constitution, but

also Article 19(1) - the right to 'practice anyprofession or to carry on any occupation, trade orbusiness'


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Rhetoric

P resence of lawsDebates and

discussions

Winds of change

Reality

Not functional

Ignorance

Acceptance of the

situation


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Conclusion


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y Sensitization of the women in the unorganisedsector

y Involvement of the women in decision making

y Transparency of the policy made

y Training facilities for the women


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glass compiled

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