offizielles internes dokument di_ces69-2006_fin_di_de

Transcription

REX/219
"Gemischter Beratender Ausschuss
EU/Türkei"
Brüssel, den 6. Oktober 2006
21. Sitzung des Gemischten Beratenden Ausschusses EU/Türkei
13./14. Juli 2006
Kayseri, Türkei
GEMEINSAMER BERICHT
zum Thema
FRAUEN UND BESCHÄFTIGUNG
BERICHTERSTATTER
Herr Jan OLSSON
EWSA-Mitglied - Gruppe Verschiedene Interessen
Ko-Vorsitzender des Gemischten Beratenden Ausschusses EU/Türkei
Senior Advisor, schwedisches Genossenschaftsinstitut (KOOPi)
Vizepräsident des schwedischen Verbunds genossenschaftlicher Entwicklungsagenturen (FKU)
Herr Tuğrul KUDATGOBİLİK
Mitglied des Gemischten Beratenden Ausschusses EU/Türkei - Gruppe der Arbeitgeber
Präsident des TİSK (Türkischer Arbeitgeberverbund)
Herr Salih KILIÇ
Mitglied des Gemischten Beratenden Ausschusses EU/Türkei - Gruppe der Arbeitnehmer
Präsident des TURK-İŞ (türkischer Gewerkschaftsbund)
DI CESE 69/2006 fin (EN) JB/UR/el
DE
-11.
Einleitung
1.1
Dieser gemeinsame Bericht der Herren OLSSON, KUDATGOBILIK und KILIÇ soll in der
Sitzung des Gemischten Beratenden Ausschusses EU/Türkei am 13./14. Juli 2006 in Kayseri
(Türkei) erörtert werden. Im Rahmen der Erstellung des Berichts wurden die türkischen
Sozialpartner und türkische Frauenorganisationen konsultiert.
1.2
Die EU hat sich der Gleichstellung von Frauen und Männern verpflichtet, um die Ziele des
EU-Vertrags zu erfüllen. In der EU gibt es jedoch nach wie vor Geschlechterungleichheit
(gender gap). Nach dem Studium des Vorschlags der Kommission für einen Fahrplan für die
1
Gleichstellung von Frauen und Männern nahm der Europäische Rat auf seiner Tagung im
2
März 2006 einen Europäischen Pakt für die Gleichstellung der Geschlechter an, um
Geschlechterungleichheiten in den Bereichen Beschäftigung und Sozialschutz aufzulösen und
eine bessere Vereinbarkeit von Erwerbstätigkeit und Privatleben für Frauen und Männer zu
fördern.
1.3
Die EU beurteilt die Beschäftigungslage von Frauen in der Türkei wie folgt: Die intensiven
Bemühungen und die Lobbyarbeit von Frauengruppen hat bei Legislativreformen in den
vergangenen Jahren erhebliche und bemerkenswerte Fortschritte in Bezug auf die Gleichstellung von Frauen und Männern herbeigeführt. Die Umsetzung dieser Gleichstellung auf dem
Papier in eine Gleichstellung in der Praxis bleibt jedoch ein großes Problem. Dem Zivilgesetzbuch der Türkei zufolge haben Frauen zwar das gleiche Recht auf bezahlte Arbeit, doch
liegt die Erwerbsbeteiligungsquote von Frauen nur bei 28%. Zieht man davon die Frauen ab,
die als unbezahlte Familienmitglieder in der Landwirtschaft arbeiten, dann liegt die Erwerbsbeteiligungsquote der Frauen in den Städten bei gerade mal 18%. Einige der relevanten
Artikel der Europäischen Sozialcharta sind nicht angenommen worden, und die Angleichung
3
der türkischen Rechtsvorschriften an den EU-Besitzstand erfordert weitere Bemühungen.
1.4
Die EU-Politik für die Gleichstellung von Frauen und Männern und die von den EU-Institutionen vorgenommene Einschätzung zeigen die Richtung auf, die die Türkei einschlagen
sollte.
2.
Allgemeine Bemerkungen
2.1
Eine wirksame Teilhabe von Frauen am Arbeitsmarkt und ihr Zugang zu hochwertigeren
Arbeitsplätzen mit einem größeren Mehrwert ist äußerst wichtig für die Verwirklichung der
wirtschaftlichen und sozialen Entwicklungsziele der Türkei.
1
2
3
KOM(2006) 92 endg.
Siehe Anhang zum Gleichstellungspakt.
Regelmäßiger Bericht 2005 über die Fortschritte der Türkei auf dem Weg zum Beitritt der Europäischen Kommission; Bericht
des Europäischen Parlaments über die Rolle der Frauen in der Türkei im gesellschaftlichen, wirtschaftlichen und politischen
Leben vom Ausschuss für die Rechte der Frau und die Gleichstellung der Geschlechter.
.../...
-22.2
Die Probleme, denen türkische Frauen heute im Arbeitsleben gegenüber stehen, sind eher
wirtschaftlicher und sozialer als rechtlicher Natur. Große Probleme ergeben sich jedoch aus
der Durchsetzung der Rechtsvorschriften sowie dadurch, dass Frauen im informellen Sektor
völlig ohne rechtlichen Schutz dastehen.
2.3
Um Prioritäten und Maßnahmen für eine stärkere wirtschaftliche Selbstbestimmung von
Frauen in der Türkei aufzustellen, müssen die Ursachen für die geringe Beteiligung aus einer
ganzheitlichen Perspektive heraus ermittelt werden, die alle Aspekte der geschlechtsspezifischen Diskriminierung umfasst.
2.4
Frauen sind in der Türkei - wie in vielen anderen Ländern - Diskriminierung, Ungleichbehandlung und Gewalt ausgesetzt. Geschlechtsspezifische Diskriminierung, sich hartnäckig
haltende traditionelle Geschlechterrollen und die Einschränkung der Mobilität von Frauen
machen Frauen in einigen Bereichen des öffentlichen Lebens - von der Bildung bis zum
Arbeitsmarkt und in der Politik - zu Bürgern zweiter Klasse.
2.4.1
Frauen haben mit Beschäftigungshürden zu kämpfen, die das Ergebnis patriarchalischer
Strukturen in den Familien und der Gesellschaft sind. Die größte Hürde für Frauen, einer
bezahlten Beschäftigung nachzugehen, ist die geschlechtsspezifische Aufteilung der Hausarbeit. Durch die Geschlechterrollen liegt die Hauptverantwortung für unbezahlte Arbeit im
Haushalt, die Kinderbetreuung sowie die Pflege von Alten und Behinderten bei den Frauen.
Der Verdienst des Mannes ist die primäre Einkommensquelle, der Verdienst der Frauen ist
sekundär. Die Verhältnisse orientieren sich sowohl innerhalb der Familie als auch im Berufsleben an dieser gegenwärtigen Rollenverteilung. Das nur äußerst sporadische Vorhandensein
subventionierter, bezahlbarer und hochwertiger vorschulischer Betreuungseinrichtungen
sowie das Fehlen von Pflegeeinrichtungen für ältere Menschen und Behinderte verstärken
diese traditionelle Arbeitsaufteilung.
2.4.2
Der rechtliche Rahmen für die Kinderbetreuung weist die Verantwortung für diese Betreuung
allein den Frauen zu. Die Rechtsvorschriften schreiben jedoch die Einrichtung eines Wickelraums und einer Kindertageseinrichtung am Arbeitsplatz vor, wenn mehr als 150 Frauen in
dem Unternehmen beschäftigt sind.
2.5
Geschlechtsspezifische Diskriminierung hält sich hartnäckig auf dem Arbeitsmarkt. Traditionelle Geschlechterrollen schränken die Auswahlmöglichkeiten von Frauen in Bezug auf Branchen und Berufe ein. Außerdem zeichnen sich die Arbeitsplätze, die Frauen zur Verfügung
stehen, häufig durch eine Kombination aus geringer Bezahlung, harten Arbeitsbedingungen
und unzureichendem Sozialschutz aus.
2.6
Auch fehlen Mechanismen am Arbeitsplatz, die eine Diskriminierung von Frauen verhindern,
wenn sie ins Berufsleben eintreten.
2.7
Die Erwerbsbeteiligungsquote von Frauen mit Hochschulbildung ist hoch. Ihre Beschäftigungsquote ist mit der Beschäftigungsquote von Männern mit einer entsprechenden Ausbil-
.../...
-3dung vergleichbar. Viele dieser Frauen sind ununterbrochen berufstätig und können hohe
Positionen in Unternehmen, Organisationen und im öffentlichen Sektor erreichen. Den meisten geringer qualifizierten Frauen steht jedoch auch weiterhin meist nur die Beschäftigung in
der Landwirtschaft und im informellen Sektor offen.
2.8
Statistische Angaben lassen darauf schließen, dass die Erwerbsbeteiligung und Beschäftigungsquote von Frauen steigen, je höher ihr Bildungsniveau ist.
2.8.1
Die Systeme der allgemeinen und beruflichen Bildung weisen jedoch Mängel auf; sie entsprechen weder dem Bedarf der Unternehmen noch dem der Frauen. Daher ist eine arbeitsmarktorientierte Umgestaltung des Bildungssystems von großer Bedeutung für eine stärkere
Erwerbsbeteiligung von Frauen. Insbesondere eine bessere Ausbildung von Frauen in ländlichen Gebieten wird ihre Chancen auf eine Teilhabe am Arbeitsmarkt erhöhen.
2.8.2
Einige Frauenorganisationen und feministische Wissenschaftlerinnen bringen vor, dass ein
besserer Zugang zu allgemeiner und beruflicher Bildung für Frauen nur als eine der möglichen Lösungen für eine Förderung ihrer Wirtschaftstätigkeit und keinesfalls als einzige
Priorität angesehen werden sollte. Sie weisen darauf hin, dass die Erwerbsbeteiligungsquote
von Männern mit nur einer schulischen Grundbildung bzw. noch weniger sehr viel höher
liegt. Diese Tatsache ist ganz eindeutig ein Beweis für die traditionellen Geschlechterrollen in
der Gesellschaft. Männer sind, unabhängig von ihrem Bildungsgrad, stärker am Arbeitsmarkt
beteiligt.
Frauen mit einem hohen Einkommen und ausreichendem Sozialschutz können Alternativlösungen finden, um im Berufsleben zu bleiben und nicht im Haushalt zu arbeiten und verfügen daher über bessere Voraussetzungen, um die üblichen Einschränkungen ihrer Bewegungsfreiheit zu überwinden.
2.9
Die Erwerbsbeteiligung von Frauen kann nicht getrennt von der allgemeinen Beschäftigungslage und der makroökonomischen Umgebung betrachtet werden.
Häufige Wirtschaftskrisen während der vergangenen beiden Jahrzehnte haben den Anstieg
der Frauenbeschäftigungsquote verlangsamt. Die makroökonomische Instabilität wurde durch
eine restriktive Fiskal- und Geldpolitik verschärft.
Die makroökonomische Politik der Regierung war also nicht geeignet, um neue und sichere
Beschäftigungsverhältnisse zu schaffen; außerdem fehlt ihr eine Gender-Perspektive.
Die Gesamtarbeitslosigkeit ist weiterhin hoch (ca. 16% der nichtlandwirtschaftlichen
Beschäftigung), vor allem nach der Wirtschaftskrise von 2001. Die Arbeitslosigkeit unter
Frauen ist im Vergleich zur Arbeitslosigkeit unter Männer auch weiterhin viel größer.
.../...
-42.9.1
Durch die Haushaltsbeschränkungen konnten auch nicht ausreichend öffentliche Mittel in
subventionierte vorschulische Betreuungseinrichtungen bzw. in Pflegeeinrichtungen für ältere
Menschen und Behinderte fließen.
3.
Besondere Bemerkungen
3.1
Vor dem Hintergrund des EU-Gleichstellungspakts (dessen wesentliche Punkte im Nach4
stehenden aufgezählt werden) fordern wir die türkische Regierung auf, in Zusammenarbeit
mit den Sozialpartnern und Frauenorganisationen strategische Maßnahmen zu ergreifen, um
−
−
−
−
−
−
zu einer umfassenden Beschäftigungspolitik für Frauen zu gelangen,
gegen geschlechtsspezifische Diskriminierung, eingefahrene traditionelle Geschlechterrollen und Einschränkungen der Mobilität von Frauen vorzugehen,
geschlechtsspezifische Diskriminierung auf dem Arbeitsmarkt zu bekämpfen,
Mechanismen mit dem Ziel der Gleichstellung von Frauen und Männern am Arbeitsplatz
zu fördern,
eine Infrastruktur für die Betreuung von Kindern und die Betreuung pflegebedürftiger
und behinderter Menschen zu schaffen,
in Unternehmen ein für Frauen beschäftigungsfreundlicheres Arbeitsumfeld zu schaffen.
3.2
Eine "nationale Beschäftigungsstrategie" im Sinne des EU-Heranführungsprozesses sollte
5
unverzüglich vollendet werden . Diese Strategie sollte auf einer Zusammenarbeit mit Arbeitgeber- und Arbeitnehmervertretern und weiteren betroffenen Organisationen der Zivilgesellschaft aufbauen. Hierbei sollten insbesondere Frauenorganisationen berücksichtigt werden,
die sich maßgeblich für Reformen in Bezug auf die Beseitigung von Diskriminierung eingesetzt haben. Eine solche langfristige "nationale Beschäftigungspolitik für Frauen" sollte
integraler und kohärenter Bestandteil der nationalen Beschäftigungsstrategie sein und durch
jährliche Aktionspläne unterstützt werden.
3.2.1
Eine wichtige Priorität der Beschäftigungspolitik sollten Investitionen in die allgemeine und
berufliche Bildung sein. Um Kompetenzlücken zu schließen, müssen vor allem Einrichtungen
für das informelle und nicht-formale Lernen gefördert werden, die speziell an die Teilnahmemöglichkeiten von Frauen angepasst sind.
3.3
Ein objektives System beruflicher Einstufung muss entwickelt werden, um diskriminierende
6
Lohnbildungspraktiken zu verhindern.
4
5
6
Siehe Anhang.
Die Türkei setzt ihre Bemühungen um die Anpassung an die europäische Beschäftigungsstrategie fort. Als ersten Schritt hat die
Türkei eine "Hintergrundstudie zur Beschäftigung" erstellt. Derzeit wird ein Dokument über die "Bewertung der Beschäftigung"
verfasst, in dem Prioritäten und Maßnahmen für den Beschäftigungsbereich aufgestellt werden.
Frauen verdienen 46 Prozent des Einkommens von Männern.
.../...
-53.4
Der Anwendungsbereich des Arbeitsrechts muss ausgeweitet werden, um alle Formen der
Diskriminierung an allen Arbeitsplätzen und unter allen Arbeitsbedingungen aller Frauen zu
bekämpfen, u.a.
−
−
um geschlechtsspezifische Diskriminierung während des Einstellungsverfahrens zu verhindern, indem die rechtliche Definition eines Arbeitsverhältnisses auch auf das "Einstellungsverfahren" ausgedehnt wird;
um den Schutz von Frauen, die als Haushaltshilfen arbeiten, zu stärken und sowohl
unbefristete als auch befristete Arbeitsverträge durch eine Änderung der einschlägigen
Rechtsvorschriften in Einklang mit dem Arbeitsrecht zu bringen.
3.5
Bestehende einschlägige Artikel des Arbeitsrechts und des Strafrechts, die sich auf
geschlechtsspezifische Diskriminierung und sexuelle Belästigung beziehen, sollten umfassend
angewandt werden.
3.6
Die arbeitsrechtlichen Vorschriften für die Beschäftigung in der Landwirtschaft müssen
angenommen werden, um die Rechte von Frauen, die im Agrarsektor beschäftigt sind, zu
regeln und zu stärken.
3.6.1
Institutionen, Unternehmen und Organisationen im öffentlichen und privaten Sektor müssen
dringend aktive Mechanismen und Strukturen gegen jegliche Form geschlechtsspezifischer Diskriminierung, denen Frauen in allen Phasen ihres Berufslebens ausgesetzt sind,
entwickeln und umsetzen - von der Einstellung über die betriebliche Aus-, Fort- und Weiterbildung bis zum beruflichen Fortkommen. Daneben müssen die Sozialpartner auch Maßnahmen gegen sexuelle Belästigung am Arbeitsplatz ergreifen, indem Tarifverträge ausgeweitet
und umgesetzt werden, die die Möglichkeit von Disziplinarverfahren vorsehen.
3.7
Die Aufgaben von Frauen und Männern müssen unter dem Blickwinkel der Gleichstellung
der Geschlechter überdacht und Mechanismen für einen Wandel bestehender Geschlechterstereotype erzeugt werden. Dieses Thema bedarf dringend einer umfassenden öffentlichen
Debatte, die von den Behörden, den Sozialpartnern, von Frauenorganisationen sowie von
Organisationen der Zivilgesellschaft und den Medien angestoßen werden muss. Die Aufgaben, die Frauen zugeordnet werden - wie die Kinderbetreuung, die Pflege von kranken und
älteren Menschen - müssen als soziale Verantwortung angesehen werden, die zu gleichen
Teilen auch von Männern getragen werden sollte. Der öffentliche wie auch der private Sektor
müssen gemeinsam Ressourcen für die Finanzierung dieser Dienstleistungen mobilisieren.
3.8
Um Eltern dabei zu unterstützen, sich in die Verantwortung für ihre Kinder in gleichem Maße
7
zu teilen, sollten die rechtlichen Regelungen für die Umsetzung der EU-Richtlinie über den
Elternurlaub in Zusammenarbeit mit den Arbeitgebern und den Arbeitnehmern in türkisches
Recht umgesetzt werden.
7
Richtlinie 96/34/EG.
.../...
-6Ein neuer Ansatz ist erforderlich, da in vielen Betrieben weniger als 9 Mitarbeiter beschäftigt
sind - und um sicherzustellen, dass Kinder aller Arbeitnehmer/innen von Tagesbetreuungseinrichtungen profitieren können. Nicht nur Arbeitgeber, auch lokale Gebietskörperschaften
müssen für die Bereitstellung von Kinderbetreuungseinrichtungen zuständig sein. Die Kommunen müssen finanziell und strukturell in die Lage versetzt werden, ihrer Verantwortung
gerecht zu werden.
3.8.1
Gewerkschaften und Frauenorganisationen halten es für erforderlich, die Verpflichtungen der
Arbeitgeber von der Gesamtzahl der Beschäftigten abhängig zu machen. Die Arbeitgeber
vertreten dagegen die Ansicht, dass durch eine solche Maßnahme die Beschäftigung
zurückgehen würde und diese Verantwortung daher von den betroffenen Akteuren
gemeinsam getragen werden sollte.
3.8.2
Die geltende Vorschrift, dass ab einer bestimmten Gesamtzahl von Beschäftigen eines Betriebes innerhalb der Grenzen einer Kommune ein Wickelraum sowie eine Tagesbetreuungseinrichtung einzurichten sind, muss vollständig umgesetzt werden.
Arbeitgeber in Industriegebieten sollten unabhängig von der Gesamtzahl ihrer Beschäftigten
dabei unterstützt werden, gemeinsame Wickelräume und Tagesbetreuungseinrichtungen einzurichten; auch die lokalen Gebietskörperschaften sollten zu diesen Bemühungen beitragen.
3.9
Der Mutterschutz für Frauen reicht nicht aus. Arbeitgeber müssen unter Berücksichtigung der
Arbeitsbelastung und des Bedarfs des Unternehmens möglichst umfassende innerbetriebliche
Weiterbildungsmöglichkeiten anbieten. So erhielten die Frauen die Möglichkeit, sich nach
ihrer Elternzeit an veränderte Arbeitsbedingungen anzupassen, und ihnen stünden mindestens
gleichwertige Bedingungen wie vor der Elternzeit zu. Das Arbeitsrecht könnte entsprechend
dieser Anforderung geändert werden; ferner sollten sowohl die Unternehmen als auch die
Regierung die erforderlichen Ressourcen für die berufliche Weiterbildung mobilisieren.
3.10
Gleichstellung muss für Frauen in allen wirtschaftlichen, sozialen und politischen Bereichen
Realität sein.
3.11
Die türkische Verfassung und das türkische Arbeitsrecht bekräftigen den Grundsatz der
Gleichbehandlung. Die Bestimmungen der Verfassung und des Arbeitsrechts müssen jedoch
stärker durchgesetzt werden.
3.12
Frauen und ihre Organisationen haben spezifische Maßnahmen gefordert, um u.a. eine
8
Mindestfrauenquote von 30% in politischen Beschlussfassungsgremien durchzusetzen .
Ob auch Quoten für die Einstellung, Ernennung und Beförderung von Frauen zur Förderung
der Erwerbsbeteiligung von Frauen eingeführt werden sollen, wird diskutiert. Die Ansichten
8
Eine Erörterung der Quotenfrage ist in der EWSA-Stellungnahme SOC/150 zum Thema "Anteil von Frauen in Entscheidungsgremien der wirtschaftlichen und sozialen Interessengruppen der Europäischen Union" (Berichterstatter: Herr Etty) nachzulesen..
.../...
-7der Arbeitgeber auf der einen und der Gewerkschaften und Frauenorganisationen auf der
anderen Seite gehen auseinander. Die Sozialpartner und Frauenorganisationen sollten diese
Debatte auf eine breite Basis stellen. Auf jeden Fall müssen andere Anreize als Quotenregelungen für eine Förderung der Erwerbsbeteiligung von Frauen verstärkt werden.
3.13
Der Unternehmergeist von Frauen muss gestärkt werden, indem KMU und Privatunternehmertum eine angemessene Unterstützung im Zusammenhang mit Aus-, Fort- und Weiterbildung, dem Zugang zu Finanzierungsmöglichkeiten, der Technologiebeschaffung, Management und Marketing zuteil wird.
Frauen sollten Anreize zur Gründung lebensfähiger Unternehmen erhalten. Sie benötigen
fachspezifische Kenntnisse und Anleitung, Beratungsdienste sowie Schulungen in Sachen
Betriebswirtschaft und Unternehmensführung. Auf die Unterstützung von Unternehmerinnen
ausgerichtete Agenturen, die auch von Frauen geführt werden, sollten unterstützt werden.
3.14
Die Sozialpartner arbeiten an mehreren Initiativen für die Gleichstellung von Frauen und
Männern (siehe Anhang 3).
3.15
Die Sozialpartner im öffentlichen und privaten Sektor müssen aktive Mechanismen entwickeln, um alle Formen geschlechtsspezifischer Diskriminierung zu bekämpfen, der Frauen
in allen Phasen ihres Berufsleben ausgesetzt sind - von der Einstellung über die betriebliche
Aus- und Weiterbildung bis zum beruflichen Fortkommen. Sie müssen Pläne für die Gleichstellung von Frauen und Männern am Arbeitsplatz dringend fördern und in diesem Rahmen
auch organisatorische Strukturen schaffen, die geschlechtsspezifische Diskriminierung und
sexuelle Belästigung am Arbeitsplatz verhindern.
3.16
Wir empfehlen nachdrücklich, dass sich die türkischen Sozialpartner auf ein nationales Programm für die Gleichstellung von Frauen und Männern einigen, das neben konkreten Initiativen auch Benchmarking- und Beobachtungsinstrumente enthält. Auch gemeinsame Ansichten in Bezug auf Lohnstrukturen und steuerliche Anreize müssen Teil eines solchen
Programms sein.
3.17
Wir empfehlen die Einsetzung eines ständigen parlamentarischen Ausschusses für die Gleichstellung von Frauen und Männern. Dieser Ausschuss sollte alle Rechtsvorschriften, die in der
Großen Nationalversammlung der Türkei eingebracht werden, unter dem Blickwinkel der
Gleichstellung von Frauen und Männern bewerten. Seine Tätigkeit könnte so als gutes
Beispiel für alles staatliche Handeln dienen.
*
*
NB:
*
Anhänge auf den nächsten Seiten
.../...
-8Anhang 1
WOMEN’S STATISTICS
1
1. Women’s labour force participation rate in Turkey in the 15-64 age group is 26.9% which
is well below the average rate of 62% in EU25. The overall labour participation rate in Turkey
is below 50% which is largely accounted for by the low participation rate of women into the
labour market.
2. Exclusion of women in employment parallel to the decline in agricultural employment as a
result of internal migration from rural to urban areas is creating low rates of employment
among women. Whereas every 1 out of 3 women were employed in 1990, this rate has decreased
to 1 out of 4 women in 2004. Dissimilarly, in the EU 1 out of every 2 women is employed.
2
According to the OECD data , Turkey has the lowest women’s employment rate. Turkey, with a
rate of 24.3 % is still far from the current EU level of 56 %.
3. There has been a fell of women’s workforce due to the continuously declining agricultural share
in the overall economy. Because the excess labour supply from this sector is not adequately
qualified for the needs of the labour market in other sectors and there are already limited
employment opportunities, this group has been loosing hope in finding a job and been staying
home and therefore falling outside the definition of labour force.
3
4. According to the State Institution of Statistics’ data in Turkey, 57.2% of women work in
agriculture, 28.7% in services, 13.6% in industry and 0.4% in the construction sector. Due to the
large proportion of agricultural activity, unpaid family work (49.8%) among women is
predominant. The rate of women who are paid workers is 33.4%.
5. Unemployment mostly affects women in Turkey. In the year 2004 when the unemployment
rate for men in urban areas was 12.5%, it was 17.9% for women. In urban female labour force
every 1 woman out of 5 and in educated young women every 1 woman out of 3 is unemployed.
The unemployment rate outside the agricultural sector is 13.5% for men and 20.1% for women,
4
with a rate twice as much more than the EU average
6. One of the main reasons that hinders women from entering employment and causes social
exclusion is the insufficient level of education and not having a profession. The higher the
education level of women gets, the higher rate of participation in the labour market is achieved.
5
Every 1 out of 5 women is illiterate in Turkey . 21.5% of women are literate, but not a school
graduate. 44.6% of women are primary school, 10.6% are high school and only 3.9% are
1
2
3
4
5
SIS, Household Labour Survey; EUROSTAT
OECD, Employment Outlook, 2005
SIS, Household Labour Survey, 2004
SIS, EUROSTAT
Illeteracy is common among older women in rural regions. There are discrepancies between regions in terms of education levels.
Every 46 out of 100 women who are living in the Eastern part are illeterate whereas every 17 women out of 100 are illeterate in
the Western part of Turkey.
DI CESE 69/2006 fin Anhang 1 (EN)
.../...
-9university graduates. Dropping out among men after primary school is 10.5% whereas this rate is
6
19% among women. Women’s enrollment in higher education for professional progress is low .
Girls not being sent to school due to the traditional family structure and limited financial
possibilities still continues to be a major problem.
7. The unemployment rate among educated women in cities is 33.3% which is a main indicator
of the gap in the education system and the labour market in Turkey.
8. Low levels of education and limited possibilities for employment in the formal sector cause
the female labour force to be employed in the informal sector with low wages and without
social security.
71.3% of women in the labour market are working without registration with any social security
institution. Women work in the informal sector as unpaid family workers.
*
*
6
*
Currently, the rate of female associate professors in universities is 36% and the female professors constitute 25% of all
professors. 31% of architects, 29% of doctors and surgeons and 26% of lawyers are women.
.../...
- 10 Anhang 2
LEGAL FRAMEWORK OF GENDER EQUALITY IN EMPLOYMENT AND COHESION
WITH THE EU ACQUIS
1.
International Framework
1.1. Turkey has approved many international agreements regarding gender equality in
employment. The most important ones are: United Nation’s Convention on Elimination of
All Types of Discrimination Against Women (CEDAW), ILO Conventions number 111,
“Discrimination in Occupation and Profession on the grounds of Gender” and Convention
number 100 “Equal Pay for Equal Work”.
1.2. Turkey also approved European Social Charter’s relevant articles of number 4, its’ 3rd
paragraph and number 16. Article 4, paragraph 3 contains the statement
“Contracting
parties commit to recognize the right to equal pay between men and women for equal work”
and Article 16 organizes “the social, legal and economic protection right of the family”.
2. National Framework
Important legal arrangements exist in Turkey on the national level in regard to entry into
employment and gender equality during employment.
2.1. Turkey, in addition to have a provision in its’ Constitution regarding the gender equality
principle, made an addition to Article 10 with Law 5170 on 22 May 2004, where the State
beyond ensuring elimination of discrimination based on gender, is given the responsibility to
make provisions for equal rights and opportunities in all areas for men and women and to
take necessary measures. With the change Turkey has become one of the few countries to
have such a provision in its’ Constitution.
2.2. The Turkish Civil Code No 4721 which entered into force with its’ publication in the
Official Gazette on December 8th, 2001, brought fundamental changes to family law and
aimed for equality between spouses.
The new Code eliminated the term of “head of family” and thus solved unequal treatment
problems in regard to family, child support, housing assistance and it became possible to
make use of this social assistance based on mutual agreement of spouses.
Additionally, Article 192 titled “Spouses’ occupation and professions” and the statement
“none of the spouses has to get the other’s permission in selecting an occupation or a
profession” is added to the text of the article.
2.3. Another arrangement that stands out a fundamental law is the new Turkish Penal Code
numbered 5237. With articles of 105 titled “Sexual Harassment”, 117 titled “Invasion of
the right for Labour and Work” and 122 titled “Discrimination” convergences with many
EU directives was realized.
2.4. Significant progress and transposition with EU directives was realized in gender equality in
labour life with the new Labour Law of 4857 which entered into force on June 10th, 2003.
In Article 5 titled “Equal Treatment Principle” of the Law it’s stated that in labour relations
no discrimination including gender can be made owing to fundamental human rights.
.../...
- 11 Within this context, both directly or indirectly different treatment cannot be applied in
making a job contract, in applying and termination of the contract due to gender or pregnancy
and less payment for equal work cannot be made due to gender.
In case the employer breaches this duty, the employee is entitled to compensation “equal to 4
months of pay” and to claims for the rights that were deprived from her.
Additionally, compliance with the EU directive 97/80 has been made in regard to burden of
proof. Therefore, the burden of proof belongs to the employee in case of a breach of the
equal treatment principle and discrimination based on gender. However if the employee
proves significant evidence that there’s high possibility of a breach then the burden of proof
is on the employer.
According to Article 18 of the Law, gender, marital status, family responsibilities, pregnancy
and birth can never be valid reasons for termination of a work contract. In case the employer
terminates a contract based on these reasons and the court or the “special arbitrator” finds this
termination “invalid” it will be possible to “return the employee to work”. If the employer
does not hire the employee after her application, the employer has to not only pay the
employee minimum 4 to 8 moths’ salaries’ equivalent compensation but if the conditions
exist severance pay and notification pay and also regardless of hiring the employee back also
pay for the period the employee did not work until the decision is finalized.
On the other hand, for the first time arrangements related to “sexual harassment at work” and
flexible employment types like “part-time work” have been included into the new Labour
Code; paid maternity leave time is also extended.
2.5. There are important arrangements in the Turkish Legislation from the perspective of social
security in regard to gender equality. Law 5434 for civil workers, law number 506 for people
who work under a service contract and law no 1479 for independent workers, law no 4447
regarding Unemployment Insurance and other relevant laws have ensured gender equality in
social security.
Additionally, the Social Security and General Health Insurance Draft Law which is being
prepared within the scope of the Social Security Reform
Additionally, the new law on Social Security and General Health Insurance dated 31.6.2006
and numbered 5510 under the scope of the social security reform will provide more rights to
women. The law offers important arrangements for including part-time work into the scope
of social security from which mostly women will benefit. It should also be mentioned that
this law will enter into force on 1.1.2007 and at the same date the above mentioned laws
(506, 1479, 5434 and other related ones) will become ineffective.
2.6. Prime Ministry’s Circular No 2004/7 titled “Acting in Compliance with the Equal Treatment
Principle in Hiring Personnel” regarding elimination of discrimination in hiring personnel for
the State has entered into force on January 15th, 2006.
.../...
- 12 3.
Harmonization of Turkish Legislation with the EU Acquis
The Turkish Legislation in gender equality and discrimination is in general in accordance
with the relevant EU directives (APPENDIX: Acquis Harmonization Table). Some
arrangements offer more than the provisions by the directives in some areas (for example,
with Article 74 of the Labour Code, maternity leave is determined as 16 weeks). In addition,
there is need for additional arrangements in some areas. For instance:
•
•
•
•
•
Arrangements to equal treatment in hiring
Clarification on the definitions of harassment and sexual harassment
Arrangement of the parental leave
Establishment of an Equality Body for promotion, supervision and reinforcement
of gender equality
Under the framework of Directive 2002/73 regarding discrimination, arrangement of the right of civil society organizations to file a lawsuit to the employer
with “approval of the complainer”
.../...
- 13 -
HARMONIZATION TABLE
of TURKISH LEGISLATION and COUNCIL DIRECTIVES
on “EQUAL TREATMENT FOR MEN AND WOMEN” and “FIGTH AGAINST DISCRIMINATION”
No
1
EU Directive
Related Provisions in Turkish Legislation
Council Directive on the approximation of the laws
of the Member States relating to the application of
the principle of equal pay for men and women 1.
2.
(75/117/EEC)
3.
4.
5.
6.
7.
2
Council Directive of 9 February 1976 on the
implementation of the principle of equal treatment
for men and women as regard to access to
employment, vocational training and promotion,
and working conditions (76/207/EEC) and
amending (2002/73/EEC)
Related articles of
Constitution of the Republic of Turkey,
Labour Act No. 4857,
Trade Unions Act No. 2821,
Collective Agreement, Strike and Lockout Act No.
2822,
Act No. 3071 Concerning Right to Petition.
Act on Right to be Informed, No. 4982.
By-law on Minimum Wage.
Related articles of
1.
2.
3.
4.
5.
Turkish Civil Code No. 4721,
Turkish Penal Code No. 5237.
Evaluation
NATIONAL
LEGISLATION IS
COMPATIBLE
NATIONAL
LEGISLATION IS
COMPATIBLE
.../...
- 14 -
No
3
4
EU Directive
Council Directive 97/80/EC of 15 December 1997
on the burden of proof in cases of discrimination
1.
based on sex
2.
3.
Council Directive 96/34/EC of 3 June 1996 on the
framework agreement on parental leave concluded
by UNICE, CEEP and the ETUC
Related articles of
Labour Courts Act No. 5521,
Trade Unions Act No. 2821.
There is no regulation in the Turkish legislation
meeting mentioned provisions of the directive.
However, a Draft Law comprising its principles,
amending Civil Servant and Labour Act were sent to
Turkish Grand National Assembly.
Related articles of
5
Council Directive 92/85/EEC of 19 October 1992
on promotion of measures to make improvements
on the safety and health at work for pregnant
workers and workers who have recently given birth
or are nursing (tenth individual Directive within the
meaning of Article 16 (1) of Directive 89/391/EEC)
1.
2.
3.
4.
5.
6.
Evaluation
NATIONAL
LEGISLATION IS
COMPATIBLE
THERE IS NO
RELEVANT
PROVISION
HARMONIZED
Press Labour Act No. 5953,
Social Insurance Act No. 506,
Labour Courts Act No. 5521,
By-law on Working Conditions of Pregnant,
Breastfeeding Women and Breastfeeding Rooms
and Child Nursing Homes,
By-law on the Working Conditions of Female
Workers at the Night Shift.
.../...
- 15 -
No
6
EU Directive
Council Directive 79/7/Eec Of 19 December 1978
on The Progressive Implementation of The
Principle of Equal Treatment for Men And Women 1.
2.
in Matters of Social Security
3.
4.
5.
6.
7.
7
Council Directive 96/97/Ec Of 20 December 1996
Amending Directive 86/378/Eec On The
Implementation Of The Principle Of Equal 1.
Treatment For Men And Women In Private Social 2.
3.
Security Schemes
4.
5.
Related articles of
Evaluation
HARMONIZED
Social Insurance Act, No. 506,
Craftsmen and Artisans and other Self Employed
Workers Social Insurance Act No. 1479,
Turkish Republic’s Pension Fund Act No. 5434
(for Civil Servants),
Act on Social Insurance for Temporary Workers in
Agriculture, No. 2925,
Social Insurance Act for Self Employed in
Agriculture No. 2926,
Unemployment Insurance Act No. 4447,
Law No. 5510 on Social Security and General
Health Insurance (to enter into force on 1.1.2007).
Related articles of
HARMONIZED
The Constitution of the Republic of Turkey
Civil Code of Turkey No. 4721,
Social Insurance Act No. 506,
Individual Retirement, Savings and Investment
System Act, No. 4632.
.../...
- 16 -
No
8
9
EU Directive
Council Directive 86/613/Eec Of 11 December
1986 on The Application of The Principle of Equal
Treatment Between Men And Women Engaged in 1.
an Occupation, Including Agriculture, in a Self- 2.
Employed Capacity, and on The Protection of SelfEmployed Women During Pregnancy and 3.
Motherhood
4.
Council Directive 2000/43/EC of 29 June 2000
implementing the principle of equal treatment of
persons irrespective of their racial or ethnic origins 1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
Related articles of
The Constitution of Republic of Turkey
Social Insurance Act, No. 1479,
Social Insurance Act for Self Employed in
Agriculture, No. 2926,
Law No.5510 on Social Security and General
Health Insurance (to enter into force on 1.1.2007).
Related articles of
Law on Civil Servants No. 657,
Craftsmen
and
Artisans
Occupational
Associations Act No. 5362,
Workers Social Insurance Act No. 1479,
Turkish Penal Code No. 5237,
Vocational Education Act No. 3308,
Law on Trade Unions for Civil Servants No.
4688,
Act No. 4643,
By-law on Minimum Wage,
By-law on Public Servants Register.
Evaluation
NATIONAL
LEGISLATION IS
COMPATIBLE
NATIONAL
LEGISLATION IS
COMPATIBLE
.../...
- 17 -
No
EU Directive
10
Council Directive 2000/78/Ec Of 27 November
2000 Establishing a General Framework for Equal
Treatment in Employment and Occupation
Related articles of
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
Trade Unions Act No. 2821, ,
Law on Civil Servants No. 657
Craftsmen
and
Artisans
Occupational
Associations Act No. 5362,
Turkish Penal Code No. 5237
Vocational Education Act No. 3308,
Law on Trade Unions for Civil Servants No.
4688,
Act No. 4643,
Law on Associations No. 5253,
Law on Disabled People No. 5378,
By-law on Public Servants Register.
By-law on conditions for hiring and examination
of disabled people as public servants,
By-law on Employment of Disabled, Previously
Convicted and Terror Victims,
By-law on Minimum Wage
Communiqué by the Office of Prime Minister on
22 January 2004, on the Equal Treatment in
Recruitment of Staff.
Evaluation
NATIONAL
LEGISLATION IS
COMPATIBLE
.../...
- 18 Anhang 3
MAJOR ACTIVITIES OF SOCIAL PARTNERS AND CIVIL SOCIETY ORGANIZATIONS IN
ORDER TO INCREASE WOMEN’S EMPLOYMENT
There are many projects being run by social partners and civil society organizations regarding the
enhancement of women’s employment situation in Turkey. The most important ones are listed here:
1.
Turkish women’s organizations actively participated into the 4th World Women’s Conference.
They have taken great initiative as a lobby group to have Turkey to accept the CEDAW
Convention, United Nation’s Convention on Elimination of All Forms of Discrimination Against
Women, to include strengthening articles on equality between men and women into the
Constitution, to contribute to the approval periods of the new Civil Code and Penal Code. Several
Turkish women’s organizations are also members of the European Women’s Lobby.
2.
Under the framework of several United Nations technical support projects in Turkey, dialogue
among state, social partners, civil society organizations and universities has strengthened and there
has been progress in developing policies that support equality.
3.
One of the target groups of the “Active Employment Programs Project”, which is run by Turkish
Employment Organization (İŞKUR) in cooperation with European Commission, is women. Within
the framework of this project 30 women’s employment projects were run by several civil society
organizations. İŞKUR, with finances from ETF (European Training Foundation) has realized a
pilot project for application of active labour market measures to disadvantaged people and through
this project young girls were trained for the labour market. Additionally, İŞKUR has supported
unemployed young women with consultancy and vocational education within the scope of the
“Privatization Social Support Project”.
4.
Turkey joined the European Union’s social policy programmes of “Gender Equality” and “Fight
Against Discrimination” in the field of gender equality. Under this framework seminars are being
organized to raise awareness.
5.
Joint work is continuing for preparation of the JIM (Job Inclusion Memorandum) for the EU under
the “EU Programme To Fight Against Social Exclusion” by 60 partners like the social partners,
civil society organizations and all the related state organizations.
6.
Within the framework of the “Strengthening Equality in Employment Project” run together by
the Dutch Ministry of Interior Affairs and the Turkish Ministry of Labour and Social Security, the
Ministry is working with civil society organizations and social partners in strengthening gender
equality in employment, fighting against informal employment, equal pay for equal work and
flexibility.
7.
The main goal of the EU sustained “Support to Basic Education” project is to increase the quality
of education and facilitate access to education within the scope of reducing poverty and to increase
the average level of common and formal education for especially girls and young women.
8.
Entrepreneurship trainings and consultancy will be given to 1,500 women in training centers to be
established in 5 regions to support all women in starting their own business and becoming
managers under the “Support to Women’s Entrepreneurship” project.
9.
The European Commission financially supports civil society projects geared toward women under
the “Support to Local Civil Society Projects”. The aim is to support women in underdeveloped
areas to enhance their participation to legal, economic and political life.
.../...
- 19 10.
Under the scope of the “Campaign to Support National Education” with the leadership of Mrs.
Semra Sezer, wife of President Sezer, close to 5 million adults, most of whom are women from
rural areas and girls who couldn’t go to school, in 4 years have been put through education.
In recent years in Turkey especially with guidance from civil society education projects have
become important. Some of these projects which are related to girls’ education are “Dad Send Me
to School”, “Let’s Go to School Girls”, “Snowdrops” and “Pick Your Sibling”.
There has been an 18% increase in enrollment of girls to school in 53 regions with the UNICEF
supported “Support to Girls Schooling Campaign” which started in 2003.
11.
The goal within the scope of the “Support to Gender Equality in Society and Protection of
Women’s Human Rights” projects which has been planned to be initiated in year 2006 is to form
a National Action Plan to support equality in every area of life.
*
*
*
.../...
- 20 Anhang 4
FRAMEWORK OF SOCIAL PARTNERS’ JOINT RECOMMENDATIONS TO INCREASE
WOMEN’S EMPLOYMENT
The Final Declaration from the 10-11 February 2006 Women’s Employment Summit organized by TISK
1
(Turkish Confederation of Employer Associations) and recommendations adapted at the Women’s
2
Labour Platform of TURK-IS (Confederation of Turkish Trade Unions) have been put together for a
framework of social partners’ joint recommendations with the aim of increasing women’s labour force
participation in Turkey. These are:
1.
A “National Employment Strategy” in cohesion with the EU accession process should
3
immediately be finalized . This strategy should be based on cooperation with the employer and
employee representatives and other related civil society organizations through which a long-term
“National Women’s Employment Policy” should be developed and run with yearly action plans.
The mentioned policy’s main focus should be to encourage employers for women’s employment
and to promote women entrepreneurship.
2.
The general tax wedge on production should be reduced to acceptable levels and employment taxes
4
should be decreased under the OECD average level . Under this scope, the employer’s portion of
the social security premium should gradually be reduced with a transitive programme.
New methods to encourage women’s employment for employers should be introduced. As an
example, the burden on employment (taxes, social security premium etc.) can be reduced for hiring
women who are entering the labour market the first time.
3.
In combating informal economy and informal employment a “mixed approach” like the EU
countries should be adapted. This policy includes measures not only for elimination of informality
but also encouragement of the formal economy.
Immediate measures should be taken to combat informality which mostly affects women and new
projects should be started in order to register women who work home-based.
4.
In order to increase women’s employment the labour code should be developed to include flexible
and secure possibilities and flexible working methods of the new Labour Code should be benefited
from.
5.
Women should be provided with access to good education, training, re-training and information
technologies.
•
1
2
3
4
Strong ties should be established between the education system and labour market.
The Women’s Employment Summit Final Declaration laid out a common ground for all stakeholders with commments and
suggestions in regard to increase women’s labour force participation in Turkey. The Turkish State officials, social partners,
academicians, women’s employment related civil society organizations and officials from the EU have contributed to the Summit in
Istanbul.
TÜRK-IS has established the Women’s Labour Platform on March 8th, 2005 together with ILO and with participation from state
institutions, universities, NGO’s, confederations of employee, employer and civil workers. The platform consists of 21 members and
continues its works in cooperation.
In Turkey, cohesion with the European Employment Strategy is continuing. As the first step Turkey has prepared the “Employment
Background Study”. The preparation of the “Employment Assessment Paper” which aims to determine priorities and policies to be
followed in employment is being carried on.
Turkey is maintaining its’ first place among OECD countries in terms of heavy taxes on employment since 2001. In Turkey, 42.7% of
average employment cost is paid as employment taxes (taxes and social security premiums) whereas this number is 26.6% among
OECD countries on an average.
.../...
- 21 •
An efficient Labour Market Monitoring System should be established through which women
can be guided to jobs and professions which offer employment possibilities.
•
The State and the enterprises should dedicate more resources to vocational education and
expenditure from the resources that have accumulated in the Unemployment Security Fund
for the unemployed should be made possible.
•
Compulsory education should be raised to 12 years from 8 as soon as possible and lifelong
learning should be supported.
•
In-service training should be exempt from taxes.
•
Provincial Employment Boards and Provincial Vocational Training Boards should be
unified; local contributions should be increased through social dialogue and collaboration.
•
Short-term vocational education programmes and active employment measures should be
developed in accordance with the needs of enterprises.
•
A special programme should be executed for reducing the rate of illiterate adult women.
Literacy courses should be offered especially for rural women who migrated to urban areas
and live in the slums. State institutions’, NGOs’, media’s, local governments’ and private
sectors’ support should be taken in order to raise the rate of literacy among women.
•
Employee, employer and state institutions’ private, dual and tri-partite training projects
should be enhanced and dispersed.
•
Applying further training and active employment measures to women who are out of the
school system would increase women’s participation into the labour market.
•
Employment guaranteed vocational education programmes and life long learning possibilities
for women should be amplified.
6.
The system of “Temporary Employment through Private Employment Agencies”, which is used in
EU countries in order to create employment and increase women’s participation into the labour
market is not being used in Turkey. This system should be put to use after necessary legal changes.
7.
SME’s and private entrepreneurships should be supported in education, taxes, credits, financing,
technology, management and marketing.
Women in the labour force should be encouraged to become entrepreneurs and they must be
provided with vocational knowledge and guidance, consultancy services and entrepreneurship
trainings.
8.
Attention should be paid on not turning positive discrimination for women into negative
discrimination.
Turkey’s special conditions should be particularly evaluated from the perspective of the EU
Directives which take account of the old demographic structure of Europe.
9.
In order to increase the labour participation of women who have immigrated from rural to urban
areas, the number of care centers at affordable prices for children and elderly should be increased.
TISK’s perspective is that responsibilities of enterprises depending on the number of women
workers should be rearranged in an encouraging perspective, local authorities should also take
.../...
- 22 responsibility in opening kindergarten and day-care centers, trade unions should as well offer such
services for their members. Nursing rooms and day care centers should be opened in Organized
Industrial Areas with the support of local authorities. However, TÜRK-IS thinks that these
responsibilities should be evaluated within the scope of employers’ social responsibility.
10.
The State together with professional organizations and unions should offer support programmes
which give information on the legislation and applications in regard to labour market and
employment.
11.
Unqualified labour in the agricultural sector should be trained and alternative income generating
activities in rural areas should be increased; more emphasis should be given to agriculture- based
industry; development of employment in industry sector together with the agricultural sector and
creation of local employment opportunities should be made possible. Agricultural policies should
also take account of the employment dimension.
12.
The dialogue between Employer and Labour Unions and Confederations should be further
developed and focused on women’s employment.
13.
NGOs have a very important role to play regarding women’s employment. In order for them to
become more effective in this matter;
•
The women’s associations should increase their strength and effectiveness by uniting under
preferably one umbrella or appropriate umbrella organizations. If they can achieve this
unification to the extent where they can enter into negotiations with the stakeholders in the
EU, the accession process will gain momentum.
•
To increase women’s employment and to convert their desire to work into income, local
potentials should be activated on the basis of concrete projects to be prepared with
cooperation among public authorities, private enterprises and NGOs.
•
NGOs other than women’s associations should also increase their activities in coordinated
and collaborated manners for these common goals.
•
A computer network should be established for the related activities and communications of
the NGOs at home and abroad.
•
NGOs should be provided increased access to EU-funded projects and should be given more
opportunities encouraging them to develop cooperation with each other.
14.
Inter-institutional cooperation should be further improved with inclusion of local governments and
media and development of joint action programmes and projects.
15.
A women’s labour database should be established and regularly and systematically statistics should
be collected and research should be conducted.
16.
A link for Women’s Labour Platform on the TÜRK-IS’ web site is established in order to eliminate
the lack of information among state and civil society organizations which is due to absence of
communication and coordination. This site should be regularly updated. It should also host topics
for stakeholders’ projects, conditions to benefit from these projects, related legislation etc.
17.
In order to encourage more women to become organized in labour unions, projects should be
developed in cooperation with women’s civil society organizations.
18.
Women’s committees should be established and the existing committees should be supported to
become more strengthened as to enhance sensitivity towards women in labour unions.
.../...
- 23 19.
The recent improvements achieved in the national and international legislation related to women’s
issues should be put into practice and a driving force on the parliament for new arrangements
should be created.
20.
Becoming organized in labour relations should be promoted in order to sustain equality in labour
life effectively as regard to equal pay and social rights.
*
*
*
.../...
- 24 Anhang 5
EUROPEAN PACT FOR GENDER EQUALITY
Presidency Conclusions – 23/24 March 2006
Considering the gender equality road map proposed by the Commission and the need to:
− contribute to fulfilling EU ambitions on gender equality as mentioned in the Treaty,
− close the gender gaps in employment and social protection, thus contributing to make full use of
the productive potential of the European labour force,
− contribute to meeting the demographic challenges by promoting better work-life balance for
women and men,
the European Council has adopted a European Pact for encouraging action on Member State and
Union level in the following fields:
Measures to close gender gaps and combat gender stereotypes in the labour market
− promote women's employment in all age brackets and reduce gender gaps in
− employment, including by combating all forms of discrimination;
− equal pay for equal work;
− combat gender stereotypes, in particular those related to the sex-segregated labour market and in
education;
− consider how to make welfare systems more women's employment friendly;
− promote women's empowerment in political and economic life and women's
− entrepreneurship;
− encourage social partners and enterprises to develop initiatives in favour of gender equality and
promote gender equality plans at the workplace;
− mainstreaming the gender perspective into all public activities.
Measures to promote a better work-life balance for all
− achieve the objectives set at the European Council in Barcelona in March 2002 on the provision of
childcare facilities;
− improve the provision of care facilities for other dependents;
− promote parental leave for both women and men.
Measures to reinforce governance through gender mainstreaming and better monitoring
− ensure that gender equality effects are taken into account in impact assessments of new EU
policies;
− further develop statistics and indicators disaggregated by sex;
− fully utilise opportunities presented by the establishment of the European Institute for Gender
Equality.
The European Pact for Gender Equality, as well as the Annual Report on Equality between Women
and Men, should be integrated into the established follow-up mechanisms of the Partnership for
growth and employment, taking into account the European Youth Pact, and aim to promote the
implementation of gender mainstreaming in actions taken within the strategy. When reporting on the
implementation of their NRPs for jobs and growth, Member States are encouraged to include a
perspective of gender equality, especially concerning Guideline 18. The Commission and the Council
are invited to do likewise in the Annual Progress Report on the Partnership for growth and
employment.
*
*
*
.../...
- 25 Anhang 6
JOINT PRESS RELEASE OF WOMEN’S ORGANIZATIONS
The Turkish Confederation of Employer Unions—TISK—and the Human Resources Department of
the newspaper Hurriyet organized the “Women’s Employment Summit” on February 10-11, 2006,
bringing the highly important issue of women’s employment to the attention of the public.
TISK gathers employer organizations under one roof, and we, the undersigned women’s
organizations view their initiative as a positive development.
However, it has come to our attention that the experiences, knowledge, and demands of the women’s
organizations, academicians, and activists that have been working on this issue for years, were to a
great extent excluded from both the process of organizing this meeting, as well as the final declaration
that resulted from it.
Dated February 13, 2006, the final declaration of the “Women’s Employment Summit” does state that
the issue of women’s employment is a multifaceted problem; however, the suggested proposals reflect
a restricted outlook that is considerably far removed from a women’s perspective, and the declaration
excludes proposals that can form the basis of improving women’s employment.
We, the undersigned women’s organizations, argue that the primary reasons why the rate of
women’s employment in Turkey is the lowest among OECD countries are as follows:
1.
The inadequacy of government-implemented macro-economic policies in creating systematic
and secure employment, and the fact that they lack of a gender perspective, exacerbate the
problems women experience both when they join, and after they have joined the professional
life. Each year unemployment levels continue to rise increasingly, and women’s unemployment
is at a much higher level in comparison to men’s.
2.
Gender-based discrimination, still ongoing in societal life, causes women to be viewed as
secondary citizens in all areas of life, from education to the labor market and political
representation; and within this framework, men’s income is considered to be primary, and
women’s income as secondary. Both inter-familial and professional relationships are structured
on this current division of roles.
3.
The fact that services such as caring for children, the sick, and the elderly, and housework are
seen primarily as women’s responsibility within the framework traditional gender-based
division of labor in the family comprises the most crucial obstacle women encounter when they
enter professional life and advance their career.
4.
Women face employment barriers that are a result of the constraints on women’s mobility
arising from patriarchal structures of family and society.
5.
As is the case within the family, gender-based discrimination continues to be highly pervasive
in professional life also. Jobs available to women are often low-wage jobs under demanding
work conditions that offer no social security.
6.
Mechanisms that will initiate efforts to prevent the discrimination women face when they enter
the workforce and begin to work professionally; that will establish gender equality and monitor
developments in this area are non-existent.
.../...
- 26 In the final declaration of TISK’s “Women’s Employment Summit” it is said that one of the main
reasons women’s employment is low is because women’s organizations are in disarray. However,
currently in Turkey the agenda of policies on equality are for the most part determined by autonomous
women’s organizations, and there is a strong women’s movement that spends effort toward the
establishment of gender equality. During the process whereby the new Turkish Civil and Penal Codes
were adopted, women’s organizations not only exhibited solid and democratic collaborative efforts,
but also achieved significant gains as an advocacy group. Presently, women’s organizations work in
unity and solidarity on numerous activities, ranging from increasing women’s representation in
politics to violence against women; from empowering women in terms of economics to the protection
and improvement of human rights. The membership of women’s organizations in Turkey to the
European Women’s Lobby is the product of the establishment of such nation-wide collaboration and
solidarity, and its subsequent reflection on the international arena.
For years now, as women’s organizations, activists and academics with a women’s perspective,
we have been collaborating in Turkey to formulate demands for the improvement of women’s
employment and working together to see these demands are met. Our demands are as follows:
1.
Generating new fields of employment and ensuring that they are accessible to women is one of
the primary responsibilities of both the state and the private sector. To this end, active
employment policies aiming to reduce unemployment must be formulated, which must also
include a comprehensive women’s employment policy. To ensure the formulated policies are
implemented as soon as possible, a plan comprising concrete and time-specific objectives must
be drawn up; and to put the policies on equality into effect, relevant organizations and
mechanisms must be readied in terms of financial and human resources, and separate funds
must be allocated from the budget to this end.
2.
Standing Committee on Gender Equality must be formed in parliament and this committee
must assess all legislation brought to the Turkish Grand National Assembly from a perspective
of gender equality.
3.
The responsibilities of women and men must be reviewed from the perspective of gender
equality and mechanisms that aim to change existing stereotypes must be generated. Within
this context, responsibilities associated with women such caring for children, the sick and the
elderly must be accepted as a social responsibility that men are expected to bear equally, and
resources from the public and the private sectors must be mobilized for the provision of these
services. Within this context;
•
To support parents to equally share all responsibilities relating to childcare, the parental
leave act must pass through parliament as soon as possible;
•
Legislation dictates that a nursing room and a daycare center shall be established at the
workplace if there are more than 150 women workers employed. Regulations passed in
relation to this issue and in accordance with the Labor Law still consider childcare to be
solely women’s responsibility.
Recommendations;
a- Recognizing that in Turkey a great majority of businesses employ less than 9
workers, and as a means to ensure that children of all the workers can benefit from
daycare services, an approach that takes the responsibility of childcare away from
employers and women must be adopted, and regulations that hold not only the
employers, but also local administrations responsible for the provision of this service
must be passed; in addition, municipalities must be empowered financially and
.../...
- 27 -
b-
c-
•
4.
structurally so that they can in fact provide this service. While such regulations are
being decided on, the obligations of the employer must be determined according to
total number of workers employed.
Until this is achieved, the workplaces of employers that have more than one
workplace within the boundaries of a single municipality must be considered one
workplace in terms of their obligations to establish a nursing room and daycare
center.
In addition, employers in industrial zones must be made liable to establish a joint
nursing room and daycare center independent of the total number of workers
employed, and regulations must be passed to hold local administrations liable in
contributing to these efforts.
Within this context, passing regulations that provide women with maternity leave will not
suffice. It is necessary to ensure employers provide on-the-job training that will enable
women to adjust to the changed work conditions once they return from maternity leave and
guarantee that women work in the same positions as before, or their equivalent. To this
end, amendments must be made to the Labor Law regarding this issue.
The scope of the Labor Law is rather restricted in terms of women’s employment; the necessary
amendments must be made not only to increase women’s employment rates, but also to improve
their work conditions. Within this context;
•
•
•
•
Women that work in domestic services as temporary wage-earners must be included
within the scope of the law.
The Agricultural Labor Law must be passed in relation to the agricultural sector, where
mostly women are employed.
To prevent the gender-based discrimination that occurs during the recruitment process, the
definition of a work relationship in the Labor Law must be expanded to include the
“recruitment process” as well.
The scope of the Labor Law must be expanded to stand against all kinds of discrimination
including gender-based discrimination, and discrimination based on sexual orientation,
ethnicity, or religion.
5.
To ensure equality is achieved and to challenge all kinds of discrimination, institutions and
organizations in the public and private sectors must develop active mechanisms that will
enable the questioning and transformation of gender-based discrimination that women
encounter in all stages of their professional lives, from recruitment to on-the-job training and
career advancement. Within this context, they must urgently develop and begin to implement
organizational structures that aim to prevent gender discrimination and sexual harassment in the
workplace.
6.
Until a balanced structure is formed between women and men in the labor force, affirmative
action strategies must be implemented and these implementations must be endorsed by the
state.
7.
In Turkey, women earn approximately 46% of what men earn. As a first step toward
preventing this kind of discrimination and implementing the equal pay for equivalent work
principle, an objective job classification system must be developed and salaries must be
determined based on this system. In addition, payment of low salaries to women arbitrarily,
based on the assumption that there is a man at home to provide for the household, is a practice
that needs to be monitored closely.
.../...
- 28 8.
There is a need for regulations that will ultimately make equality a reality for women in the
economic, social, and political spheres. To this end, temporary special measures must be put
into effect until equality is achieved in social life. For years, women have been demanding that
a minimum 30% quota be set within the context of the Political Parties Law so that women are
represented in decision making mechanisms. Similar pro-women quotas need to be put into
effect during job recruitment, appointment and promotion processes at public and private
workplaces.
We, the undersigned women’s organizations argue that to increase women’s employment in Turkey,
the policies and practices outlined above must be considered holistically, and demand that improved
women’s employment does not translate merely as a numeric increase, but the formation of an
environment where women can work under humane working conditions and are employed with the
same opportunities and possibilities offered to men. We call on the public and private sector to
collaborate with us within the context of the policies and practices outlined above in each and every
step to be taken toward the formation of this environment.
Adana Küçük Dikili Kır Çiçeği Kadın Derneği
Ankara’lı Feministler
Avrupa Birliği Eşitlik Grubu- ABEG
Avrupa Kadın Lobisi Türkiye Ulusal Koordinasyonu ( AKLTUK)
Çanakkale Kadın El Emeği Değerlendirme Derneği (ELDER)- Kadın Danışma Merkezi
Demokratik Özgür Kadın Hareketi
DİKASUM- Diyarbakır
Emekçi Kadınlar Derneği Ankara Girişimi
EPİ-DEM-Diyarbakır
Filmmor Kadın Kooperatifi
Girişimci Kadın Derneği-İzmir
IRIS Eşitlik Gözlem Grubu
İzmir Bağımsız Kadın İnsiyatifi
Kadav Yeni Adım Kadın Sitesi
KA-DER ANKARA Şubesi
KA-DER Genel Merkez
Kadın Dayanışma Vakfı-KDV
Kadın Girişimcilik Danışma Kurulu- Diyarbakır
Kadın Hukukçular İnsiyatifi
Kadının İnsan Hakları Yeni Çözümler Vakfı
Kadınlarla Dayanışma Vakfı-KADAV
KA-MER
KAOS-GL
KARDELEN Kadın Merkezi- Diyarbakır
KAYA- Kadın Yurttaş Ağı
KAZETE
Kibele Kadın Kooperatifi- Diyarbakır
Kırk Örük Kadına Yönelik Şiddetle Mücadele Derneği
Marmara Vakfı AB ve İnsan Hakları Platformu
MORÇATI
Ok Meydanı Atölye Morkağıt
Pazartesi Dergisi
Petrol-İş Kadın Dergisi
SELİS Kadın Danışmanlık Merkezi-Diyarbakır
Toplumsal Gelişme İçin Kadın, Gençlik, Çevre ve Kültür Derneği- TOGGEDER
.../...
- 29 Türk Kadınlar Birliği Genel Merkez
Türk Kadınlar Birliği Adalar Şubesi
Uçan Süpürge
Umut Işığı Kadın Kooperatifi
Van Kadın Derneği
WINPEACE
_____________

offizielles internes dokument di_ces69-2006_fin_di_de

Transcription

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