The Committee on the Elimination of Discrimination Against Women has defined sexual harassment as including “unwelcome sexually determined behaviour as physical contact and advances, sexually coloured remarks, showing pornography and sexual demand, whether by words or actions. Such conduct can be humiliating and may constitute a health and safety problem; it is discriminatory when the woman has reasonable grounds to believe that her objection would disadvantage her in connection with her employment, including recruitment or promotion, or when it creates a hostile working environment.”

Sexual harassment often involves unequal power relationships. Since most of the world’s working women occupy lower positions in a hierarchical working market, they are particularly vulnerable to this type of harassment. This vulnerability is compounded for young women, women in small work-places, and women who do not have access to adequate support structures.

The effects on the victim can range from minor to life-threatening, depending on the duration and nature of the harassment. There is also an organizational cost, in terms of lost productivity and diverted resources.

In the last 20 years, the dialogue around sexual harassment has continued in different venues around the world, with a number of results. Some companies and organizations have adopted sexual harassment policies and now provide training and sensitization to their employees. A number of countries have defined sexual harassment and created legal guidelines to address the issue.

Although there has been meaningful progress on this issue, much work remains.  Even in places where sexual harassment is formally recognized as unacceptable, the behaviour remains prevalent. Recent studies in the United States and the United Kingdom show that claims of workplace harassment have been rising. One reason for this may be new online social media platforms, which remove the face-to-face aspect of social interactions and provide a degree of anonymity that can make aggressors more confident. Of course there also remain places where sexual harassment is openly tolerated.

The Committee on the Elimination of Discrimination Against Women has recommended that States Parties should take all legal, preventative, protective and other measures that are necessary to provide effective protection of women against gender-based violence, which they consider to include sexual harassment in the workplace.

Governments and communities need to adopt a zero-tolerance approach, sending a clear message that sexual harassment will not be accepted.  This approach needs to be reinforced with the promotion of preventative practices, and the maintenance of enforcement structures. Only in this manner will we ensure that women’s right to work in decent conditions is fully realised.

How is sexual harassment perceived and addressed in your community/country? Is there a legal framework in place to address this issue and is it enforced?

For members, a dialogue on sexual harassment is also starting on our new IFUW Members’ Forum. We invite you visit the forums, register, and discuss this and other issues with IFUW members.

A recent roundtable organized by the UN Economic Commission for Europe (ECE) looked at some of the issues that must be addressed for empowering women and enhancing their capacity as active agents of change for sustainable development.

One of the key issues was the unequal distribution of income. Women accrue less income than men over their lifetime for a variety of reasons. They get paid less for the same work and are more likely to work less in order to reconcile their careers with child or elder care. These gaps in women’s employment history reduce the amount of social security women gain. It also decreases the likelihood of receiving credit or loans. All these facts increase women’s vulnerability to poverty, especially in old age. Governments must introduce policies, programmes and quota systems which correct this imbalance.

Another concern voiced was the lack of sex-disaggregated environment statistics which makes it difficult to gage gender differences, especially when it comes to the management of natural resources and the protection of environment. The background paper for the roundtable suggested that natural resource management is an area where women are seriously underrepresented, as well as a field guaranteed to expand as concerns over the environment increase. Management of natural resources is an area that governments could target in order to increase female representation through skills development and the possible use of quotas.

Women’s contribution to sustainable development must be recognized. Women have a strong role in education and socializing their children, including teaching them care and responsibility with regard to the use and protection of natural resources. More should be done to increase women’s voice in environmental decision making and to enable women to seize opportunities in the “green economy”. More capacity building programmes and training tailored to the needs of women are needed.

Does your country undertake the systematic collection and analysis of sex-disaggregated environment data? In your country, are women represented in the fields addressing sustainable development ? If not, how do you think this will affect your nation’s policy development on the issue?

Caitlin Flannery, IFUW Intern

Read Caitlin’s full report here: ECE Roundtable on Empowering Women for Sustainable Development in the UNECE Region

The majority (56%) of the trafficked victims are women, mainly from developing countries sold by their families or friends; lured away with promises of employment, education and a better life; or simply kidnapped.

To prevent and combat trafficking, “destination countries” must work with “countries of origin”. Stronger laws with immediate enforcement and longer prison terms are needed. Community awareness and education programs for parents and teachers are key together with comprehensive training for grass-roots professionals who come into contact with trafficked women and girls.

Coalition building on the local level, between police, government and NGOs can help trafficking victims, for example by setting up shelters that provide psychological and vocational assistance and services.

Funding is fundamental for media campaigns to educate girls about the dangers of travel and trafficking and to offer vocational training to prevent poverty and thus trafficking.

Is trafficking a problem in your country? What could your NFA do at a local level to prevent trafficking?

Based on the contribution from Camille Macdonald-Polski

(More trafficking stats)

Initially, the unemployment rate at the EU level rose more rapidly for men because male-dominated sectors of industry (construction, transport and manufacturing) were affected right at the beginning of the downturn. However, female unemployment rates have recently been growing at the same pace as male rates, reflecting an extension of the crisis to other more gender-mixed sectors. It is expected that budget cuts planned for 2010, mainly in the  female-dominated public sector, will further lower women’s employment. Reduced tax revenues and budget cuts will lead to reductions in public expenditure in education, training and social care. Public sector employees, as well as users of those public services (which include a large concentration of women), will likely be affected. Gender-based stereotypes may also reinforce inequalities. For example, in those countries where “a male-breadwinner model” still predominates, a priority may be to keep men’s jobs, with women providing a social safety net through informal paid and unpaid work. ²

Moreover, gender equality measures prepared by the national governments of EU member states have been canceled or delayed as a part of the response to the challenges of the crisis. These state policies can directly or indirectly affect gender equality.

The effect of the crisis on women and men depends on their position within social and economic spheres. The different impact on women and men (as well as on other groups among women or men) must be taken into account and addressed in national, EU and global policy responses.

Is the economic and financial crisis affecting women more than men in your state?

Does your state limit public expenditure on initiatives promoting gender equality due to the economic downturn?

- Katerina Veverkova

Pension systems are usually based on employment related contributions.  Women’s working patterns – long career breaks because of child rearing, part-time work , lower salaries and lower retirement ages – all result in reduced pension benefits.  Many women rely upon their partners for retirement income, but this is not always a secure option.  Coupled with their longer life expectancy,  these factors are forcing older women into the poorest demographic groups in many nations.

One solution would be for women to increase optional contributions to pension schemes, but during the economic downturn, fewer women can afford to save, especially those with dependent children.

Some developed countries try to compensate  for these differences through systems providing a universal minimum pension and credits for child rearing years. A few have even established pension schemes based on residence instead of employment or family work.

What is the situation in your country? How can the gender pension gap be addressed?  Most young women  do not think about the later impact of “lost” working years, lower salaries and part-time hours. How do you think women can build a financially secure future?

They found that women demonstrate a more inclusive, team-building leadership style.  Women are more interested in first hearing all points of view and then making the best possible decision.   Women can be more persuasive than their male counterparts and better able to bring others to see their point of view.  They are also willing to modify their own position, if necessary.  Men, on the other hand, are more likely to push for their own perspective rather than persuading others and to convince through the strength of their position.

The research showed that women possess stronger interpersonal skills (empathy, flexibility and sociability) and are more assertive. However, they feel the sting of rejection and may dwell on it and tend to be a little self-critical. Confidence and helping them believe that they can do whatever they want to do is important.

The studies also found that women are more likely to ignore rules and take risks. They tend to have a greater need to get things done and are less likely to hesitate or focus on small details. They are also less interested in what has been than in what can be done.

Do these findings reflect your own work environment? Are there any other differences?

Source: The qualities that distinguish women leaders (Caliper 2005)

Lips cites research that suggests that people listen and take direction more comfortably from men. In the study, when male and women leaders gave the same solutions, using the same words, the male leaders were received with attention, nods, and smiles and the women leaders by turned faces and frowning.

Perception of women leaders depends on the context. Lips discusses results from another study that showed that in Norway, with its long and deeply-rooted history of women’s involvement in leadership, women felt a strong sense of legitimacy in their leadership roles.  In France, in contrast, where this was relatively new and rare, that sense of legitimacy was absent, and women were called upon to prove themselves repeatedly. Norwegian women expressed joy and a sense of efficacy in their leadership roles; while the French women, spoke of difficulties, conflicts, loneliness, and marginality.

Have you experienced this balancing act during your career? How are women leaders viewed in your culture?

*”Women and Leadership: Delicate Balancing Act”, article by Hilary Lips (April, 2009)

(In two weeks time we will blog on differences between men’s and women’s leadership styles)