English

Español

Français

Русский

Aerospace

Automotive

Base metals

Chemical, pharmaceutical and bio-science

Energy

Glass, cement, ceramic and associated industries

ICT, electrical and electronics

Mechanical Engineering

Mining and DGOJP

Pulp and paper

Rubber

Shipbuilding and shipbreaking

Textile, garment, shoes, leather and textile services

Sectors

Action on textile and garment industry

Clean up shipbreaking

Ratify ILO C176

United for a just future - time to pay up!

Disinvest from Myanmar

Action Plan 2021-2025

Global Framework Agreements

Union building

Women

Youth

White-collar workers

Health & safety

Industry 4.0

Just Transition

Organizing with industriALL

What we do

Affiliates

Statutes

Elected Officials

Executive Committee

Geneva head office

South East Asia

Eastern Europe, Central Asia and the Caucasus

Latin America and the Caribbean

Middle East and North Africa

South Asia

Regional offices

About us

Global worker No1 2022

Global worker No2 2022

Publications

Resources

Press

<img height="40" src="" width="100" alt="" />
China's second worst coal mine disaster in modern history came on 17 August 2007, when 181 miners were trapped and died inside two mines in the Shandong Province. The tragedy was the result of both flash flooding and negligence by privately-owned Huayuan Mining Co. when a levee broke on the nearby Wenhe River. 
 
Two smaller mines in the same area were evacuated due to heavy rains near the town of Xintai, in this eastern Chinese province. But Huayuan company officials kept mining operations going in crowded mine shafts, some 860 metres below the surface. A total of 584 miners managed to escape the flash flooding, after a 50-metre wide gap in the levee gave way adjacent to the mine. 
<img height="88" src="" width="200" alt="" />
It is believed this mine disaster only trails a February 2005 gas explosion at the Sunjiawan coal mine in Liaoning Province, killing 214 miners, as China's worst mining tragedy. 
 
In the days following the Huayuan coal mine disaster, at least three other mining accidents in China claimed the lives of another 22 miners. 
 
On 23 August, a water break at a coal mine in Panzhihua city, in the south-western province of Sichuan, drowned eight miners. A gas explosion on 24 August at the Xinglong Mine in Chongqing claimed the lives of seven miners, while 18 others escaped. 
<img height="101" src="" width="100" alt="" />
And on 25 August, another gas blast killed seven. That occurred at the Liyuan coal mine in Huolin city, Inner Mongolia. The Liyuan mine was undergoing reconstruction and should not have been producing coal. 
 
China's State Administration of Work Safety (SAWS) Director Li Yizhong has targeted closure of another 1,000 small mines by the end of the year, bringing up to 10,000 the number of such mines officially closed. These mines are defined as producing less than 30,000 tonnes per year, and are generally considered as unsafe or operating illegally. 
 
In contrast, the Huayuan mine in Shandong Province, which was state-owned until 2004, produces between 600,000 and 700,000 tonnes of coal per annum.

Floods Kill 181 in China&#039;s Second Most Deadly Mine Disaster

<img height="40" src="" width="100" alt="" />
Occupational health and safety, as well as environmental protection, are fundamental areas of work for the chemical industry. It is with this in mind that the ICEM&rsquo;s German affiliate IGBCE, already in August 1987, reached an agreement with German Chemical Employers&rsquo; Federation BAVC on protection of the environment. 
 
Through the agreement, GIBUCI (Joint Initiative for Keeping Works Council Members Informed about Environmental Protection in the Chemical Industry - www.gibuci.de) was born, the first common mechanism of social dialogue in the industry. It was the partner&rsquo;s conviction that co-operation between workers and trade unions would lead to a better safeguarding of the environment. 
 
So far, about 4,000 works council members have been trained through GIBUCI on environmental issues, including Responsible Care, laws on environmental issues, industrial safety, water protection, and environmental management. 
<img height="143" src="" width="164" alt="" />
GIBUCI - Commitment for Environment 
GIBUCI was celebrated and evaluated, on the occasion of its 20th anniversary in Berlin, on 23 August 2007, in the presence of about 150 participants, representing the social partners. Participants included representatives from IGBCE and BAVC, but also from companies. A number of politicians were also present. The ICEM was represented by its Chemicals and Rubber Industry Officer Kemal &Ouml;zkan. 
 
Hubertus Schmoldt, IGBCE President and Vice President of ICEM, in his speech, called the agreement &ldquo;a milestone&rdquo; for German industry and social history, and said &ldquo;GIBUCI has showed that, through partnerships and a trusted co-operation effort, important things can be realised.&rdquo; He added that &ldquo;co-operation between works councils and managements on environmental protection is a cornerstone for the social dialogue in the chemical industry.&rdquo;

GIBUCI, 20-year Old Social Dialogue in German Chemical Industry, Celebrated and Evaluated

<img height="40" src="" width="100" alt="" />
On Monday 20 August, a one-month long strike ended in the South African tyre sector, in which 6,000 members of the ICEM affiliated National Union of Metalworkers of South Africa (NUMSA) had been participating. The strike included workers from six major tyre manufacturing plants, including Goodyear and Continental in Port Elizabeth, Dunlop in Durban and Ladysmith, and Bridgestone in Port Elizabeth and Brits, North West. 
 
The strike ended after the union reached a historic agreement with the South African Employers&rsquo; New Tyre Industry Association. 
<img height="102" src="" width="100" alt="" />
The three-year agreement brings important achievements for the union members. Wage increases are set at 8% for the first year, and at 7.5% for the second and third year. Other advantages gained include skill-based development grading, five months maternity leave, an annual leave of 15 working days, and a 10.5% increase in employers&rsquo; contribution to the provident (or pension) fund. Agreement was also reached on another important NUMSA demand, namely on the scrapping of the use of labour brokers. 
 
In addition, Goodyear in Port Elizabeth agreed to absorb about 100 contract workers into its permanent staff, out of a total of 250 employees hired under labour brokerages. A consolidated process to phase out the remaining 150 agency jobs will be started. 
<img height="100" src="" width="100" alt="" />
During the strike, NUMSA organised many different actions, including protest marches at Bridgestone-Firestone, Goodyear and Continental. About 4,000 union members handed over a memorandum to the New Tyre Manufacturing Industry Association&rsquo;s spokesperson Attie Higgs at the Continental plant. Another 2,000 strikers in Durban and Ladysmith gave their memoranda to the Dunlop management, as did the workers of Bridgestone in Brits. 
 
The Union had also organised industry-wide solidarity protest actions, which involved more than 15,000 employees in the auto manufacturing industry, where NUMSA has already signed an agreement which substantially improves the conditions of employment, while, at the same time, taking a long-term view to the continued growth of this sector.

One-month Tyre Industry Strike Ends in South Africa with Historic Agreement

In the name of God the most merciful and graceful 
From: Iraqi Federation of Oil Unions&nbsp; 
 
 
His Excellency The Oil Minister, 
Subject: Entitlements 

Sincere Salutations,
It was our hope, after the fall of that statue, to witness the dawn of a new era marked by the recognition of the legitimate rights of our members in the oil sector. This sector that for so long has suffered injustice and been denied equity. 
Since the advent of this new era, we focused our efforts into effectively thwarting all attempts to exploit this sector and tamper with our resources. You have been informed of how we stalled foreign companies in their attempts to control our oil fields and refineries, and how we forced them to leave. 
In addition, we worked hand in hand with the ministries and agencies to accelerate the pace of oil production, and to safeguard the means of production, and raise awareness amongst workers of investing to boost the chances of success for the new era. 
Unfortunately, our demands for entitlements were ignored, despite four years of continued promises by ministry and government officials. In fact, we took our demands to the highest levels of the government. We kept the prime minister apprized of our demands, but were disappointed when we came to realize that our demands fell on deaf ears. 
Throughout this period we worked to defuse anger and resentment and address criticism leveled by our members who mistakenly thought of us as the ones failing to put forth their legitimate demands. Henceforth: 
 
After extensive deliberations, and based on the resolutions that came out of an Executive Board meeting with broad member representation on Thursday 26 April, 2007 at the Gas Corporation's premises in Basra, a strike was unanimously adopted, scheduled for May 10, 2007 in all the company's branches in the south and in the following provinces Basra/Missan Dhi Kar/Al Mouthnana. 
The strike will go ahead, should the following demands not be completely met: 
1. Make a determination on land allotment in the Shiite Province 52 and land distribution owned by oil companies, and the parcel in the Tannouma area, a property of the Southern Oil Company.
2.&nbsp;Make a determination on oil companies' profits margins on the basis of the amendments to which you agreed and to determine those margins according to the certification/attestation from the south region financial/tax jurisdictions, not according to the formula adopted by the Minister that has been deemed detrimental to our membership. 
3. Approval of accumulated ordinary unused vacations, and all vacations outstanding for more than 180 days. There is no justification for withholding any of these vacations. We also believe that the resolution issued by the State Advisory Council is not binding, for lack of legal foundation. We empathically insist that there be no salary deductions over the next few years for granted vacations days. 
4. Granting full time status to temporary workers, notwithstanding the length of service but rather apply a more humanistic approach with those workers who are Iraqi nationals and who deserve a life in this country. 
5. To hire new graduates of the last two classes.
6. Rescind the new unified payment schedule which benefits only a very small number in the sector.
7. Promote holders of elementary certificates to the next grade on par to their dismissed colleagues (for political reasons) and address the issue of stalled promotions for workers and others. 
8. Rescind the 20% deduction from profits paid to the army and recovery of previous years' deductions.
9. We ask that those premises become employee-run, similar to other state-owned agencies. We deem the wait and see policy inappropriate, and we are wondering why the oil sector is treated so unfairly. 
 
As we are stating the legitimate demands of our membership, it is our hope to obtain the support of those on whom we rely, and whom we supported with our blood in making the political process succeed. 
It is our hope to reinstate the rights of those who were aggrieved by Iraqi government officials, and eliminate the injustices bestowed on the southern region. 
We feel, up to the moment of this statement's drafting, that discrimination is continuing, and that the south is treated as the cash cow of Iraq. 
Our region gave so much to Iraq, but gained little in return. We would like to draw your attention to the fact that pollution in oil facilities has reached a peak, and the incidence of cancer has topped exceeded predictions. We also note, that the ministry pays little to no attention to these incidences that primarily impact the inhabitants in the southern area. 
We feel as if they are predestined to such a fate - to always give in vain. We are cautioning, that there is a limit to our tolerance. 
We ask that our demands be met. We feel that enough is enough. 

Peace and grace be upon you. 
Iraqi Federation of Oil Unions 
4/27/2007 
To: Top executives of oil companies 
CC: all media

Letter by the IFOU to Iraqi Oil Minister

The Prime Minister of Iraq, Nouri Al-Maliki, will meet in Baghdad with a delegation of the Iraqi Federation of Oil Unions (IFOU), led by its President, Hassan Jumaa Awad Alasady, tomorrow, Wednesday, 16 May 2007. 
 
The meeting was hurriedly arranged by the Iraqi Prime Minister in a late attempt to avert threatened strike action that would involve all workers and technicians throughout the oil industry of the South, stopping production in all of the oil companies in Basra, Misan, Thi-Qar and Muthanna and affecting all domestic oil products as well as the export of crude oil. The strike may still take place. 
The trade union delegation will return to Basra on Thursday, 17 May, where the union will decide on further steps according to the outcome of the discussions with the Prime Minister. 
 
This is no idle threat. The IFOU, previously known as the GUOE-Basra, has over 26,000 members throughout the ten state oil companies in the south of Iraq and has a past history of strike action in defence of its members and the industry. 
<img height="263" alt="" src="" width="350" />
(Photo &ndash; from left to right) 
Sue Rogers, Chairperson TUC Iraq Solidarity Committee; Owen Tudor, Head of TUC European Union and International Relations Department; Hassan Jumaa Awad Alasady, President Iraqi Federation of Oil Unions (IFOU); Jim Catterson, ICEM Director of Organisation; Ralf Erbel Coordinator of the Iraqi Workers Project ITUC,&nbsp;Amman Office 
The union is also at the forefront of the Iraqi trade union struggle against the proposed hydrocarbons law which, as written, would benefit the multinational oil industry far more than the Iraqi people. Indeed, one demand on the table when the meeting takes place is a call for serious consultations to take place with the trade unions on the present contents of the draft law, and that the trade unions must be able to review any proposed legislation prior to any attempted introduction. 
 
ICEM is following the situation closely and will be calling on affiliated trade unions for solidarity action in the event of a strike. 
 
The strike threat was initially made in a 27 April public letter to the Iraqi Oil Minister, following discussion at the union&rsquo;s Executive Board meeting with broad member representation the previous day in Basra. The meeting formulated a list of demands and the call for a strike was unanimously adopted if the demands were not met by 10 May 2007. 
 
The strike date was postponed from 10 May to 14 May as the union entered negotiations with a committee formed by the Iraqi Council of Ministers. No direct negotiations with the Oil Ministry took place and a second postponement of the strike was due&nbsp;to the intervention of the Prime Minister, and the ICEM hopes that his decision to meet the union delegation personally will be significant. 
<img height="115" alt="" src="" width="250" />
The strike call came after numerous demands of the union that the Iraqi government had promised to implement last year had still not been met. Some outstanding commitments are unfulfilled, after having been made several years ago. 
Many of the demands are related to wages and working conditions, including a demand for wage increases, the payment of a previously agreed bonus that is based on the distribution to workers of a proportion of oil revenues achieved by the company, no salary deductions to be made for granted vacation days, and the delivery of land parcels for housing to workers. 
 
Further demands are for the recruitment of new graduates, as well as the promotion of workers where this has been stalled. The union also calls for full time permanent status to be given to workers presently classed as temporary contract workers. 
 
Faced with increased pollution in oil facilities and evidence that there is a major increase in the incidence of cancers among the workforce the union has also tabled health and safety demands. 
 
All of these demands and the strike call were discussed by Hassan Jumaa at a meeting in Amman, Jordan, 1 May 2007 with a delegation from ICEM, the Trades Union Congress (TUC) of the United Kingdom, and the Jordan office of the International Trade Union Confederation (ITUC). The aim of the meeting was principally to improve communication channels between Hassan Jumaa&rsquo;s union and the international trade union movement, as well as to discuss future joint work and cooperation. 
 
Discussions were detailed and wide-ranging and we look forward to increased cooperation in the future. This is already happening with Arabic speaking staff of both the ITUC and the Solidarity Center of AFL-CIO having facilitated communication between IFOU and ICEM and the TUC over recent days.&nbsp;
Read the letter by the IFOU to the Iraqi oil minister in <a href="/index.php?id=24&amp;doc=2261">English</a> or <a href="/wp-content/migration/icem/0705Iraq.pdf">Arabic</a>.
For more information, please contact Jim Catterson, ICEM Director of Organisation, +32-2-626.20.45 or <a href="mailto:jim.catterson@icem.org">jim.catterson@icem.org</a>.

Threatened Oil Industry Strike in Iraq

The Executive Committee of the ICEM condemns the position taken by many global multinational companies, especially those companies originating from democratic countries, which are negatively influencing the decision making process of the Chinese government concerning the new Chinese labour law for workers in China. 
 
Whereas, the current and new legal requirements by the Chinese government, in the eyes of the international trade union movement, are far below international standards as commonly accepted, 
 
Whereas, many multinational enterprises doing business in China oppose implementation of these requirements. 
<img height="67" src="" width="100" alt="" />
Whereas, ICEM is concerned about the work conditions in China, and also about the influence that Chinese labour standards have on the position and working conditions of workers world-wide. 
 
Be it Resolved, that ICEM calls upon multinational companies not to oppose these new requirements by the Chinese government, which, even though set at a level well below internationally accepted standards, can be considered progress. 
 
Be it further Resolved, that ICEM calls upon multinational companies not to oppose the struggle by workers towards free, strong and independent trade unions in China. 
 
Be it further Resolved that, multinational companies, originating from China, apply high-quality labour standards for their workers throughout their global operations.

ICEM Executive Committee - 10-11 May 2007 

ICEM Resolution on Chinese labour law in multinational companies

The ICEM Executive Committee, meeting in Brussels on 10 and 11 May 2007, deplored the fact that the strike by 82 women workers at Novamed in Antalya, Turkey, is continuing without settlement since September 2006. 
 
In 2007 we can no longer permit practices such as employers granting permission to women to become pregnant and other measures to limit women&rsquo;s rights to maternity and family. These practices no longer belong in the 21st century. 
 
Maternity is a social responsibility. Women may not be penalized by meeting their obligations as mothers. On the contrary, society must acknowledge women&rsquo;s roles as mothers and workers and provide the conditions for them to perform these roles. 
<img height="66" alt="" src="" width="100" />
The practice of restricting women&rsquo;s maternity rights is against ILO Conventions and EU directives and does not suit a country applying for membership in the European Union. 
 
ICEM urges the company to respect its obligations toward international and European law. 
 
ICEM on behalf of 20 million members worldwide expresses its wholehearted solidarity and support to the strikers at Novamed and Petrol-Is. 
 
ICEM Executive Committee 
Brussels, 10 May 2007

ICEM resolution on strike by women workers at Novamed, Antalya, Turkey

<img height="31" alt="" src="" width="25" />
1. Costa Rica - Parliament Approves Law to Penalize Violence against Women 
2. Denmark - From our readers: Marianne Bruun, 3F, writes 
3. Ecuador - Women Workers&rsquo; Coordinate and Meet 
4. India - Women&rsquo;s Ceremony for Children of Worker Victims 
5. Iraq - May Day in Basra 
6. Korea - Women Workforce Expands 
7. Mexico - Mexico City Legalises Abortion 
8. Morocco - Women&rsquo;s Network Holds Workers&rsquo; Memorial Day Cause 
9. South Africa - Pushes for Constitutional Guarantees of Gender Equality 
10. Resources
<img height="31" alt="" src="" width="25" />
1. Costa Rica &ndash; Parliament Approves Law to Penalize Violence Against Women
On 12 April 2007, the Costa Rican Legislative Assembly passed pioneering legislation to penalize violence against women. The aim is to protect the rights of the victims of violence and to sanction such in all its forms &ndash; physical, psychological, sexual, property &ndash; in the context of a relationship of power or confidence. This will only be the second time in the world, after Spain, that this type of legislation has been passed. 
The law implies a change in the penal code and the traditional concept of related crimes. Women should thus have better protection against violence in relations with partners. Costa Rica is now a reference point in the Americas in terms of legislation against violence against women. 
<img height="31" alt="" src="" width="25" />
2. Denmark
From our readers: Marianne Bruun, 3F, writes: 
Average male earnings are higher than average female earnings in the Danish labour market. Depending on how hourly wages are calculated, the unadjusted pay differences, i.e., the percentage difference between the average earnings of men and women, is between 12-19%. 
The main single explanation of the pay differences between men and women in Denmark is that women work in other professions than men, and that people working in those professions are generally paid less than people working in the typically male professions. 
 
For years we have asked for statistical tools that would show pay inequalities in various lines of business and job categories. The Danish government has now adopted legislation requiring that major enterprises prepare gender-separated statistics. 
If they prefer it, the enterprises may instead prepare reports on equal pay, provided employees agree with this. Such reports must contain information about matters that have an impact on male and female employees&rsquo; pay in the enterprise, and must also describe initiatives taken by the enterprise to avoid pay inequality. 
 
The new legislation applies to enterprises with 35 or more full- and part-time employees and have at least ten people of each gender employed in the same job function. Enterprises that do not have any groups of at least ten men and ten women do not have to prepare gender-separated pay statistics. 
 
In the trade union movement, we are not at all pleased with this limitation, which means that only a small proportion of our members will be covered by the new legislation. We have therefore decided to create a number of supplementary tools that can be used by union representatives in most workplaces, thus enabling them to collect data on pay themselves and to identify any pay inequality issues in their own enterprise. 
Paternity leave 
In connection with the recently finalised collective bargaining in Danish industry, we have achieved two very important improvements in the field of equal opportunities for men and women. 
 
First of all, a number of weeks have been earmarked for leave for fathers. Danish legislation provides a total of 32 weeks of leave to be shared by parents (in continuation of the mother&rsquo;s 14-week maternity leave). However, in most cases it is the woman that takes the entire &rsquo;shared&rsquo; leave, while men are rarely keen to take leave. One reason is that women want to have the entire leave; another is that colleagues and employers are reluctant to let men take time off to go on paternity leave. 
 
It has now been agreed that a family is entitled to full pay in nine of the thirty-two weeks of leave, but that either parent may only take leave for six of those nine weeks. This means that at least three weeks are earmarked for leave for the father if the family wants to receive full pay for nine weeks. We hope this will make more men go on paternity leave. 
 
Another important aspect is that we will now do something about the fact that women who take maternity leave lag behind in terms of pensions, as they do not contribute to any pension scheme while they are on leave. The new collective agreements compensate a bit for that. 
Reconciliation between family and working life
We have long discussed our members&rsquo; need for a better work-life balance, so in order to find out what our members mean when they say they want a better balance between work and family life, we have carried out a questionnaire survey. 
 
Our members, first of all, point out that they believe this particular issue should be one of the union&rsquo;s focus areas. They also express a strong wish to have family policy included in our collective agreements, which it has not previously been in Denmark. 
 
The survey also shows that stress is a common phenomenon among our members. This is particularly true of women members, not least single mothers. The distribution of work in families is still far from equal, which means that most women work full-time outside the home and also have to do the housework. That is why our focus will be, to an increasing extent, targeting labour market demands that can possibly make daily work-life easier for families with young children. 
<img height="31" alt="" src="" width="25" />
3. Ecuador &ndash; Women Workers&rsquo; Coordinate and Meet
The Eighth Meeting of the Coordination of Andean Women Workers took place on 2-3 May in Manta, Ecuador, with the proposal to fight for equal opportunities between men and women. About 20 women from trade union national centres met in Bolivia. Representatives from Colombia, Ecuador, Peru, and Venezuela attended the meeting of COMUANDE. 
 
The meeting adopted a proposal to be passed on to the Andean Community of Nations that equal opportunities between men and women must become reality once and for all. COMUANDE meets once a year in regional assembly at rotating venues. It is a space for coordination and exchange to make proposals regarding trade unions, social policy, and politics in the process of Andean integration. 
<img height="31" alt="" src="" width="25" />
4. India &ndash; Women&rsquo;s Ceremony for Children of Worker Victims 
In the framework of Workers&rsquo; Memorial Day, 28 April, the Society for Working Life held a women&rsquo;s meeting in New Delhi to organise a candle ceremony with children of worker victims. Local trade unions in Bihar state also organised a similar commemoration. SWL, the Society for Working Life, is involved in the Women, Work, and Health Initiative, and works with NGOs in Bihar to create awareness of HIV/AIDS among migrant workers. 
<img height="31" alt="" src="" width="25" />
5. Iraq &ndash; May Day in Basra 
<img height="285" alt="" src="" width="380" />
&nbsp;The GFIW Says Strong Unions Need Women 
<img height="31" alt="" src="" width="25" />
6. Korea &ndash; Women Workforce Expands
Women comprise more than 42% of the Korean workforce, according to a recent survey by the state-run Korean Employment Information Service. This marks a steady increase over the years. 
 
The survey analysed the nation&rsquo;s employment structure based on gender, salary, and occupational category. The female workforce increased most in the chemical industry, with a 6.5% rise. On the other hand, the number of women&rsquo;s jobs decreased by 4.1% percentage points in the industrial arts and furnishing services. And fewer women took jobs in the electric and telecommunication sectors. 
 
An earlier survey by the Korea Institute of Finance showed that women had outpaced men in the tight job market. According to the National Statistical Office, women took 154,000, or 69.4%, of about 222,000 new jobs in various high-paying professions in 2006. Those jobs included lawmakers, high-ranking government officials, lawyers, doctors, and professors. 
 
Men claimed the remaining 68,000 new jobs. The number of lawmakers, corporate executives, and managers reached 571,000 in 2006, down 3,000 from 2005, but the number of women increased by 2,000 during the same period. 
<img height="31" alt="" src="" width="25" />
7. Mexico &ndash; Mexico City Legalizes Abortion 
 
The Mexico City legislature passed a bill to legalize abortion during the first three months of pregnancy. This occurred on 24 April. 
 
Feminists hailed the decision as a victory. For decades women, especially poor women, have been forced by way of backstreet abortions and questionable practices to end unwanted pregnancies. Thousands die every year due to botched abortions. 
 
Mexico City has now become the largest entity in Latin America after Cuba and Puerto Rico where women may have abortions on demand in the first three months of pregnancy. Most other states in Mexico only allow abortion in cases of rape or danger to the woman&rsquo;s health. 
 
Opponents have condemned this measure, passed in this highly Catholic country. Court battles and clashes are bound to be launched. It may ultimately be challenged by the Supreme Court. The Pope publicly condemned the bill. 
<img height="31" alt="" src="" width="25" />
8. Morocco &ndash; Women&rsquo;s Network Holds Workers&rsquo; Memorial Day Cause 
The women&rsquo;s network &ldquo;Women and Sustainable Development&rdquo; lit candles on 28 April to commemorate victims in countries without protective legislation. They also rang out an alarm at fetal deformities due to cancer in women because of health hazards on the job, or pollution. 
 
The women called on politicians to pay more attention to health and safety, and for trade unions to be more involved in job-related safety issues in Arab-Muslim countries. The network appealed to women throughout the world to stand in solidarity against victims of injustices, and with women in areas of conflict in order to promote peace. 
 
The network aims to connect with women workers throughout the world in order to promote sustainable development and occupational safety. It started with women in Arab-Muslim countries, and now extends to Algeria, Bahrain, Djibouti, Egypt, Iran, Jordan, Kenya, Mauritania, Morocco, Kuwait, Tunisia, Libyan Arab Jamahiriya, Malaysia, Pakistan, Qatar, Saudi Arabia, Syrian Arab Republic, Sudan, Somalia, United Arab Emirates. 
<img height="31" alt="" src="" width="25" />
9. South Africa Pushes for Constitutional Guarantees of Gender Equality 
 
South Africa&rsquo;s Cabinet is 42% women, one of the highest percentages in the world. South Africa&rsquo;s Commission on Gender Equality has called consultations on a draft protocol to break new ground to make first-time commitments on gender equality in a sub-regional document. 
 
In August, the Heads of State of the Southern African Development Community (SADC) will be called upon to elevate the SADC Declaration on Gender and Development to a more biding Protocol. NGOs have audited the 1997 declaration and decided that non-binding measures have not worked. Legally binding measures are now being sought to move SADC to implementation. 
 
The African Union has come out in favour of gender parity, but it has not set targets. 
 
Setting targets has the effect of mobilising those who lag behind, since no country wants to be seen as the worst performer. All SADC countries, except Botswana, have increased the proportion of women in parliament. The increases have been particularly marked in Swaziland, Malawi, and Mauritius. On average, women comprise 20% of the region&rsquo;s legislators, second only to the Nordic countries. 
 
In addition, countries would be required to specify that in case there is a conflict between customary and state law, the national constitution will take precedence, as is the case in South Africa. Customary laws govern most women&rsquo;s lives in the region, so that this change may be the most significant of all. These changes are slow but necessary if the root inequalities are to be eliminated. 
<img height="31" alt="" src="" width="25" />
10. Resources
The World Bank&rsquo;s Global Monitoring Report on the Millenium Goals shows that progress toward gender equality is lagging. Available on the World Bank&rsquo;s website: 
<a href="http://web.worldbank.org/WBSITE/EXTERNAL/NEWS/0,,contentMDK:21296903~pagePK:64257043~piPK:437376~theSitePK:4607,00.html">http://web.worldbank.org/WBSITE/EXTERNAL/NEWS 
/0,,contentMDK:21296903~pagePK:64257043~ 
piPK:437376~theSitePK:4607,00.html</a>
Coalition of Labor Union Women, the working women&rsquo;s organization in the United States: 
<a href="http://www.cluw.org">www.cluw.org</a>
The Berger-Marks Foundation assists organizations in organizing: 
<a href="http://www.bergermarks.org">www.bergermarks.org</a>
Economic and Social Survey of Asia and the Pacific 2007 (draws attention to gender inequalities) 
<a href="http://www.unescap.org/publications/detail.asp?id=1205">www.unescap.org/publications/detail.asp?id=1205</a>

ICEM WOMEN’S BULLETIN 22

<img height="40" src="" width="100" alt="" />
ICEM affiliate Petroleum, Mining, Chemical Workers&rsquo; in Palestine (GUPMCWP) undertook a two-day course in Ramallah on trade union education and committee building. The workshops took place 27-28 April. 
 
The training for 25 workers is a continuation of programmes and practices that the union is engaged in to build a democratic trade union movement. 
 
In February, some 60 Palestinian labour activists took part in a similar seminar, also in the Palestinian West Bank city of Ramallah. 
<img height="115" src="" width="250" alt="" />
Workers in Palestine have suffered immeasurably due to restrictions by the Israeli military on freedom of movement to and from jobs. The production of goods from Palestine and the providing of services have also stricken the country&rsquo;s economy, in what the ICEM has stated is &ldquo;collective punishment of a people.&rdquo; 
 
Viable and democratic trade unions hold the future for growth and a measure of prosperity for millions of Palestinians, the ICEM believes. To help achieve that, the ICEM has established a programme with GUPMCWP that includes training for women workers inside Birzeit Pharmaceutical, a factory that has experienced shortages of raw products due to delays caused by the Israeli authorities. 
<img height="129" src="" width="100" alt="" />
GUPMCWP President Mohammad Mousa Jadallah 
GUPMCWP President Mohammad Mousa Jadallah said that the Palestinians that are hurt the most by Israel&rsquo;s blockade on movement, trade, and revenues are women, children, and the elderly. 
 
Jadallah said the union&rsquo;s workers&rsquo; training programmes will heighten awareness to potential gains that can be made for all Palestinian workers. 
 
Nabeel Mahmmoud, GUPMCWP&rsquo;s International Director, said the training serves as basic organising, and that building of democratic committee structures inside workplaces &ndash; particularly Birzeit Pharmaceutical &ndash; is a necessity in Palestine to alleviate poverty.

Palestine Trade Union GUPMCWP Conducts Further Trade Union Courses

<img height="40" alt="" src="" width="100" />
The ICEM has expressed shock and anger at the mid-April killing of General Federation of Iraq Workers (GFIW) Vice-President Moaaid Hamid and his wife. The two were killed in the province of Nineveh during a clash between forces of the Iraqi army and terrorist elements inside the province. 
 
Hamid was a contributor to the founding of the Iraqi Federation of Trade Unions in 2003, before that trade union centre evolved into the GFIW. He had been a victim of Saddam&rsquo;s regime against free and independent trade unions, and after the invasion, had been abducted and tortured by terrorists before he was freed by Iraqi security forces. 
&nbsp;<img height="36" alt="" src="" width="300" />
In a letter to the GFIW, the ICEM wrote, &ldquo;This appalling violence, coming as it does so soon after the abduction, torture, and subsequent murder of Najim Abd-Jasem, the General Secretary of the Mechanic Workers&rsquo; Union of your Federation, strengthens our view that there is a systematic campaign to eliminate the leadership of the newly formed independent and democratic unions that strongly oppose sectarianism.&rdquo; 
 
The letter was sent by ICEM General Secretary Manfred Warda on 29 April 2007.

ICEM Mourns Killing in Iraq of GFIW Vice-President

Archive

Floods Kill 181 in China's Second Most Deadly Mine Disaster

GIBUCI, 20-year Old Social Dialogue in German Chemical Industry, Celebrated and Evaluated

One-month Tyre Industry Strike Ends in South Africa with Historic Agreement

Letter by the IFOU to Iraqi Oil Minister

Threatened Oil Industry Strike in Iraq

ICEM Resolution on Chinese labour law in multinational companies

ICEM resolution on strike by women workers at Novamed, Antalya, Turkey

ICEM WOMEN’S BULLETIN 22

Palestine Trade Union GUPMCWP Conducts Further Trade Union Courses

ICEM Mourns Killing in Iraq of GFIW Vice-President

About IndustriALL

Follow us

Contact us