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Following failed bargaining between negotiators for the United Steelworkers (USW) and the Goodyear Tire &amp; Rubber Co. from 14 to 17 November, the ICEM North American affiliate has heightened its safety and awareness campaign against the US tyre-maker. 
 
On 2 December, the USW will dispatch hundreds of strikers and supporters to 13 cities in the US and Canada to handbill Goodyear retail outlets. The effort, following a similar one on 18 November, will call attention to possible safety defects of Goodyear tyres to be sold in America. The company is attempting to run production at several of the 16 plant sites that are currently on strike with managers and temporary workers. 
<img height="109" alt="" src="" width="350" />
The USW has erected an &ldquo;Investor Alert&rdquo; website, <a href="http://www.usw.org/goodyearalert">www.usw.org/goodyearalert</a>, aimed at some 15,000 industry analysts, in an effort to drive the company&rsquo;s stock price down. The site calls into question Goodyear&rsquo;s third-quarter earnings report, and gives a truthful account of the company&rsquo;s future while skilled crafts-people are on strike. 
 
A total of 55% of the company&rsquo;s outstanding shares is owned by ten institutional investors.
The USW has also begun using a video-sharing site called YouTube to educate the public about the strike and the safety concerns stemming from union members being out. That site can be found at <a href="http://www3.youtube.com/watch?v=QDKGJu5eMZo">http://www3.youtube.com/watch?v=QDKGJu5eMZo</a>. 
The union has moreover begun targeting the NASCAR racing circuit, which is 100% supplied by Goodyear, providing high-quality and expensive race car tyres. USW begins a renewed radio advertising campaign this week, targeting consumers in the New York City area with the safety alert. 

<img height="50" alt="" src="" width="100" />&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; <img height="53" alt="" src="" width="100" />
That alert is reminiscent of the campaign the union engaged in against Bridgestone/Firestone some 11 years ago. After that lockout, researchers at Princeton University in the US state of New Jersey examined the causes of the Ford Motor recall of 14.4 million Firestone tyres, and linked it to the temporary workers utilised during the dispute. 
 
These tyres were later linked by the US National Highway Safety Transportation Authority to some 271 road fatalities and more than 800 injuries. 
The Goodyear strike at the 16 US and Canadian tyre and auto accessory plants by 15,000 steelworkers began on 5 October, after America&rsquo;s biggest rubber company proposed harsh concessions and refused to guarantee job security at the unionised plants. 
<img height="80" alt="" src="" width="80" />&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; 
The proposed concessionary terms include closing company-paid health care coverage for retirees and a two-tier wage scheme in which new employees will be paid US$13-per-hour with no future opportunity to make what current rubber workers earn. The company also seeks to close at least one tyre-making plant, in Tyler, Texas, where 1,100 workers are employed. 
 
In the mid-November bargaining &ndash; the first talks since the strike began &ndash; Goodyear proposed to create a US$600 million trust fund for retiree health care. The Akron, Ohio-based company, however, carries a US$1.2 billion liability for retiree care. The proposed US$600 million trust would only provide current retirees with six years of coverage, leaving nothing for future retirees. 
 
The USW has promised to escalate the campaign to an even higher level if the strike is not settled by the first of 2007. The Steelworkers&rsquo; general website on all Goodyear related activity can be found at <a href="http://www.gkdsolidarityexpress.org">http://www.gkdsolidarityexpress.org</a>.

Steelworkers Ramp up Campaign Surrounding North American Goodyear Strike

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Today starts the ICEM World Conference for the Energy Industries in Port of Spain, Trinidad and Tobago. The conference will run until Wednesday, 29 November. On that day, a second ICEM conference will start, the World Conference for the Chemical Industries.
Documents from the two ICEM World conferences
<a href="/?id=166">Click here for the ICEM Energy Conference 
</a> 
<a href="/?id=165">Click here for the ICEM Chemical&nbsp;Conference</a>
ICEM sectoral conferences are held once every four years, providing ICEM affiliates from the respective sectors the opportunity to discuss and exchange information on global, regional, and national developments and challenges in their sectors. 
 
The two conferences have their own specific agendas. Some issues, however, such as the increasing use of contract and agency labour and the HIV/AIDS pandemic, two global ICEM priorities, will be discussed at both conferences. Gender and health and safety issues will also be part of both agendas, as will be global framework agreements and global networks. 
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The energy conference will be opened by Lars Myhre, Chair of the ICEM energy section, Errol K. Mcleod, General President of OWTU, Hon. Partrick Manning, Prime Minister of Trinidad and Tobago and Fred Higgs, ICEM General Secretary. 
 
Some of the main topics include: a general outlook for the global energy sector, climatic challenges, clean coal technologies, alternative sources, LNG, the challenge of renewable energies, the nuclear renaissance and the ICEM-ITF Global Oil and Gas alliance. 
 
One specific subject of the Energy Conference will be a presentation by the Communications, Energy, Paperworkers (CEP) Union of Canada on the booming oil extraction occurring in Alberta&rsquo;s tar sands, with specific emphasis on the union&rsquo;s agenda of assuring that refining occurs inside Canada. 
<img height="99" alt="" src="" width="100" />
On 29 November, the Chemicals Conference, the second of its kind ever, will start. The first two days of the conference will be devoted to the chemicals sector. The last day, 1 December, will deal exclusively with issues involving the pharmaceutical sector. 
 
The chemical agenda includes, among many other things, company mergers and acquisitions, the increasing demands of China and the Middle East, REACH, the Globally Harmonised System of Classification and Labelling of Chemicals (GHS), and the Strategic Approach to International Chemicals Management (SAICM). 
 
On Friday, 1 December, which is World HIV/AIDS Day, the conference will discuss the responsibility of the pharmaceutical industry in delivering HIV/AIDS-drugs to the least developed countries on a fair and equitable basis.

ICEM World Conferences on Energy and Chemicals Opens Today

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The oil industry of Argentina saw two strikes over the past two weeks, as workers protested against current and exorbitant taxation rules. A third strike was postponed to allow labour and management to continue bargaining. 
 
The strikes affected the leading oil and gas producing provinces of Neuquen, Chubut, Santa Cruz, and Rio Negro. 
 
Both ICEM affiliates from Argentina&rsquo;s energy sector, Federaci&oacute;n de Trabajadores de la Energ&iacute;a de la Republica Argentina (FeTERA) and Federaci&oacute;n Argentina Sindical del Petr&oacute;leo y Gas Privados (F.A.S.P.Y.G.P), were involved in the actions. 
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Oil and gas production plant workers first went on strike, just under two weeks ago. Their strike ended five days later after an agreement guaranteeing a bonus, ranging from US$30 to US$180 per month, to compensate for high taxes on overtime pay. A bill exempting food and transportation costs from income taxes was hastily put through Congress at the same time.
Early last week, a second strike broke out, this time by the supervisory staff of the oil &amp; gas production plants. Supervisors were seeking the same benefits granted to other workers in the plants. Here, as well, talks between supervisors and their employers, mediated by the Ministry of Labour, resulted in an agreement, on 22 November. In addition to agreeing on tax reductions, supervisory personnel also won the right to have their own collective bargaining agreement. 
<img height="100" alt="" src="" width="100" />
A third strike, by Argentina&rsquo;s 18,000 oil refinery workers, also seeking similar benefits, was postponed, as workers agreed, on 21 November, to abstain from striking to allow for a one-week period of negotiations. That was then extended to 15 days. Oil refineries, as well as upstream operations affected by the strikes and potential strikes include facilities and fields owned by Repsol, Royal Dutch Shell, Chevron, ExxonMobil, and Petrobras. 
 
Full blown strikes of the refineries would have a serious impact on the country&rsquo;s petrol supplies, since any shut down of operations would take weeks to re-open production. 
 
&ldquo;For the moment, there are no refineries on strike,&rdquo; said Alberto Roberti, Organisational Secretary of F.A.S.P.Y.G.P., quoted in the country&rsquo;s press late last week. &ldquo;We will use this window of opportunity to talk, even though, so far, we have not seen any changes from the employer&rsquo;s side.&rdquo;

Strike Actions Hit Argentina’s Oil Sector

<img height="142" alt="" src="" width="380" />
Contents&nbsp;
1. Chile &ndash; Government Publishes 
Gender Equity Guide 
2. France &ndash; Women&rsquo;s Position at EdF and GdF 
Worsens 
3. Germany &ndash; Men and Women 
Experience Stress Differently 
4. Kenya &ndash; Nairobi +21 Conference Held 
5. Korea &ndash; Equality Job Index&nbsp;Increases 
6. New Zealand &ndash; Government Prepares 
for Equal Pay Reviews 
7. Nicaragua &ndash; National Assembly Passes Total Abortion Ban 
8. South Africa &ndash; NUMSA Gender Awareness Quiz 
9. United Kingdom &ndash; Women&rsquo;s Pay Gap Narrows 
10. United States &ndash; Supreme Court&nbsp;To Hear Goodyear Case 
11. From Our Readers 
12. Resources 
<img height="31" alt="" src="" width="25" />
1. Chile &ndash; Government Publishes Gender Equity Guide 
 
SERNAM, the Chilean Women&rsquo;s National Office, published, on 9 November, a guide on gender equity in companies, called Gu&iacute;a para Impulsar la Equidad de G&eacute;nero en las Empresas. The guide contains examples of good practice, as well as tools to put the ideas into practice. 
 
With Chile&rsquo;s president Michelle Bachelet currently promoting corporate social responsibility, SERNAM found that discrimination against women continues to exist: women&rsquo;s average pay is still 30% below men&rsquo;s, with those in higher pay categories even earning 52% less. 
 
87% of all women work in services where they have less access than men to skills and management jobs. Chile ranks 110th out of 125 in terms of gender equity. There is, therefore, plenty of room for improvement. The SERNAM guide will soon be available on the Acci&oacute;n RSE site (in Spanish - <a href="http://www.accionrse.cl/">www.accionrse.cl</a>). 
<img height="31" alt="" src="" width="25" />
2. France &ndash; Women&rsquo;s Position at EdF and GdF Worsens 
 
In spite of the fact that an ambitious equal opportunities agreement was signed one and a half years ago, FCE-CFDT has found women&rsquo;s position worsening, or at best stagnating, at EdF (Electricit&eacute; de France) and GdF (Gaz de France). 
 
In 2005, the average number of hours&rsquo; training that women took advantage of went down, as did the number of women taking vocational training. There were also fewer men taking parental leave than the year before. In addition, new hires are generally found in technical areas, where fewer women are present. 
 
Women make up 23.1% of the workforce in the two companies, whereas they make up 49% of the precarious jobs. The union has also found that stereotypes still prevail &ndash; management still refuses men&rsquo;s requests to look after sick children, for example. 
<img height="31" alt="" src="" width="25" />
3. Germany &ndash; Men and Women Experience Stress Differently 
 
IGBCE has launched a pilot project to investigate stress factors at three companies in Germany. The aim is for employees to cope better with stress so that, for instance, they can go home free of stress in the evening. 
 
Since women and men experience stress differently, preventive and curing measures have to be applied differently according to gender. In general, men have more injuries and accidents, whereas women suffer more from psychological problems. 
Men are more afraid of failure and high performance standards; women suffer more from poor communication and lack of recognition. Strategies to manage stress also differ &ndash; women get rid of stress by doing yoga or relaxation exercises, while men play football. 
 
The Infracor Company has distributed a questionnaire to track stress factors. While still analysing the results, one finding is that work against deadlines, heavy workloads, lack of decision-making power, fear of job loss or the double burden of working and looking after the family are all possible causes of stress. 
 
Stress has physical and psychological effects, which, if not eliminated, often reduce performance and concentration. However, they also lead to allergies and cardiovascular ailments. The IGBCE found that managing stress and health on the job pays for itself. 
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4. Kenya &ndash; Nairobi +21 Conference Held 
 
The Nairobi +21 Conference was held in Nairobi on 27 October 2006 to reflect on what has happened since the first UN International Women&rsquo;s Conference, which was held in 1985. Women evaluated the progress made over the years, by following the development of strategies aimed at fostering the advancement of women. Speakers reminisced about times gone by, when women&rsquo;s issues were treated with disdain. 
 
However, 20 years later, things are different. Kenya now has 18 women parliamentarians, and many women have been appointed to the judiciary and senior public service positions. Many battles have been won, but the war for realizing gender equality is far from over. 
 
Women are still under-represented in policy making. Societal and cultural biases and practices, such as female genital mutilation, still pose a health risk to girls. Insecurity and conflicts continue to expose more women to hunger, poverty and assault, and HIV/AIDS destructs millions of women&rsquo;s lives in sub-Saharan Africa. 
 
One conclusion of the conference was to demand better resource allocation for gender ministries and to push for 50-50 representation in leadership. 
<img height="31" alt="" src="" width="25" />
5. Korea &ndash; Equality Job Index Increases 
 
Two recent findings by the Korea Labor Institute are that the labor status of women in Korea is lower than men&rsquo;s and that the labor status of workers over 50 has been declining. These findings are the result of an analysis of the Employment Equality Index in Korea, which includes factors such as gender, age, labor status and wage levels for the past 10 years. 
 
The Employment Equality Index consists of four sub-categories: the Labor Compensation Index, based on wage levels per hour; the Labor Participation Index, based on the ratio of wage workers; the Labor Status Index, based on the ratio of management level workers; and the Job Security Index, based on the ratio of regular workers. A figure above 100 indicates that the employment equality status is higher than that of men, whereas a figure below 100 indicates that the status is lower. 
 
With the male workers&rsquo; Employment Equality Index set at 100, the female workers&rsquo; index started at 50.1% in 1995, went down to 49.5% during the 1998 crisis, and reached 55.7% last year. 
 
According to the study, the women&rsquo;s Labor Status Index was 8.1%, indicating that the number of female management-level workers is less than one tenth that of men. The women&rsquo;s Labor Compensation Index stood at 69.4%, and the Job Security Index at 61.3%. The study also found that the labor status of older workers was gradually worsening. 
 
The Ministry of Labor hopes that more women will take management jobs after the government&rsquo;s affirmative action programs. The government also hopes to encourage workers over 50 to stay in the labor market. 
<img height="31" alt="" src="" width="25" />
6. New Zealand &ndash; Government Prepares for Equal Pay Reviews 
 
The New Zealand Cabinet has agreed on the terms of reference for the equal pay and employment equity reviews. Although the equal pay law has been in existence since 1972, women&rsquo;s average hourly earnings are still only 86.4% of men&rsquo;s. 
 
The public service, health and education sectors will all be subjected to a review designed to ensure that occupations dominated by women pay women fairly and provide equal employment opportunities. 
 
A template must be completed, which tests each occupation&rsquo;s job size and remuneration against a comparable occupation, before a pay equity or equal employment opportunity claim is lodged. A review will also be carried out before a claim is lodged. 
 
Depending on the review&rsquo;s findings, workers such as teachers, secretaries, librarians, dental therapists and nurses may have their pay boosted. 
 
New Zealand&rsquo;s Council of Trade Unions Vice-President Helen Kelly said that, with pay equity claims resolved, women would look at the state as a preferred employer, boosting the need for the private sector to undertake similar actions. 
<img height="31" alt="" src="" width="25" />
7. Nicaragua &ndash; National Assembly Passes Total Abortion Ban 
 
Nicaragua&rsquo;s national assembly has voted - 52 to 0 - to ban all abortions, even in those cases where the mother&rsquo;s life is at stake. Nicaragua already had restrictive anti-abortion laws, with women and doctors who take part in abortions facing prison sentences of up to six years. 
 
Members of Nicaragua&rsquo;s medical association and United Nations representatives opposed the timing of the vote, which coincided with the presidential elections on 5 November. They claimed the abortion debate had become too politicized. Hundreds of people protested outside the National Assembly in Managua before the vote took place, saying the law would be a death penalty for some. They fear the law will force women to die. 
<img height="31" alt="" src="" width="25" />
8. South Africa &ndash; NUMSA Gender Awareness Quiz 
 
NUMSA, the National Union of Metalworkers of South Africa, has published a gender awareness quiz. Answer the questions and check where you stand on the public and private struggle. 
 
1. Your wife/partner wants to stand as a shop steward in her union. Do you: 
<ul>
 <li>
 <div>a) Say that she cannot stand because you are worried that the children will be neglected and it will interfere with the cooking and the cleaning of the household. </div>
 </li>
 <li>
 <div>b) Support her and say that together as a family you will all discuss how she can be active in the union and how the family will accommodate her. </div>
 </li>
</ul>
2. Your wife/partner is a shop steward and wants to attend NUMSA National Congress for five days. Do you: 
<ul>
 <li>
 <div>a) Say she cannot go because a NUMSA National Congress is not a good place for a woman to be. </div>
 </li>
 <li>
 <div>b) Encourage her to go and together with your family work out how you will all manage. </div>
 </li>
</ul>
3. Your workplace has many women workers. In shop steward elections, workers voted for three new women shop stewards. Do you: 
<ul>
 <li>
 <div>a) Carry on having your shop steward committee meetings after work as you have always done. </div>
 </li>
 <li>
 <div>b) Ask the new women shop stewards if the time is all right for them or if they want to suggest an alternative time. </div>
 </li>
</ul>
4. Your workplace has always had many women workers but no women have ever stood as shop stewards. Shop steward elections will take place in 18 months time. Do you: 
<ul>
 <li>
 <div>a) Assume that it&rsquo;s because women are not committed and that&rsquo;s why they don&rsquo;t stand as shop stewards. </div>
 </li>
 <li>
 <div>b) Speak to workers and set up a gender committee in your factory. Link the gender committee to the shop stewards committee and provide training to the gender committee reps so that they can learn the job of the shop steward. </div>
 </li>
</ul>
5. You are holding a shop steward council in your local. The meeting was meant to start at 9h00 and finish at 12h00. However some of the male office bearers are late and the meeting only started at 10h30. At 12h00 many people start to leave, especially the women comrades. Do you: 
<ul>
 <li>
 <div>a) Complain that those leaving are not committed. </div>
 </li>
 <li>
 <div>b) Apologise to those that are leaving for having started the meeting late and appeal to all those present to respect the times so that next time the meeting can start and finish on time. </div>
 </li>
</ul>
ANSWERS: If you answered mostly (a) then you need to seriously look at your views on gender and your relationship with your wife/partner. If you answered mostly (b) then you have opened the door to challenge patriarchy. Congratulations but don&rsquo;t stop here! 
<img height="31" alt="" src="" width="25" />
9. United Kingdom &ndash; Women&rsquo;s Pay Gap Narrows 
 
Women are closing the pay gap with men, as indicated by recent government figures. The gap between male and female pay is at its lowest since 1938, the year when recording began. 
 
Men&rsquo;s average pay went up by 3.5%, while women&rsquo;s pay rose by 4.2%. Women now earn, on average, 12.6% less than men, compared to 13% last year. A man&rsquo;s weekly average earnings stands at 487 pounds. A typical woman is paid 387 pounds a week. The reason for the large gap is that men work more overtime. 
 
A key reason behind the change is that more women now work in high-earning professions. In the 22-29 age group, women actually earn more than 1.5% more than men. But beyond the age of 29, male earnings greatly outstrip those of women, as women returning to the workplace after childbirth tend to miss out on several years of pay rises. 
 
The Equal Opportunities Commission estimates that the pay gap means that the average women working full time will lose out on about 330,000 pounds over her working life. That means 19 years of down payments on a house, 15 new cars or 10,500 nights out. 
<img height="31" alt="" src="" width="25" />
10. United States &ndash; Supreme Court To Hear Goodyear Case 
 
On 27 November, the US Supreme Court will hear the arguments on a pay discrimination case involving a former Goodyear employee. Ms. Ledbetter charged that she earned 15% less than the next lowest paid manager in her work group. She claimed that she had been underpaid for her management positions since she was first hired. 
 
Goodyear claims her lower salary was based on low performance ratings. Ledbetter, however, claimed her evaluations had been falsified, at least in part because one of those who reviewed her job performance was an immediate supervisor whose sexual advances she had rebuffed. 
 
A jury in the US District Court awarded Ledbetter nearly US$234,000 in back pay, almost US$5,000 for mental anguish and nearly US$3,3 million in punitive damages. In the end, the court was required by statute to limit the verdict to US$360,000. Goodyear is appealing this verdict. 
<img height="31" alt="" src="" width="25" />
FROM OUR READERS: 
 
Oluchi Okorie from Nupeng, Nigeria, comments about Bulletin 16: 
 
 
&ldquo;It is surprising that Indian women still face these problems of dowry to their husbands. Unlike in our country Nigeria, the reverse is the case. 
 
The bride&rsquo;s family receives the bride price and other gifts from the groom and his family. Some extended family members of the bride also make their demands which, if not met, sometimes will lead to the threat of withdrawing from the marriage contract. 
 
The major problem with this in some cases is that the groom will start maltreating the bride after the marriage must have been contracted with the belief that he bought her expensively. There are other cases where the groom may not have enough resources to take care of the bride after marriage. 
 
In either way, none is perfect because the whole thing falls back on women. We pray there should be a remedy to this in this modern age.&quot;
<img height="31" alt="" src="" width="25" />
RESOURCES 
 
Falling Through the Floor lets young Chinese women workers tell us in their own words about their arduous experiences of trying to earn a decent living in the boomtowns of the Chinese economic miracle today. See at: <a href="http://www.china-labour.org.hk/public/main">http://www.china-labour.org.hk/public/main</a>.&nbsp; 
 
WOMANKIND Worldwide helps women in developing countries - silenced or isolated by harmful traditions, conflict, violence and intimidation or the sheer exhaustion of surviving in poverty &ndash; to have a distinctive say in what goes on in their family, community and country. See <a href="http://www.womankind.org.uk/">http://www.womankind.org.uk</a>. 
 
Public Services International has done an evaluation of its 2002-2006 Pay Equity Campaign. The evaluation can be obtained from ICEM &ndash; write to <a href="mailto:carol.bruce@icem.org">carol.bruce@icem.org</a>.

ICEM WOMEN’S BULLETIN N° 17

<img height="40" alt="" src="" width="100" />
A founding Congress in Vienna, Austria, on 3 November gave birth to a new global union confederation for national labour centres. The International Trade Union Confederation (ITUC) was formed, taking the place of its two founding members, the International Confederation of Free Trade Unions (ICFTU) and the World Confederation of Labour (WCL). 
 
The new ITUC will represent 168 million workers from 306 affiliates in 154 countries. In addition to affiliates from the former ICFTU and WCL, eight other national trade unions, who were not affiliated to a global union organisation prior, are now affiliated to the new organisation. These include Nepal&rsquo;s GEFONT, France&rsquo;s CGT, Poland&rsquo;s OPZZ, Argentina&rsquo;s CGT and Colombia&rsquo;s CUT. 
<img height="166" alt="" src="" width="250" />
ITUC&nbsp;General Secretary Guy Ryder
At the Vienna Congress, the new organisation stressed the need to tackle the adverse consequences of economic globalisation and the devastating effect this has had on millions of workers. Specifically highlighted problems included off-shoring, abuse of workers&rsquo; rights, and increased levels of poverty. 
Fred Higgs, ICEM General Secretary, said the unification of ICFTU and WCL is an &ldquo;inevitable and welcome development, which we hope will lead to others uniting, creating a single global union confederation.&rdquo; 
 
He also said that the unity at the national centre level was preceded &ldquo;by agreements at sectoral level, including the one on integration between the ICEM and the World Federation of Industrial Workers (WFIW).&rdquo; 
 
Guy Ryder, former head of the ICFTU, was elected General Secretary of the ITUC, while Sharan Burrow of the Australian Council of Trade Unions won election as president. While those two were ICFTU incumbents, at the levels of deputy GSs and deputy presidents, each organisation will have one seat. 
 
Mamounata Ciss&eacute; (ICFTU) and Jaap Wienen (WCL) became the deputy GSs, while Michael Sommer (DGB-Gemany) and Luc Cortebeeck (CSC-Belgium) will serve as deputy presidents. The new ITUC will undergo a four-year transitional process, after which vice presidential seats and representation will be based on the organisation&rsquo;s affiliation protocol. 
 
The new website of the organisation is: <a href="http://www.ituc-csi.org">http://www.ituc-csi.org</a>.

ITUC Founding: A New International Trade Union Confederation

<img height="40" alt="" src="" width="100" />
The joint ICEM-IUF project for South East Europe has developed a website to better assist participating unions in the project. The ICEM and the International Union of Food Workers&rsquo; have been running this union-building project since 1998. 
 
The site, which is available in English and Croatian, can be found at&nbsp;<a href="http://icemiufsee.org/index.php?lang=en">http://icemiufsee.org/index.php?lang=en</a>.&nbsp; 
 
The South East Europe project of the two Global Union Federations aims to increase social dialogue and negotiations between the participating unions and the employers and governments of Balkan nations. Activities focus on workplace representatives for engaging in workplace actions that support dialogue with managements and governments, specifically during industrial restructurings and privatisations.

Joint ICEM-IUF Project in Balkans Gets Website

<a href="/wp-content/migration/icem/RTnews[1].pdf">Rio Tinto Workers' Global Network Newsletter 1</a>
<a href="/wp-content/migration/icem/Issue2.pdf">Rio Tinto Workers' Global Network Newsletter 2</a>
<a href="/wp-content/migration/icem/Issue%20No%203.pdf ">Rio Tinto Workers' Global Network Newsletter 3</a>
<a href="/wp-content/migration/icem/Issue%20No%204.pdf ">Rio Tinto Workers' Global Network Newsletter 4</a>
<a href="/wp-content/migration/icem/Issue%20No%205.pdf">Rio Tinto Workers' Global Network Newsletter 5</a>
<a href="/wp-content/migration/icem/RioTintoNewsMay.pdf">Rio Tinto Workers' Global Network Newsletter 6</a>
<a href="http://www.cfmeu.asn.au/national/int_issues/20040513_Riotinto.html ">Rio Tinto Workers' Global Network Newsletter 7</a>&nbsp;

Rio Tinto Network Newsletter overview

ICEM affiliate in the United Kingdom, Transport &amp; General Workers Union (TGWU), began a ballot today for industrial action against Imerys among its members in the UK&rsquo;s South West. The balloting, over the French-based building materials company&rsquo;s intransigence in redundancy bargaining, will run until 23 February.
TGWU has scheduled meetings with workers and management on 27 February to release the results, and to discuss possible action.
<img height="66" alt="" src="" width="120" />
The ballot will have two questions: 
Are you prepared to take industrial action short of a strike? and 
Are you prepared to take part in strike action? 
 
In July 2006, Imerys announced it would make 900 workers redundant in its former English China Clay mining and processing operations, in the Cornwall and Devon regions of the UK&rsquo;s South West. Although TGWU and other unions representing Imerys&rsquo; workers negotiated job reductions down to just over 600, the company refused to negotiate an adequate redundancy packages. 
 
The ICEM believes that Imerys has demonstrated contempt for the social consultation process in the UK, and complete unfairness to industrial workers in the South West. The ICEM notes that the redundancy package put forward by the company is barely above the minimum British requirement, an amount commonly recognised as low. The 20-million-member ICEM believes that Imerys, one of the world&rsquo;s biggest and most profitable materials sector companies, must improve its social obligations to its workers in the South West. 

<img height="233" alt="" src="" width="350" />&nbsp;

TGWU Issues Strike Ballot at Imerys Today in UK

<img height="181" alt="" src="" width="300" /> 
 
USW women march against the Iraq war in Washington, DC, on 25 January 2007 
 
1. Bahrain &ndash; Women Are Still Badly Paid 
2. Canada &ndash; New Federal Policies Affect Women&rsquo;s Equality 
3. European Trade Union Confederation (ETUC) &ndash; Gender Equality Report Released 
4. European Union &ndash; 2007 is Equal Opportunities Year 
5. International Monetary Fund (IMF) &ndash; Helping Women Helps the Economy 
6. India &ndash; SEWA Marks Achievements in 2006 
7. OECD &ndash; Women Scientists Wanted 
8. Palestine &ndash; Seminar Held on Democracy and Women&rsquo;s Rights 
9. South Africa &ndash; NUM and SINTIQUIGRA Have Women&rsquo;s Exchange 
10. Spain &ndash; The Government Legislates on Dependent Care 
11. Resources 
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1. Bahrain &ndash; Women Are Still Badly Paid 
The Bahrain Centre of Studies and Research has published findings which indicate that only 9.9% of women are in leadership positions, a fact which also has a bearing on their earnings. With gender bias still predominant, women&rsquo;s salaries are low in spite of their qualifications. Most women are in low-end jobs such as secretaries, receptionists, and clerks. Their main problems involve working time, holidays, working environment, and low pay. 
The women surveyed work in industry, tailoring, construction, finance and insurance, tourism, hospitality, and other services. A full 60.7% of the women surveyed had university degrees. Some companies were also surveyed, and their opinions of women employees in their employment were largely positive. 
Some 70% of those companies deny there was any discrimination on the basis of gender. The study found, &ldquo;&hellip;gender had no effect on a worker&rsquo;s productivity, continuation of work, ability to develop themselves and creativity in their companies.&rdquo; It also said that women&rsquo;s looks or attractiveness did not affect their ability to be hired. 
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2. Canada &ndash; New Federal Policies Affect Women&rsquo;s Equality 
 
The Canadian government enacted many changes in 2006 that adversely affect women&rsquo;s equality, including cutting and changing programmes that benefit women. The government rejected the recommendations from the Task Force on Pay Equity and refused to broaden maternity and parental leave coverage. The women&rsquo;s programme no longer speaks of equality. 
The Early Learning and Childcare agreements were cancelled with the provinces, instead of following recommendations to strengthen them. Housing subsidies were cut, and legal aid programmes were reduced for people who needed to fight against discrimination. In general, women now have less economic equality and less access to affordable childcare. Status of Women Canada saw its budget cut by C$5 million with the argument, &ldquo;women are already equal.&rdquo; 
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3. European Trade Union Confederation (ETUC) &ndash; Gender Equality Report Released 
 
On 29 January, the European social partners ETUC, BUSINESSEUROPE, UEAPME, and CEEP released a report which showed progress in the field of gender equality. 
The social partners have integrated the gender equality actions defined in 2005 into their activities in 20 countries. Actions have been taken, such as negotiating collective agreements, discussing with authorities, designing gender equality projects, and developing projects to tackle equality gaps. Work-life balance was the theme of many of the activities. 
The work done in this area included introducing or extending care leave, preventing long working hours, promoting flexible and innovative forms of employment such as telework. 
Equal pay was one other area where information and guidance tools were developed, training schemes were carried out, studies and statistics were produced to deal with the pay gap. Labour market segregation and under-representation of women in decision-making were also contemplated. 
More follow-up actions are also planned at European, national, cross-industry, sectoral, and company levels. 
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4. European Union &ndash; 2007 is Equal Opportunities Year 
 
The aim of the European Year of Equal Opportunities for All is to make people aware of the right to equality, and to reinforce the message that all people have the right to equal treatment without discrimination on the basis of sex, ethnic or racial origin, religion or conviction, incapacity, age or sexual orientation. 
One other aim is to boost participation in society on the part of groups who have suffered from discrimination as well as to increase equal participation by women and men. The ultimate goal is to celebrate diversity and equality. All people have a positive contribution to make to society. Stereotypes must be eliminated as well as prejudices and violence. 
The European Year of Equal Opportunities for All was launched officially at the EU Equality Summit held on 30 and 31 January. In spite of the progress achieved so far at European level in eliminating discrimination and promoting equal opportunities, much remains to be done, and hopefully more positive steps will be taken in this year. For more information, see: 
<a href="http://europa.eu/scadplus/leg/en/cha/c10314.htm">http://europa.eu/scadplus/leg/en/cha/c10314.htm</a>.
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5. International Monetary Fund (IMF) &ndash; Helping Women Helps the Economy 
 
A recent IMF study indicates that gender inequality hinders economic growth. Higher rates of economic growth and macroeconomic stability will stem from greater gender equality. Lowest-income countries with the highest degrees of gender inequality should take the benefits of policies into account, which reduce inequality. 
The United Nations&rsquo; Millennium Development Goals expressly link economic progress to the realization of equal opportunities for women. Women&rsquo;s status should be raised, and the gaps between men and women must be eliminated. 
Women&rsquo;s and men&rsquo;s economic behaviour differ. For example, women tend to spend more on a household&rsquo;s basic requirements and to make the most of children&rsquo;s potential. Women save more and invest in more productive ways. Women&rsquo;s lack of education, health care, and economic and social opportunities hinders economic growth. 
The study suggests that when women&rsquo;s access to education, health care, employment and credit are improved, and when differences between men&rsquo;s and women&rsquo;s opportunities are narrowed, the pace of economic development speeds up and poverty is reduced. 
For more see the IMF Working Paper No. 06/232, &ldquo;Gender Budgeting,&rdquo; and No. 06/233, &ldquo;Gender and Its Relevance to Macroeconomic Policy: A Survey,&rdquo; both available at <a href="http://www.imf.org">www.imf.org</a>.
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6. India &ndash; SEWA Marks Achievements in 2006 
 
The Self-Employed Women&rsquo;s Association (SEWA) of India held its annual meeting from 10 to 12 January, and was able to celebrate victories in 2006. To start with, the union grew to 965,000 members with membership growing in various states. 
SEWA managed to win legal battles for vendors in Gujarat and Indore, obtained identity cards for paper picker women, made gains in SEWA insurance, launched a new pension scheme by SEWA Bank, among other achievements. 
At a conference, the Prime Minister of India agreed to establish a national policy for home-based workers. Nevertheless, the government of Gujarat state continues its repression and intimidation of SEWA. SEWA is not clear about the reasons for the attacks by the government, except that the union speculates that the government does not like a growing and empowered organisation of poor working women who believe in the Gandhian ideology of unity across castes and religions. 
Ela Bhatt, the founder of SEWA, was honoured with a series of international awards throughout 2006.
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7. OECD &ndash; Women Scientists Wanted 
 
OECD science ministers are trying to get more women into research. Women make up only some 30% of researchers. It is increasingly important to attract, recruit, and retain women scientists because of the need for more scientists and technology specialists, the ageing workforce and youth&rsquo;s lack of interest in science. 
One reason why women are not attracted to science jobs is because of trouble with work-life balance. One major problem is the requirement for mobility in early years. 
About one-third of US university professors are women, but the figure is lower in the EU, Australia, and Korea, where it is 14.5%. Women make up less than 20% of senior academic staff in the EU, which means that there are not enough role models to encourage women to embark upon similar careers. 
The number of women researchers is on the rise, however. In the EU, the number of men in science and engineering increased by 4.9% from 1998 to 2002, while the number of women rose by 4.2%. Women tend to work more in biology, health, agriculture, and pharmaceuticals, with lower numbers in physics, computing, and engineering. Most women researchers in OECD countries work in the public sector, while men work in industry. 
Only 17.5% of women researchers in the EU and 6% of women in Japan work in business, yet nearly two-thirds of women researchers in the US work in industry or business.
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8. Palestine &ndash; Seminar Held on Democracy and Women&rsquo;s Rights 
 
Twenty women participated in the seminar organized by ICEM affiliate General Union of Petrochemical, Mining, and Chemicals Workers in Palestine (GUPMCWP) on democracy and women&rsquo;s rights. 
Dr Nuza, head of the women&rsquo;s committee, explained that the seminar continues the union&rsquo;s education programme to raise women&rsquo;s consciousness and to encourage women to participate in the political and economic fields, thus enabling them to reach decision-making levels. The union started such training programmes for women in all areas, and Dr Nuza called upon the women to participate more and more. 
Women&rsquo;s creativity is important for their participation. The participants stressed the importance of the training and called for it to be extended.
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9. South Africa &ndash; NUM and SINTIQUIGRA Have Women&rsquo;s Exchange 
 
This project was conceptualized in 2003. The Secretariat of both unions met in Mozambique and discussed common issues that affect them both. Out of that, what was agreed upon between the National Union of Mineworkers (NUM) in South Africa and Sindicato Nacional Dos Trabalhadores Da Industria Quimica, Borracha, Papel e Grafica (SINTIQUIGRA) was a program of action for three years, which included an exchange programme of women structures from the two unions. 
 
The activity, held 22-26 January, was the second leg of the exchange programme in which 31 women and one man participated. Fifteen of the participants were from Mozambique. 
The objective of the workshop was to strengthen women&rsquo;s understanding of labour law, health and safety, and employment equity, as well as transformation issues in the mining and energy sectors. At the political level, the African National Congress&rsquo; Women&rsquo;s League secretary general made a presentation on the challenges facing women, particularly working class women in South Africa. 
What was concluded was that the third leg of the exchange will take place in the last week of August 2007, where the South African women will be hosted in Mozambique. What was agreed was that in between, the two unions will invite each other when they have activities on labour law, occupational health and safety, HIV/AIDS, and women&rsquo;s empowerment.
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10. Spain &ndash; The Government Legislates on Dependent Care 
 
The number of dependent individuals in Spain is increasing rapidly. The growing demand for dependent care is largely related to the rapid aging of Spain&rsquo;s population: 30 years ago, 9.7% of Spain&rsquo;s population was over 65 years of age (3.3 million), where today, that percentage has increased to 16.6% (6.6 million). 
Furthermore, the number of Spaniards over 80 has doubled over the past 20 years. Thirty-two percent of the population over 65 years of age has some kind of disability, as compared with 5% of the remaining population. 
In 1999, taking into account all age groups, approximately 9% of the Spanish population had some degree of disability that required special care. Traditionally, this care has been provided by family members, particularly women. The growing participation of women in the work force, together with the breakdown of the extended family, has sharply increased the social service requirements of this dependent population. 
 
Comisiones Obreras comments on the new legislation as follows: &ldquo;It establishes the right to care, and co-financing (central government, regional government, and the individual with dependency if his earnings/properties are sufficient). 
But the specific mechanisms by which the system will work have yet to be established &hellip;The system will create many new skilled and unskilled jobs, and be good for employment. However, its application requires more trained personnel in the social service sector than what schools are currently providing &hellip;The Law barely touches the need for coordination with the health system, in spite of its importance. 
 
&ldquo;We are aware of the fact that we will have to put a lot of work into the application of this law, and pressure on administrations to make sure they take it seriously and get it right. Nevertheless, we consider that this legislation is a huge and necessary step in the right direction.&rdquo; 
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11. Resources
The State of the World&rsquo;s Children 2007, see <a href="http://www.unicef.org/">www.unicef.org/</a>. 
 
For books on women and development, see <a href="http://www.womenink.org">www.womenink.org</a>. 
 
Human Rights Watch 2007 Report, <a href="http://www.hrw.org/wr2k7">www.hrw.org/wr2k7</a>.
Women&rsquo;s Learning Partnership for Rights, Development and Peace, <a href="http://www.learningpartnership.org/news/events/2007/wsfjan21panel">www.learningpartnership.org/news/events/2007/ 
wsfjan21panel</a>.
<a href="http://www.genderaction.org">www.genderaction.org</a>&nbsp;highlights the gendered impacts of World Bank and IMF policies, including news about oil&rsquo;s gender impacts in Azerbaijan, Georgia and Sakhalin.

ICEM WOMEN’S BULLETIN 19

Mr. Mahmoud Abbas 
President 
President&rsquo;s Office 
The Palestinian Authority 
 
Brussels, 5 February 2007 
 
Dear President, 
PGFTU Headquarters bombed 
On behalf of the International Federation of Chemical, Energy, Mine and General Workers Unions, the Global Union Federation representing 20 million workers in the Mine, Energy, Chemical and related Process Industries I condemn in the strongest possible terms the bombing of the headquarters of the Palestine General Federation of Trade Unions (PGFTU), only three days after the rocket attack on the home of Deputy Secretary General of the Rasem Al Bayari. 
 
The ICEM has been informed by the PGFTU and ITUC that the PGFTU headquarters were attacked on February 2, 2007. The main entrance of the building was bombed and the radio station in the building (the Voice of Workers) was burnt down. Fortunately nobody was in the building when the attack took place. 
 
This is not the first time that the headquarters and the union&rsquo;s means of communication have been targeted. A similar incident took place on 12 October. 
 
The ICEM finds it totally unacceptable that peaceful trade unionists, working hard to promote the rights of workers, must work and live in fear of their lives and that of their family members. The Palestinian Authority has a duty to ensure the personal safety of all trade unionists in accordance with internationally recognised rights, namely the right to life and freedom of association. 
 
The ICEM urges you to immediately take all necessary measures to ensure the full safety of all PGFTU trade union officials, activists, members and their families. We also urge you to ensure respect for the premises and all other property of the PGFTU. We urge you to immediately order a thorough investigation into this attack and the recent attacks against the home of Mr. Al Bayari and to bring the perpetrators of these heinous crimes to justice. The PGFTU and Mr. Al Bayari should be given proper compensation for the damages caused. 
 
I thank you for your prompt attention to this very serious matter. 
 
Yours sincerely, 
 
Manfred Warda 
General Secretary 
Cc.: Prime Minister of the Palestinian Authority, Mr. Ismail Haniya

ICEM Letter to Palestine President Mahmoud Abbas

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