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Brochure, flyer, fact-sheetCollective bargaining for employment conditions 2017Collective agreements aim to define the contractual employment relationship between the union and the employer in a given economic sector . They involve the participation of workers' representatives and employer’s representatives . The state can also be an important actor involved in the negotiations. Collective bargaining agreements can be of two types : 1. To replace multiple agreements signed at a company level without negatively affecting previous agreements. 2. To establish a minimum level of conditions that must be taken into account in all individual negotiations of the company, both for unionized workers and for those who are not part of any workers’ organization.
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Brochure, flyer, fact-sheetComités de mujeres en la industria bananera 2017In developing countries, women represent on average 43% of the agricultural workforce. This proportion ranges from about 20% in Latin America to at least 50% in East and South East Asia and sub-Saharan Africa, although this proportion varies between countries and regions. In most developing regions, agriculture is the main source of revenue for rural women. They earn less than men, even when they are more qualified, and receive a disproportionate amount of seasonal and part-time jobs.
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DocumentWomen in the Banana Export Industry. Regional Report on West & Central Africa.
Working paper. Series for the World Banana Forum.
2015Also available in:
No results found.‘Women in the Banana Export Industry Regional Report on West & Central Africa’ is part of a global report on the economic aspects of gender issues in the banana sector. It analyses key issues for women workers with a particular focus on women’s employment in the region. The main roles carried out by women in the workplace are identified as are any advances towards Decent Work that have been made through multi stakeholder and project activity in West and Central Africa. The report will inform the gender work of the World Banana Forum. Women’s employment in the region varies from 11% in Côte d'Ivoire, to 21% in Cameroon. This is in part explained by the dominant operator in Ghana and Cameroon, Compagnie Fruitiere, being more restrictive of women’s employment in the field. The key issues for women across all three countries in the study (Ghana, Côte d'Ivoire, and Cameroon) were low wages, hours of work, health and safety (in particular for pregnant women and nursing mothers, sexual harass ment and lack of childcare provision. Women experience a triple burden as plantation worker, domestic worker and child carer. In Cameroon and Ghana women reported earning less than men. Lack of education and training is a key barrier to better employment opportunities for women which companies are beginning to address. The Collective Bargaining Agreement between GAWU and Golden Exotics Ltd was an example of best practice, aiming to create a ’women friendly’ environment. Unions involved in the re port are active in gender training initiatives for women workers and representatives in partnership with British NGO, Banana Link, and the IUF. The African case shows that gender does not need to prevent women being employed in banana operations in both the field and packhouse, increasing job opportunities for women, although further research is needed to assess the impacts of greater numbers of women being employed in the field.
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