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Action-Oriented Research on Gender Equality and the Working and Living Conditions of Garment Factory Workers in Cambodia

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Action-Oriented Research on Gender Equality and the Working and Living Conditions of Garment Factory Workers in Cambodia Action-oriented research on gender equality and the working and living conditions of garment factory workers in Cambodia ILO Regional Offi ce for Asia and the Pacifi c Action-oriented research on gender equality and the working and living conditions of garment factory workers in Cambodia ILO Regional Offi ce for Asia and the Pacifi c Copyright © International Labour Organization 2012 First published 2012 Publications of the International Labour Offi ce enjoy copyright under Protocol 2 of the Universal Copyright Convention. Nevertheless, short excerpts from them may be reproduced without authorization, on condition that the source is indicated. For rights of reproduction or translation, application should be made to ILO Publications (Rights and Permissions), International Labour Offi ce, CH-1211 Geneva 22, Switzerland, or by email: [email protected]. The International Labour Offi ce welcomes such applications. Libraries, institutions and other users registered with reproduction rights organizations may make copies in accordance with the licences issued to them for this purpose. Visit www.ifrro.org to fi nd the reproduction rights organization in your country. Action-oriented research on gender equality and the working and living conditions of garment factory workers in Cambodia / ILO Regional Offi ce for Asia and the Pacifi c = karRsavRCavepþatelIskmμPaBGMBI smPaBeynD½r nig lkçxNÐkargarnigCIvPaBrs;enArbs;kmμkrnieyaCiteragcRkkat;edr enAkñúgRbeTskm<úCa / kariyal½yGgÁkarBlkmμGnþrCatiRbcaMtMbn;GasuI nig)a:suIhVik - Phnom Penh: ILO, 2012 91 p. ISBN: 9789220268414; 9789221268420 (web pdf) ILO Regional Offi ce for Asia and the Pacifi c gender equality / equal employment opportunity / equal rights / working conditions / living conditions / sexual harassment / women workers / clothing industry / shoe industry / good practices / Cambodia 04.02.3 Also published in Cambodian: karRsavRCavepþatelIskmμPaBGMBIsmPaBeynD½r nig lkçxNÐkargarnigCIvPaB rs;enArbs;kmμkrnieyaCiteragcRkkat;edr enAkñúgRbeTskm<úCa, ISBN 9789228268423 (web pdf), Phnom Penh, 2012 ILO Cataloguing in Publication Data The designations employed in ILO publications, which are in conformity with United Nations practice, and the presentation of material therein do not imply the expression of any opinion whatsoever on the part of the International Labour Offi ce concerning the legal status of any country, area or territory or of its authorities, or concerning the delimitation of its frontiers. The responsibility for opinions expressed in signed articles, studies and other contributions rests solely with their authors, and publication does not constitute an endorsement by the International Labour Offi ce of the opinions expressed in them. Reference to names of fi rms and commercial products and processes does not imply their endorsement by the International Labour Offi ce, and any failure to mention a particular fi rm, commercial product or process is not a sign of disapproval. ILO publications and electronic products can be obtained through major booksellers or ILO local offi ces in many countries, or direct from ILO Publications, International Labour Offi ce, CH-1211 Geneva 22, Switzerland, or ILO Regional Offi ce for Asia and the Pacifi c, 11th Floor, United Nations Building, Rajdamnern Nok Avenue, Bangkok 10200, Thailand, or by email: [email protected]. Catalogues or lists of new publications are available free of charge from the above address, or by email: [email protected] Visit our website: www.ilo.org/publns and www.ilo.org/asia Printed in Cambodia Content Executive summary 1 1. Introduction 6 Research aim, content and focus 6 Methodological approach and organization of the study 7 Limitations and constraints 10 Organization of the report 11 Acknowledgments 11 2. Gender in the export oriented industries: Feminization in garment and footwear manufacturing 12 Gender and the Cambodian garment industry 12 Women workers: cheap and dutiful 13 3. The garment industry in Cambodia 14 The factories 15 The workforce 16 The legal and institutional framework 16 The employers 17 The unions 17 The ILO and the Better Factories Cambodia programme 18 Non-Governmental Organizations (NGOs) 19 4. Recruitment and working conditions in the factories 20 Recruitment 20 Contracts 24 Working conditions 28 Wages 31 Opportunities for advancement 35 5. Women’s reproductive roles 36 Pregnancy 36 Maternity leave 39 Breastfeeding 43 Childcare 43 A low fertility rate? 44 6. Workers’ living standards and health 45 Living conditions 45 Services 46 Food and other expenditures 46 Savings and remittances 47 Health 47 i 7. Perceptions of discrimination, harassment and sexual harassment 50 Discrimination 50 Harassment 52 Sexual harassment 55 Unions and unionization 56 Women in union leadership: a diffi cult role 59 8. Good practices 62 Workers 62 Workers’ unions 63 Employers 63 9. Conclusions 64 10. Recommendations 66 ILO 66 National governmental institutions 67 Employers and their organizations 67 Workers’ organizations 68 Civil society organizations 68 References 69 Annexes 1. Terms of Reference for the study 72 2. Guiding questions for participatory learning sessions with workers and unionists and interviews with managers 78 3. Questionnaires for survey among workers 82 4. Discrimination related provisions in Cambodian legislation 89 Charts 1. Perception of discrimination 2. Discrimination at recruitment by sex 3. Grounds of discrimination at recruitment 4. Number of factories that respondents worked in 5. Daily working hours 6. Working hours by sex 7. Reasons for dismissal 8. Minimum wage trend adjusted to infl ation 9. Distribution of workers by wage range in US$ 10. Measures to accommodate pregnant workers 11. Access to prenatal medical checks 12. Problems faced by pregnant workers 13. Maternity leave payment 14. Cost of childbirth ii 15. Return to work after maternity 16. Reasons for extending maternity leave 17. Source of health care 18. Workers’ views on experiencing discrimination 19. Grounds of discrimination 20. Types of discriminatory behaviour 21. Follow-up on complaints 22. Perceptions of harassment 23. Forms of harassment 24. Results of complaints 25. Workers experiencing sexual harassment 26. Sexual harassment perpetrators 27. Results of complaints 28. Unions in the factory 29. Union membership 30. Reasons for being a union member 31. Reasons for not being a union member 32. Union leadership by sex Figures 1. Job advertisement “US$80, monthly salary, factory sewing machine operators” 2. Average salary by workers’ sex, age group, employment length and education Tables 1. Factory ownership and size 2. Employment contract by sex 3. Reasons for changing factory – Open question with multiple answers 4. Likely nationality and sex along the garment factory job hierarchy (interviews with key informants and selected workers) 5. Maternity leave and pay as percentage of the wage in the region 6. Occurrence of illnesses and diseases iii Executive summary This study intends to increase understanding on gender equality and discrimination in Cambodia’s garment industry with a view to improve the economic and social well-being of its mostly female workforce and inform the further development of a responsible corporate model of garment production. It examines the working and living conditions of garment workers and their perceptions on discrimination and harassment in the workplace in garment factories in the country. The study consisted of a desk review and fi eld research by a Cambodian research team. They conducted interviews with 240 female and male workers in Cambodia’s garment factories, a series of focus group discussions with workers and interviews with owners, managers, workplace union leaders, and representatives of the government, employers’ and workers’ organizations in 2011. A summary of the draft research report was shared with representatives of Government, employers’ and workers’ and other civil society organizations by mid-2012. Their comments were addressed in this report which was fi nalized by the ILO. The Cambodian Constitution states that every citizen shall be equal before the law and enjoy the same rights and freedom and fulfi l the same obligations regardless of race, colour, sex, language, religious belief, political tendency, birth origin, social status, wealth or other status. The labour law prohibits discrimination on the grounds of race, colour, sex, creed, religion, political opinion, birth, social origin, membership of a workers’ union or the exercise of union activities at all stages of the employment cycle. In Cambodia, few complaints on discrimination at the workplace have been brought to the Arbitration Council, which is responsible for resolving collective labour disputes. In addition, the textile industry which is the most important industrial sector of the country is not subject to systematic data collection and dissemination on its workforce. Comprehensive labour statistics about employees’ characteristics, such as sex, age, civil and migrant status, or other social indicators, are not available, and the industrial sector does not provide data broken down by sex on issues, such as recruitment, job positions, seniority, dismissals, wages and leaves, including maternity leave. Cambodia, a late comer in the export-oriented global garment and textile manufacturing industry, is dominated by foreign investors, primarily from Taiwan and Hong Kong, China, and secondarily from mainland China and the Republic of Korea. Only seven per cent of the factories are owned by Cambodians. The United States of America
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