DOCSLIB.ORG

Ending Violence and Harassment Against Women and Men in the World of Work

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Ending Violence and Harassment Against Women and Men in the World of Work Report V (1) Ending violence and harassment against women and men in the world of work International ATTENTION Labour This report contains a questionnaire which, in accordance with Article 39 of the Standing Orders of the International Conference Labour Conference, calls for a reply from Governments, after consultation with the most representative 107th Session, 2018 organizations of employers and workers. The replies to this questionnaire must reach the Office no later than 22 September 2017. They will form the basis of the background report for the ILC discussion. ILC.107/V/1 International Labour Conference, 107th Session, 20 18 Report V(1) Ending violence and harassment against women and men in the world of work Fifth item on the agenda International Labour Office, Geneva ISBN 978-92-2-128711-7 (print) ISBN 978-92-2-128722-3 (Web pdf) ISSN 0074-6681 __________________________________________________________________________________________ First edition 2017 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 Office concerning the legal status of any country, area or territory or of its authorities, or concerning the delimitation of its frontiers. Reference to names of firms and commercial products and processes does not imply their endorsement by the International Labour Office, and any failure to mention a particular firm, commercial product or process is not a sign of disapproval. ILO publications and digital products can be obtained through major booksellers and digital distribution platforms, or ordered directly from [email protected] . For more information, visit our website: www.ilo.org/publns or contact [email protected] . Formatted by TTE: reference CONFREP-ILC107(2018)-V(1)-[WORKQ-170221-1]-En.docx Printed by the International Labour Office, Geneva, Switzerland Contents Page Introduction ...................................................................................................................... 1 Context ..................................................................................................................... 1 Purpose and methodology of the current report ........................................................ 3 Instructions for the appended questionnaire .............................................................. 4 Chapter 1. Understanding violence and harassment in the world of work: What, who, where ...................................................................................... 5 1.1. What constitutes violence and harassment in the world of work? ................... 5 1.1.1. Violence ............................................................................................ 8 1.1.2. Gender-based violence ..................................................................... 10 1.1.3. Physical violence and harassment ..................................................... 13 1.1.4. Psychological violence and harassment ............................................ 14 1.1.5. Psychosocial risks ............................................................................. 16 1.2. Who is involved in violence and harassment in the world of work? ................. 17 1.2.1. Who is covered under national laws addressing violence and harassment in the world of work? ............................................... 17 1.3. Where does violence and harassment occur in the world of work?................. 19 1.3.1. “Workplace” under national laws addressing world of work violence and harassment ................................................................... 20 Chapter 2. Understanding violence and harassment in the world of work: Impact, drivers, risk factors and particular groups ...................................... 23 2.1. Prevalence of violence and harassment in the world of work.......................... 24 2.1.1. Sexual violence and harassment ....................................................... 24 2.1.2. Sex and gender-based violence and harassment .............................. 25 2.1.3. Physical violence and harassment ..................................................... 25 2.1.4. Psychological violence and harassment ............................................ 25 2.2. Impact of violence and harassment in the world of work ................................. 26 2.2.1. Impact on workers ............................................................................. 26 2.2.2. Impact on enterprises and economies ............................................... 27 2.3. Risk factors for violence and harassment in the world of work ........................ 29 2.4. Specific groups, sectors and occupations that may experience greater exposure to violence and harassment ................................................ 30 ILC.107/V/1 iii Ending violence and harassment against women and men in the world of work Chapter 3. International and regional frameworks addressing violence and harassment in the world of work ................................................................ 33 3.1. ILO standards that address violence and harassment in the world of work ..... 33 3.1.1. ILO fundamental Conventions ........................................................... 33 3.1.2. Other ILO standards .......................................................................... 35 3.2. ILO conclusions and frameworks ................................................................... 38 3.3. United Nations instruments and supervisory mechanisms .............................. 39 3.4. Other United Nations’ initiatives ..................................................................... 40 3.5. Regional instruments...................................................................................... 41 3.6. Initiatives of international, regional and sectoral, workers’ and employers’ organizations ......................................................................... 42 3.7. Initiatives of international and regional OSH and labour inspection bodies ..... 44 Chapter 4. National regulatory framework for protecting against violence and harassment in the world of work ................................................................ 45 4.1. Gender-based violence in the world of work ................................................... 45 4.1.1. Protecting against sexual violence and harassment .......................... 46 4.1.2. Protecting against violence and harassment based on sex and gender ............................................................................. 48 4.1.3. Responding to domestic violence through the world of work .............. 49 4.2. Physical and psychological violence and harassment in the world of work ..... 52 4.2.1. Protecting against physical violence and harassment ........................ 53 4.2.2. Protecting against psychological violence: Harassment, bullying and mobbing .................................................... 54 4.2.3. Measures for specific groups ............................................................. 56 4.3. Collective agreements which protect against violence and harassment in the world of work and support victims of domestic violence ........................ 59 Chapter 5. National regulatory framework preventing violence and harassment in the world of work .................................................................................... 63 5.1. Preventing sexual harassment ....................................................................... 63 5.2. Preventing physical violence and harassment ................................................ 64 5.3. Preventing psychological violence: Harassment, bullying and mobbing ......... 65 5.4. Regulating working conditions in specific sectors and economies .................. 67 5.4.1. Health-care sector ............................................................................. 68 5.4.2. Public emergency services ................................................................ 69 5.4.3. Education sector ................................................................................ 69 5.4.4. Transport services ............................................................................. 69 5.4.5. Domestic work ................................................................................... 70 5.4.6. Agriculture and the rural economy ..................................................... 70 5.4.7. Temporary agency work and other non-standard forms of employment ................................................................................... 71 5.4.8. Workers in the informal economy ...................................................... 71 5.5. Addressing psychosocial hazards and risks ................................................... 72 5.5.1. OSH management systems and psychosocial risks........................... 73 5.6. Collective agreements on the prevention of violence and harassment in the world of work ..................................................................... 75 iv ILC.107/V/1 Contents Chapter 6. Monitoring and enforcement ...................................................................... 77 6.1. Monitoring violence and harassment .............................................................. 77 6.2. Dispute resolution mechanisms ...................................................................... 78 6.2.1. Workplace grievance procedures for violence and harassment ......... 78 6.2.2.
Load more

Recommended publications
  • Grim Consequences of Workplace Traditional Bullying and Cyberbullying by Way of Mediation: a Case of Service Sector of Pakistan Mehwish Iftikhar , Loo-See Beh
    International Journal of Recent Technology and Engineering (IJRTE) ISSN: 2277-3878, Volume-8 Issue-2S, July 2019 Grim Consequences of Workplace Traditional Bullying and Cyberbullying by Way of Mediation: A Case of Service Sector of Pakistan Mehwish Iftikhar , Loo-See Beh healthy workforce. Therefore, a healthy workforce is the Abstract: Various studies have been conducted to measure precondition of productivity and economic development bullying incidence and prevalence in multiple organizational (World Health Organization (WHO), 2007). Employee settings based on a variety of methods and research design. health plays a significant role in the efficiency of any Nonetheless, these studies indicate that bullying is a devastating organization. Accordingly, providing a healthy work and crippling problem that should be addressed in relation to its environment should be the leading priority of each adverse effects and implications. This study identified several organization. Every work environment is considered healthy gaps in the literature when expanded specifically to the service sector of Pakistan, where the problem of bullying is prevalent. if harmful working conditions are absent and This research endeavored to fill in the aforementioned gaps by health-promoting activities and actions are present. The precisely focusing on organizational climate as a cause of maintenance of occupational health is costly (i.e., to promote bullying (based on frustration–aggression theory and social and maintain the highest degree of physical, mental, and interaction approach), technology in relation to cyberbullying, emotional well-being of workers) and the burden of such cost and effects on employee health. Hence, this study contributes to is increasing. The WHO Factsheet (2014) indicated that a the emergent discussion in identifying the debilitating outcomes majority of countries faced an economic loss of 4% to 6% of of bullying.
    [Show full text]
  • Workplace Bullying: a Communication Perspective Barbara Daniel
    Florida State University Libraries Electronic Theses, Treatises and Dissertations The Graduate School 2004 Workplace Bullying: A Communication Perspective Barbara Daniel Follow this and additional works at the FSU Digital Library. For more information, please contact [email protected] THE FLORIDA STATE UNIVERSITY COLLEGE OF COMMUNICATION WORKPLACE BULLYING: A COMMUNICATION PERSPECTIVE By BARBARA DANIEL A Dissertation submitted to the Department of Communication in partial fulfillment of the requirements for the degree of Doctor of Philosophy Degree Awarded Summer Semester, 2004 Copyright © 2004 Barbara Daniel All Rights Reserved The members of the Committee approve the dissertation of Barbara Daniel defended on April 14, 2004. ______________________________ Dr. Stephen McDowell Professor Directing Dissertation _____________________________ Dr. Mary E. Guy Outside Committee Member _____________________________ Dr. Marilyn Young Committee Member _____________________________ Dr. Felecia Jordan-Jackson Committee Member ________________________________________________ Dr. Stephen McDowell, Chair, Department of Communication ________________________________________________ Dr. John Mayo, Dean, College of Communication The Office of Graduate Studies has verified and approved the above-named committee members. ii To my grand-children, Tye, Makayla, Kamari, and Amaya. iii ACKNOWLEDGMENTS Dr. Stephen McDowell, you helped me tremendously over the past year, guiding me with patience and encouragement without which I may not have completed this work. You have been a wonderful mentor. Thank you for reading all those drafts and editing my work so willingly. Dr. Marilyn Young, you have always been an inspiration and a role model, from the first class I had with you on historical methods to your comments and suggestions over the past year. Dr. Felecia Jordan-Jackson, thanks for all your very, very helpful suggestions over the past few years and for always having an open door for me throughout this process.
    [Show full text]
  • Power Dynamics and Sexual Harassment Reporting in US State Legislative Bodies Halley Norman Macalester College, [email protected]
    Macalester College DigitalCommons@Macalester College Political Science Honors Projects Political Science Department Spring 5-2019 Why We Hear About It, and Why We Don't: Power Dynamics and Sexual Harassment Reporting in US State Legislative Bodies Halley Norman Macalester College, [email protected] Follow this and additional works at: https://digitalcommons.macalester.edu/poli_honors Part of the American Politics Commons, Other Feminist, Gender, and Sexuality Studies Commons, Other Political Science Commons, and the Women's Studies Commons Recommended Citation Norman, Halley, "Why We Hear About It, and Why We Don't: Power Dynamics and Sexual Harassment Reporting in US State Legislative Bodies" (2019). Political Science Honors Projects. 82. https://digitalcommons.macalester.edu/poli_honors/82 This Honors Project is brought to you for free and open access by the Political Science Department at DigitalCommons@Macalester College. It has been accepted for inclusion in Political Science Honors Projects by an authorized administrator of DigitalCommons@Macalester College. For more information, please contact [email protected]. Why We Hear About It, and Why We Don’t: Power Dynamics and Sexual Harassment Reporting in US State Legislative Bodies Halley Norman Advisor: Prof. Julie Dolan Political Science May 1, 2019 Table of Contents Abstract….………………………………………………………………………………. 1 Acknowledgements……………………………………………………………………… 2 Introduction……………………………………………………………………………... 3 Chapter 1………………………………………………………………………………… 9 Cultural Context Chapter
    [Show full text]
  • Workplace Bullying in Japan
    Workplace Bullying in Japan Shino Naito The Japan Institute for Labour Policy and Training 1. Introduction Workplace bullying has been exposed much more as a social problem in recent years in Japan. It shall be explained in detail later, but if we look at a breakdown of labour counseling at prefectural Labour Bureaux, 6,627 (5.8%) of these cases were bullying and harassment in FY2002, but in FY2012 it had rapidly increased to 51,670 cases (17.0%), becoming the most common consultation for the first time.1 And in courts and labour tribunals, cases related to workplace bullying are on the rise. Psychological injuries including suicide due to workplace bullying, which are determined as industrial accidents, are also increasing. In response to this situation, the Government has started taking countermeasures. In July 2011, the Ministry of Health, Labour and Welfare (MHLW) set up the Round-table Conference regarding Workplace Bullying and Harassment (hereinafter Round-table Conference ), which then launched the Working Group for the Round-table Conference regarding Workplace Bullying and Harassment (hereinafter Working Group ). After repeated discussions, as commissioned by the Round-table Conference, the Working Group released a report on 30th January, 2012. In response, the Round-table Conference published its Recommendations for Prevention and Resolution of Workplace Power Harassment 2 on 15th March. In this paper, I shall look at the general situation with regard to workplace bullying in Japan, specifically the current situation, the consequences and impacts (for companies, victims, colleagues), the background and reasons for the occurrence, the national policies, the intervention and prevention on the part of companies and trade unions, and the role and functioning of voluntary organizations.
    [Show full text]
  • Implementing 10 Days of Paid Sick Leave
    May 28, 2020 Implementing 10 days of paid sick leave: What workers' need Recommendations from the Fight for $15 and Fairness, Workers’ Action Centre, and Parkdale Community Legal Services 1. Introduction Public Health Officers across the country are telling people to stay home from work when sick. The government proposal for 10 days paid sick leave across the country is a crucial step to enable workers, particularly in the midst of the COVID recession, to actually go home, or stay home from work when sick. 2. What do people need to be able to stay home from work when sick? Sick days must be paid by the employer • Paid sick days must be received in regular paychecks because bills and rent are due regularly; • CERB program sick pay would have to be a paid on a flat rate amount to be timely such as $500 per week – i.e., one paid sick day is $100. This may not be appropriate for paid sick days (too little for people earning more than minimum wage which in Ontario would be over $100 per day). This may be inadequate to achieve the public health objective of enabling people to stay home from work when sick due to loss in earnings. • It is unlikely that the EI system will have the capacity to process and payout individual worker’s sick day pay. The requirement for sick days are often intermittent, requiring multiple applications to an already overloaded system. Paid sick leave must be job protected • Any paid sick leave provision would have to provide employees with a job- protected right to take leave without reprisals.
    [Show full text]
  • SOCHUM-Modern-Day Slavery.Pdf
    Letter from Newton MUN's Secretary-General Dear Delegates and Faculty Advisors, Welcome to NewMUN 2019! Before anything, I would like to wish you the best of luck in this two-day conference which is going to bring together the best MUN delegates from Lima. I am sure that I will witness the highest level of debate at this conference. More than as a MUNer, but as a responsible citizen, I understand that the global issues in our world must be solved by the international community. I also understand that MUN delegates don't have the capabilities to take the decisions to change the world, but at least we have the capacity to outrage ourselves when seeing that something is not working for our well being. That capacity to go out and speak for your beliefs, to stand up and raise the flag of your country demanding for consensus, demanding for peace, demanding for the well being of everyone. That capacity is the only way in which countries can move forward, and it is the only way in which we will contribute to building a better world. Maybe a little visionary, but is the truth. This year, the Newton team has decided to increase the number of committees in order to have a MUN conference of the best quality. The topics that we have chosen tackle issues from the past, present, and future, therefore presenting a challenge for delegates to combine their knowledge and application to reach solutions. In many of the committees, Directors have been prepared to take the flow of the committee to a maximum moment of crisis in order to assess the networking and negotiating skill from delegates.
    [Show full text]
  • How Does Domestic Violence Impact the Workplace?”
    ‘ONEINTHREEWOMEN’ COMPANIES AND FACE FOUNDATION SURVEY HELD IN 6 COMPANIES: “HOW DOES DOMESTIC VIOLENCE IMPACT THE WORKPLACE?” November 14th, 2019 Jane Pillinger1, Audra Bowlus2, Barb MacQuarrie3, Elena Stancanelli4 1 Independent Researcher / Open University, UK 2 Western University, Canada 3 Western University, Canada 4 Paris School of Economics and CNRS, France PARTICIPATING COMPANIES IN THE STUDY i CONTENTS SUMMARY ...................................................................................................................................................... III 1. INTRODUCTION ............................................................................................................................................ 1 2. WHY DOMESTIC VIOLENCE IS A WORKPLACE ISSUE: WHAT DO WE ALREADY KNOW? ................................ 3 3. ‘ONEINTHREEWOMEN’ SURVEY METHODOLOGY ......................................................................................... 9 4. ‘ONEINTHREEWOMEN’ SURVEY FINDINGS ................................................................................................ 14 5. CONCLUSIONS AND RECOMMENDATIONS ................................................................................................. 34 REFERENCES ................................................................................................................................................... 38 ii SUMMARY Domestic violence impacts on employees and companies in multiple ways. For companies, domestic violence can result in reduced productivity
    [Show full text]
  • The Role of Occupational Health Services in Psychosocial Risk Management and the Promotion of Mental Health and Well-Being at Work
    International Journal of Environmental Research and Public Health Review The Role of Occupational Health Services in Psychosocial Risk Management and the Promotion of Mental Health and Well-Being at Work Aditya Jain 1 , Juliet Hassard 2 , Stavroula Leka 2,3,* , Cristina Di Tecco 4 and Sergio Iavicoli 4 1 Nottingham University Business School, University of Nottingham, Nottingham NG8 1BB, UK; [email protected] 2 School of Medicine, University of Nottingham, Nottingham NG8 1BB, UK; [email protected] 3 Cork University Business School, University College Cork, T12 K8AF Cork, Ireland 4 Department of Occupational and Environmental Medicine, Epidemiology and Hygiene, Italian Workers’ Compensation Authority INAIL), 00078 Rome, Italy; [email protected] (C.D.T.); [email protected] (S.I.) * Correspondence: [email protected] Abstract: The development and enhancement of occupational health services (OHS) at the national level is central to ensuring the sustainable health, well-being and work engagement of the work- ing population. However, due to differences in national health, social security and occupational safety and health systems, the content, capacity, coverage and provisions of OHS vary considerably across national contexts. Obtaining a better understanding in terms of such similarities and varia- tions internationally is essential as such comparative information can help inform evidenced-based decision-making on OHS at both policy and practice levels. This paper therefore reviews and analyses Citation: Jain, A.; Hassard, J.; Leka, the key policies, standards and approaches in OH systems and services, using both academic and S.; Di Tecco, C.; Iavicoli, S. The Role of grey literature, across 12 industrialised countries (Australia, Canada, Finland, France, Germany, Occupational Health Services in Ireland, Italy, Japan, The Netherlands, Poland, United Kingdom and the United States of America).
    [Show full text]
  • E-Journal of International and Comparative LABOUR STUDIES Volume 1, No
    OPEN ACCESS I S S N 1 4 2 2 - 0067 E-Journal of International and Comparative LABOUR STUDIES Volume 1, No. 1-2 March-June 2012 UNIVERSITY PRESS Working Time Regulation in Georgia Zakaria Shvelidze * Introduction In 2006, the Parliament of Georgia passed the new Labour Code. Before that, employment relations in the country were governed by the Soviet Labour Code, in force since 1 October 1973. However, and notwithstanding the amendments made in 1997, existing labour legislation faced serious difficulty in keeping up with recent developments within employment relationships. Starting from the period 2003-2004, a series of sweeping political changes led to the rise of the liberal economy, with trade liberalisation that significantly marked national labour laws. The newly-adopted Labour Code is mainly oriented towards favouring employers’ interests, as it waters down regulatory restrictions and standardises labour law provisions. In passing employer-friendly laws, the Georgian government aims at creating a more attractive and liberal economic environment, which, in turn, should encourage job creation and employment. In this connection, this paper discusses the new patterns of working time regulation introduced by the Georgian Labour Code. A comparative analysis between the working time regulation now in place, the Soviet Labour Code previously in force, and the European Union Directive 2003/88/EC concerning certain aspects of the organisation of working time will be carried out. This is done to assess the harmonisation of the new Labour Code with the EU Working Time Directive, also as an instrument to facilitate European integration. On 1 July 1999, the Partnership and Cooperation Agreement (PCA) between Georgia, the European Communities, and their Member States entered into force.
    [Show full text]
  • Japanese Workplace Harassment Against Women and The
    Japanese Workplace Harassment Against Women and the Subsequent Rise of Activist Movements: Combatting Four Forms of Hara to Create a More Gender Equal Workplace by Rachel Grant A THESIS Presented to the Department of Japanese and the Robert D. Clark Honors College in partial fulfillment of the requirements for the degree of Bachelor of Arts June 2016 An Abstract of the Thesis of Rachel Grant for the degree of Bachelor of Arts in the Department of Japanese to be taken June 2016 Title: Japanese Workplace Harassment Against Women and the Subsequent Rise of Activist Movements Approved: {1 ~ Alisa Freedman The Japanese workplace has traditionally been shaped by a large divide between the gender roles of women and men. This encompasses areas such as occupational expectations, job duties, work hours, work pay, work status, and years of work. Part of this struggle stems from the pressure exerted by different sides of society, pushing women to fulfill the motherly home-life role, the dedicated career woman role, or a merge of the two. Along with these demands lie other stressors in the workplace, such as harassment Power harassment, age discrimination, sexual harassment, and maternity harassment, cause strain and anxiety to many Japanese businesswomen. There have been governmental refonns put in place, such as proposals made by the Prime Minister of Japan, in an attempt to combat this behavior. More recently, there have been various activist grassroots groups that have emerged to try to tackle the issues surrounding harassment against women. In this thesis, I make the argument that these groups are an essential component in the changing Japanese workplace, where women are gaining a more equal balance to men.
    [Show full text]
  • Insiders, Outsiders, and Involuntary Unemployment: Sexual Harassment Exacerbates Gender Inequality
    INSIDERS, OUTSIDERS, AND INVOLUNTARY UNEMPLOYMENT: SEXUAL HARASSMENT EXACERBATES GENDER INEQUALITY Daniel L. Chen and Jasmin Sethi∗ Abstract Is labor market gender inequality due to physiological differences, labor market choices, or discrim- ination? Using novel data on all workplace sexual harassment appellate precedent from 1982-2002 and randomly assigned judges, we find that pro-plaintiff sexual harassment precedent reduced gender inequality and spurred the adoption of sexual harassment human resources policies. The effects were comparable to the Equal Employment Opportunity Act’s impact on black employment share, greatest in the heavily-litigated construction industry and where male sexism was highest, and explains one-third of the adoption of sexual harassment human resources policies. Our results are consistent with an insider-outsider theory of involuntary unemployment. Keywords: Sexual harassment, Gender discrimination, Gender Inequality, Insider-Outsider Model JEL codes: J71, J16, K38 ∗Daniel L. Chen, [email protected], Toulouse School of Economics, Institute for Advanced Study in Toulouse, University of Toulouse Capitole, Toulouse, France; Jasmin Sethi, Sethi Clarity Advisers, jas- [email protected]. First draft: July 2007. Current draft: October 2018. Latest version available at: http://nber.org/∼dlchen/papers/Insiders_Outsiders_and_Involuntary_Unemployment.pdf. We thank research as- sistants and numerous colleagues at several universities and conferences. Work on this project was conducted while Chen received financial support from the European Research Council (Grant No. 614708), Swiss National Science Foundation (Grant Nos. 100018-152678 and 106014-150820), Agence Nationale de la Recherche, Ewing Marion Kauff- man Foundation, Petrie Flom Center, Harvard Law School Summer Academic Fellowship, and Templeton Foundation (Grant No. 22420). We also acknowledge joint financial support from the John M.
    [Show full text]
  • A Discursive Analysis of Women's Femininities Within the Context Of
    A Discursive Analysis of Women’s Femininities within the Context of Tunisian Tourism A thesis submitted to Middlesex University in partial fulfilment of the requirements for the degree of Doctor of Philosophy Heather Jeffrey Middlesex University Business School February 2017 Abstract Tourism has been hailed as a vehicle for gender equality and women’s empowerment and yet the relationship between these is far from simple. As tourism is created in already gendered societies, the ability of the industry to empower is shaped by existing gender norms and discourses. Therefore utilising a postcolonial feminist frame, the primary focus of this thesis is to critically explore both the discursive role of tourism and its influence in (re)constructing feminine identities in Tunisia. Informed by the works of Michel Foucault, and postcolonial feminism a critical discourse analysis is performed to identify discourses on femininity within the (re)presentations of Tunisian women in the Tunisian National Tourism Office’s brochures and website. Critical discourse analysis often risks disempowering the communities it seeks to analyse and as such fifteen semi-structured, in-depth interviews were carried out with Tunisian women involved in the Tunisian tourism industry. The interviews were shaped by a terrorist attack targeting tourists that had happened just two weeks before. Interestingly both the promotional materials and the interviews display two particular discourses on femininity, the modern and uncovered daughter of Bourguiba, and the southern covered Other. Of these discourses, it is the daughter of Bourguiba who is privileged and the southern veiled Other who is excluded. These discourses have been fomented since independence from France in 1956 and the rule of President Habib Bourguiba, but they still have a very material impact on the lives of Tunisian women today as evidenced in the interviews.
    [Show full text]