WOMEN’S RIGHTS MOVEMENT

“HELPING TO BALANCE THE SCALES”

December 2018 Decent Work for Fijian Women – A Stagnant Reality

Women’s Labour Market By Nalini Singh • Employed women spend an average of 64 Participation& Gender Gaps: with contributions from Kaushal hours per week in their main occupation and The labour markets worldwide are seeing on household chores, compared with 49 hours Sharma & Maryann Lockington 8 more women’s participation than ever before. spent by men. The same applies to Fiji. In 2014 Fijian women’s • According to Dr. NeeleshGoundar (2016), and it causes most women entrepreneurs to after controlling for variables such as age, participation in the labour force as reported by keep their businesses informal”. the Fiji Bureau of Statistics in 2014 was at 34.7%1 education and experience, women in Fiji earn • There is a pronounced vertical occupational 9 2 8-10 per cent less than men. and this increased to 37.4% in 2017 . segregation of women’s labor force However, this increase in labour force 6 participation. There are lack of women in Implications for Decent Work for participation does not mean that there has been a decision making position in both cooperate significant narrowing of gender gapsin the world sector as well as Government boards. Women: of work. These gaps include: • There is a pronounced horizontal occupational All of these limitations amount to the lack of • unequal access to employment segregation of labor force participation decent work opportunities for women. And • unequal pay as a large number of women’s economic increased women’s participation in the labour • limited access to social protection participation is inclined towards low paying force does not mean much if there isn’t an equal • limited access to positions of leadership. jobs within precarious informal sector such focus on provisions for decent work. In Fiji, the following are some gender gaps, as agriculture, handicrafts, sales-related jobs which are discussed in detail in the articles in this and tourism.7 Cont’d on page 12 issue of Balance: • Economic participation and opportunity is the greatest area of challenge in narrowing the gender gap in Fiji. As per the Global Gender Gap Index Report 2019, Fiji is ranked 127 out of 144 countries when it comes to economic participation and opportunity.3 • 2017 Fiji census data reveals that there is a significant gender differential in the Unemployment Rates i.e. 2.9% for Males and 7.8% for Females. The data also reveals that there are 193,959 females work out side of labor force in comparison to 74,351 males.4 • In Fiji, only 19% of businesses are registered to women and most of those are micro and small businesses.5 Women find the process of starting a formal sector business too complex

1 Cited in http://www.fwrm.org.fj/images/fwrm2017/publications/ analysis/Giving-Women-A-Fair-Go-.pdf 2 Fiji Bureau of Statistics, Jan 2018. FBoS Release No: 1, 2017 Population and Housing Census Release 1 Age, Sex, Geography and Economic Activity seen at file:///Users/Nalini/Downloads/2017_Pop- ulation_and_Housing_Census_Release_1.pdf 3 The Global Gender Gap Index (2017), World Economic Forum https:// www.weforum.org/reports/the-global-gender-gap-report- 2017(Accessed on 25 November 2018) 4 Fiji Bureau of Statistics, Jan 2018. FBoS Release No: 1, 2017 Population and Housing Census Release 1 Age, Sex, Geography and Economic Activity seen at file:///Users/Nalini/Downloads/2017_Pop- 6 Cited in https://www.jstor.org/stable/24384102?seq=1#page_scan_ ulation_and_Housing_Census_Release_1.pdf tab_contents 5 Cited in https://www.adb.org/sites/default/files/institutional- 7 Cited in https://www.jstor.org/stable/24384102?seq=1#page_scan_ 8 Cited in https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5496088/ document/210826/fiji-cga-2015.pdf tab_contents 9 Cited in https://www.fijitimes.com/income-inequality-in-fiji/

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From the Director’s desk Transitions Over the last six months, FWRM has Seasons Greetings from FWRM farewelled two staff members: Lillian Delana and Kunal Goundar. The team also welcomed Litiana and welcome to our last issue Radinitoga as our new Administrative Assistant of Balance for 2018. and intern, Amanda Rupkalvis. Lillian Delana 5,000 unique accounts on Facebook alone. Lillian Delana joined FWRM as Administrative Our message is simple – in a democratic Assistant in 2012. Two years later she was offered society, everyone deserves to be treated the position of Grow Inspire Relate Lead Succeed equally and afforded the same opportunities () programme Officer. Lillian was responsible as others irrespective of gender, abilities and for overseeing the GIRLS programme which was other socio-economic factors. designed specifically for girls between the ages We also acknowledge the work of 9-12 and 14-16 years old. The programme has undertaken before us under the Women’s grown through the years under Lillian’s guidance. Employment and Economic Rights (WEER) Lillian spent six years at FWRM until the farewell project that was established in 1993. The in October 2018. She looks forward to some rest and relaxation before furthering her career. FWRM project was the first step taken by FWRM wishes Lillian well. towards addressing women’s social and economic disadvantage amidst labour Kunal Goundar reforms that marginalised the rights of Kunal joined the Movement in February 2018 women. as Research Officer. After six months at FWRM, The lobbying and advocacy undertaken Kunal has decided to return to private practice during this era of workby FWRM together and has his sights set on establishing his own law with many other women’s rights groups firm. Kunal has been valuable to the Gender and achieved major milestones such as reforms Transitional Justice team where his main area of of outdated and sexist labour legislations. We work was on the NGO Coalition on Human Rights FWRM has been carrying out a nation-wide have the Employment Relations Bill, which and research on green jobs. Kunal’s term ended in Gender Equality Media Campaign to promote incorporated maternity protection, equal November 2018 and we wish him well. women’s rights issues focusing on some employment opportunities and the penalising of specific themes such aswomen in leadership, Litiana Radinitoga sexual harassment in the workplace. women in sports, women in unpaid care work Litiana joined FWRM in August this year. As FWRM, taking a leaf out of past decades and women in employment. The first Balance a new member to the team, she hopes to learn of work is also venturing back to involvement of the year was on the issue of “Women in more about and women’s human rights. in trade union work, specifically through the Leadership” and so this one is focussing on She also hopes her work will contribute to the Women’s Committee of the Fiji Trades Union “Women and Economic Empowerment”. overall work FWRM is doing in the area of social Congress. We have been invited to workshops, The articles in this Balance are written justice. She is a firm believer in the principle events and meetings where our messages of by FWRM staff who have highlighted a few “women and girls can do anything” and is excited advocating for the rights of women at work is key issues pertinent to us in our work. We about the opportunity to be part of the team. further amplified. The Women’s Committee in begin with an analysis of global data, regional return has requested for more involvement in Amanda Rupkalvis commitments followed by assessments of our campaigns and has committed to marching FWRM welcomed Amanda Rupkalvis in national policies and interinking issues. We with us for Human Rights Day on December 10. September 2018 as an intern from Canada’s also bring to you some empowering stories of This Balance also comes at an opportune Global Insights. Amanda has been working with women fighting the barriers on a daily basis. time, at the end of the 16 days of activism the Intergenerational and the Communications While there are progressive laws in place, against gender based violence, with the global teams and will be completing her three-month FWRM recognises the need for a more holistic theme “End Gender Based Violence in the World internship this month. Amanda’s passions lie approach to better address gender inequality of Work”. This outlines the struggle faced by in feminism in politics and supporting victims because of entrenched patriarchy and existing women around the world in the fight against of abuse. She hopes to learn more about the systematic barriers at different levels of society. experiences of Fijian women during her internship. violence specifically within their own work The gender advertisement campaign creates She is keen to contribute to positive change in the environments. We are privileged to continue public awareness of the everyday inequalities state of things. the advocacy and the campaign against this that women face. global issue and join thousands of voices Emeli Anise As part of the campaign, 3 television and organisations around the world in the Emeli Anise began working at FWRM in adverts have been produced, with the fourth amplification of this struggle. November, 2018 as the new GIRLS Officer. ad on women in employment to be broadcast We hope you enjoy this publication and on She has been committed to civil-society work next year. The ads were aired on the two behalf of the FWRM team, and until the next since 2012. Emeli has previously worked with mainstream national television channels publication in the new year, Happy Holidays. Save the Children, Fiji and femLINKPACIFIC. and adapted into 6 radio adverts that were If you wish to provide us feedback, please She is a graduate of the University of the South broadcast nation-wide in English, Hindi and drop an email to [email protected] Pacific where she completed a Bachelor of Arts i-Taukei.The videos were also shared on our majoring in Sociology and Politics and also holds social media pages and the FWRM website. Thank you! a Post-Graduate Diploma in Development Studies. They garnered a lot of attention and traction In Solidarity, Emeli is excited about working with the GIRLS from online audiences reaching more than Nalini Singh. Programme and we look forward to an exciting year for the team in 2019.

2 GLOBAL Global Gender Gap and Economic Participation and Opportunity for Women Based on Fiji Women’s Rights Movement Annual Analysis of the Global Gender Gap Reports.

THE World Economic Forum (WEF) publishes the By Kunal Goundar to incorporate gender-based violence prevention Global Gender Gap Report (GGGR) annually. The and response strategies into women’s economic GGGR was initiated in 2005 by the WEF after Women make immense contributions to empowerment initiatives. observing persistent societal and economic gaps economies, whether in businesses, on farms, Investing in women’s economic empowerment between women and men in their access to as entrepreneurs or employees, or by doing sets a direct path towards gender equality, poverty resources and opportunities.1 unpaid care work at home. However, they also eradication and an inclusive economic growth. The GGGR has four indicators including remain disproportionately affected by poverty, There is an increasing consensus globally that economic participation and opportunity, discrimination and exploitation. Due to gender strong economic performance requires women to educational attainment, political empowerment, discrimination women often end up in insecure be given opportunities and resources to participate health and survival. These four elements form the low-wage jobs and constitute a small minority of freely in an economy. This should resonate global gender gap (index).2 The index benchmarks those in senior positions. This curtails access to particularly for Fiji as women outnumber men national gender gaps and provides country economic assets such as land and loans. It limits in achieving educational success, however, are rankings that allow for effective comparisons participation in shaping economic and social not able to achieve the same level of economic across regions, income groups, and over time.3 policies. Furthermore, since women perform the prosperity as men. The rankings are essentially designed to create bulk of household work, they often have little The private sector should also be encouraged greater awareness of the challenges posed by time left to pursue economic opportunities. The to promote more women and provide data on the gender gaps. GGGR has made a case greater female economic advancement of women through subsidies and tax It should be noted that the GGGR has had participation to boosts economies. In fact, measures. Additionally, create economic policies issues in collecting in developing countries. Fiji enhancing women’s participation in development that recognise and financially support girls and still remains the only Pacific Island country to be is essential not only for achieving social justice women’s unpaid household and care work, while ranked in the GGGR, however, has failed to provide but also for reducing poverty in any country. The reducing and redistributing its burden. It’s about necessary data for the index in 2016. As such, there GGGR reports the East Asia and Pacific (inclusive economic equality: such as closing the gender was no information on Fiji’s publications. Hence, it of Fiji) loses up to US$47 billion annually since pay gap, increasing job opportunities, or access to loans. It’s also about breaking down barriers that is imperative that we locally give more contextual women have limited access to employment hold women back: from discriminatory laws to an understanding to the index as the report itself opportunities.6 unfair share of unpaid home and family care. It’s cannot provide the necessary specificity. Having Tackling the significant disparity between a game-changer for development because when said that, Fiji lacks an important tool to measure women and men’s economic activity in Fiji, requires more women get the chance to work, it makes their gender gap . investment in policies and social protection families, communities and countries wealthier. This issue of Balance, we focus on the systems to create an enabling environment for To engage more women into economic Economic Participation and Opportunity sub-index women to enter and thrive in the formal and participation and increase their opportunities, of the GGGR. The measurement of the economic informal labour markets. Having such policies and government should: participation and opportunity focuses on three protection would eventuate in women’s economic • Encourage the private sector through subsidies concepts: the participation gap, the remuneration empowerment, allowing them to earn more, gain and tax measures to promote women through gap and the advancement gap. The participation better jobs and achieve financial independence. family leave, day care, flexible work hours, gap is captured through the difference in labour Policies and social protection systems may and social security; force participation rates. The remuneration gap lead to women’s economic empowerment over an • Champion the tenets of decent work for is the captured ratio of estimated female-to-male extended period of time since immense political women, including equal access to employment, earned income. The advancement gap is captured will is required to lead to its successes. On the benefits, training, and leadership positions; through the ratio of women to men among other hand, temporary special measures would equal pay; and a safe and harassment-free legislators, senior officials and managers, and achieve more immediate success. Adopting work environment; the ratio of women to men among technical and temporary special measures ensures that women • Create economic policies that recognise and professional workers. and men have the same promotion opportunities, financially support girls and women’s unpaid Based on the GGGR 2017, Fiji has barely including for women who have taken maternity household and care work, while reducing and progressed in Economic Participation and leave and time off to raise their children. We redistributing its burden; Opportunity, the ranking has moved up two spots have to further champion decent work for • Invest in women’s Small and Medium from 127 to 129.4 This, translated in terms of the women, including equal access to employment, Enterprises (SMEs) and women entrepreneurs overall index score, shows a negligible increase benefits, training, and leadership positions with through inclusive financing and comprehensive from 0.645 to 0.638.5 equal pay and a safe and harassment-free work training; and environment. Additionally, FWRM’s research • Incorporate gender-based violence prevention 1 The Global Gender Gap Index (2006), World Economic Forum http:// ‘Balancing the Scales: Improving Fijian’s Women’s and response strategies into women’s www3.weforum.org/docs/WEF_GenderGap_Report_2006.pdf (Ac- Access to Justice’ found that “women and girls economic empowerment initiatives. cessed on 21 November 2018) 2 The Global Gender Gap Index (2006), World Economic Forum http:// are the victims/survivors in 9 out of 10 cases www3.weforum.org/docs/WEF_GenderGap_Report_2006.pdf (Ac- reported to the Fiji Police in all categories of Reference cessed on 21 November 2018) 7 1. The Global Gender Gap Index (2006), World Economic Forum http:// 3 The Global Gender Gap Index (2006), World Economic Forum http:// Sexual Offence cases ”. As such it is necessary www3.weforum.org/docs/WEF_GenderGap_Report_2006.pdf www3.weforum.org/docs/WEF_GenderGap_Report_2006.pdf (Ac- (Accessed on 21 November 2018) cessed on 21 November 2018) 6 The Global Gender Gap Index, World Economic Forum 2017 https:// 2. The Global Gender Gap Index (2017), World Economic Forum https:// 4 The Global Gender Gap Index (2017), World Economic Forum https:// www.weforum.org/reports/the-global-gender-gap-report-2017 (Ac- www.weforum.org/reports/the-global-gender-gap-report-2017 www.weforum.org/reports/the-global-gender-gap-report-2017 (Ac- cessed on 21 November 2018) (Accessed on 21 November 2018) cessed on 21 November 2018) 7 Balancing the Scales: Improving Fijian Women’s Access to Justice 3. Balancing the Scales: Improving Fijian Women’s Access to Justice by Fiji 5 The Global Gender Gap Index (2017), World Economic Forum https:// by Fiji Women’s Rights Movement http://www.fwrm.org.fj/images/ Women’s Rights Movement http://www.fwrm.org.fj/images/fwrm2017/ www.weforum.org/reports/the-global-gender-gap-report-2017 (Ac- fwrm2017/publications/analysis/Balancing-the-Scales-Report_FINAL- publications/analysis/Balancing-the-Scales-Report_FINAL-Digital.pdf cessed on 21 November 2018) Digital.pdf (Accessed on 21 November 2018) (Accessed on 21 November 2018)

3 REGIONAL Voicing WEE in the Region: The 13th Triennial of the Pacific Women

The 13th Triennial Conference of Pacific and sub-national parliaments and legislatures, Women was hosted by the (SPC) By Menka Goundan in customary institutions and in senior decision- from 2-5 October 2017 in Suva, Fiji. The theme of making positions in government was necessary the conference was ‘Economic Empowerment of Discrimination against Women (CEDAW) and to prepare the context towards a reduced gender Pacific Women’. the outcomes of the Commission on the Status gap in all economic sectors. The representation Participants at the conference included of Women (CSW) meetings had significantly of women is key and this was further expounded representatives from 20 SPC member countries influenced the discussions, the Convention on on in the document through the following three and territories including American , Persons with Disability was also highlighted. points: Australia, , Federated States of The outcomes stated that taking measures to 1. Setting appropriate targets for the , Fiji, , , , ensure women with disabilities have access to representation of women, men and , New Zealand, Marshall Islands, decent work in the public and private sectors, marginalised groups across the key decision- Nauru, Papua New Guinea, Samoa, Solomon and that work environments are inclusive of, and making areas noted in the PLGED, and Islands, Tokelau, , United States of America, accessible to, all persons with disabilities was considering adopting temporary special Vanuatu, and . important for the full participation of women living measures, where appropriate, to increase The conference reaffirmed the Pacific Leaders with disability in the economies of the Pacific. women’s representation in legislatures Gender Equality Declaration (PLGED), the Revised The outcomes and the discussions at the 2. Encouraging women’s participation and Pacific Platform for Action on the advancement of conference also recognised the struggles women leadership in trade unions, organisations for women and gender equality (RPPA), the Beijing in the Pacific face in accessing economic sectors, informal workers, employers’ and business Declaration and Platform for Action and the both in terms of opportunity and participation. organisations and professional associations outcomes of its subsequent reviews, which laid Women’s plight in relation to access to Sexual 3. Promoting women’s influence and agency by the foundation for the implementation of the and Reproductive Health and Rights, sexual- and supporting the capacity of special interest S.A.M.O.A Pathway and the 2030 Agenda for gender-based violence and social protection groups such as market vendors to develop their Sustainable Development. available to women is key to understanding bargaining power in economic areas. The outcome of the 13th Triennial was one that women’s economic empowerment. recognised Pacific women’s worth in the economic It is essential to re-look at discriminatory Many countries in the Pacific have a rampant sector in all its diversities. Indigenous women and legislative and regulatory frameworks that impede patriarchal society that is evident in its socio- those from ethnic minorities, urban poor, those the promotion of gender equality and women’s economic life. It is imperative that our societies living in rural and remote areas, young women, rights to decent work and employment, equal evolve and create an empowering economic women with disabilities, and lesbian and bisexual pay, decent living wages, timely and accessible environment for women in all their diversities women were explicitly noted in the document. In justice, freedom and personal safety, sexual and from economic opportunity, participation and to recognition of women’s diverse experiences and reproductive health, property, inheritance and remuneration with the exercise of a full range learned knowledge in the Pacific, CSOs were citizenship. of women’s human rights that increase their included in the leaders table for the first time. It was also essential to understand the call likelihood of participation and create a fulfilling Whilst the Convention on All Forms of to increase the number of women in national economic experience. Photo: FWRM We Rise participants at the 13th Triennial Conference of Pacific Women in October, 2017

4 NATIONAL The link between and Women’s Economic Empowerment ADVANCING women’s economic empowerment By Kaushal Sharma & (WEE) is key in achieving gender equality in Fiji because it is an area where more work is Laisa Bulatale needed. In this regard, we acknowledge and appreciate efforts by the Fijian Government in husbands and relatives for money” as well as providing avenues for more women to attain disagreements on “household expenditure, marital economic empowerment. These avenues include conflict and violence”.6 the provision of small grant and social welfare On the flip side, there is a wealth of literature schemes, having capacity building programmes that shows that the correlation between economic for rural women, improving maternity provisions,1 insecurity and VAW is substantial7. Sometimes, implementing non-discriminatory employment women living in violent relationships experience laws adopting a national gender policy,2 and the economic abuse because their partners have ratification of the CEDAW convention,3 to name a substantive control over assets and income thus few. limiting women’s autonomy. In some instances, While there is a lot of research on the physical this could be one of the reasons women take up to and health implications of Violence Against Women two years to access justice (FWRM, 2017).8 There (VAW), very little has been done to unpack the are also studies that make positive correlation bi-directional implications of VAW on WEE in Fiji. amongst other factors, between women’s This article attempts to look at the global narrative economic empowerment and reduction in violence around the linkages between VAW and WEE and against women. Long-term accrual of economic how it can be linked to the national context. agency tends to reduce incidents of violence. This

The relationship between WEE and VAW can be linked to several reasons. Firstly, women Photo: Google is multifaceted and based on the intersectional are able to secure assets and property and thus “Do not Harm” report also outlines the challenges realities of women. VAW has a significant impact have higher leverage in terms of negotiating power of women’s economic empowerment. on women’s employment opportunities, income within the household9. Secondly, women who are In addition to that, it is also important to earning capacities and advancement in the economically empowered have higher chances of also consider the safety and protection issues workplace. Several researches from across the moving away from abusive relationships. Thirdly, for women who do go out to work. Women’s world present contradictory evidences for the economically empowered women with sole participation in the economy also comes with correlation between WEE and VAW.4 In terms ownership of assets show higher help-seeking increased risk of experiencing various forms of of household dynamics, studies5 show that the behaviour in comparison to their counterparts.10 non-intimate partner violence. For instance, transitionary rise in women’s economic power Apart from the household dynamics, the FWRM’s study on Sexual harassment of women increases the likelihood of male violence against linkage between WEE and VAW also needs to be in the workplace in Fiji (2016) reveals that “one in women, particularly in instances where the explored in the workplace. A experiencing five women interviewed (20%) have experienced traditional gender roles and androcentric power violence in her home can have an impact on her sexual harassment in the workplace”11. Hence, dynamics are threatened. Closer to home, the Do ability to earn money because she may be forced it is important to deconstruct the link between No Harm Research conducted in Solomon Islands to take days off work. A woman’s performance WEE and VAW and note that the results may vary and Papua New Guinea from 2014-2018 reveal that and productivity in the workplace can also be depending on the context as well as a multitude while women stated positive outcomes of WEE, significantly affected when experiencing violence of other factors that perpetuate violence against there are also complicit challenges that come at the home. If the physical violence continues, women. with income generation such as “the burden of then impacts her ability to continue working and In terms of approaches, it is important to extra work, difficulties finding childcare, problems thus affects her opportunity to advance in the accessing markets, and increased demand from workplace and/or even remain employed. Cont’d on page 6

1 http://www.fiji.gov.fj/getattachment/f228b9fe-ffcb-4237-a3f5-2157657a7ac9/Budget-Estimates.aspx 2 http://www.fiji.gov.fj/getattachment/db294b55-f2ca-4d44-bc81-f832e73cab6c/NATIONAL-GENDER-POLICY-AWARENESS.aspx 3 https://www.ohchr.org/EN/ProfessionalInterest/Pages/CEDAW.aspx 4 http://gsdrc.org/docs/open/hdq790.pdf 5 Examples: https://www.measureevaluation.org/our-work/gender/perspectives-on-gender-based-violence-and-women2019s-economic-empowerment-in-sub-saharan-africa-challenges-and-opportunities (Africa); https://www.ncbi. nlm.nih.gov/pmc/articles/PMC2791993/ (India); https://www.ncbi.nlm.nih.gov/pubmed/12846132 (Bangladesh) 6 http://www.devpolicy.org/do-no-harm-womens-economic-empowerment-and-domestic-violence-melanesia-20180706/ 7 http://www.un.org/womenwatch/ianwge/taskforces/vaw/Fiji_VAW_Assessment_2008.pdf 8 Balancing the Scales: Improving Fijian Women’s Access to Justice summary report: http://fwrm.org.fj/publications/research-analysis/access-to-justice 9 For example: https://www.sciencedirect.com/science/article/abs/pii/S0305750X11000209; https://www.jstor.org/stable/24384102?seq=1#page_scan_tab_contents; https://www.amherst.edu/media/view/92357/original/Marial+ Violence,+Human+Development+and+Women%27s+Property+Status.pdf 10 https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5496088/ 11 http://fwrm.org.fj/images/fwrm2017/publications/analysis/FWRM-Public-Copy-MG-050916.pdf 13 https://www.unescap.org/sites/default/files/Session%203%20-%20Anna-Karin%20Jatfors.pdf 14 http://gsdrc.org/docs/open/hdq790.pdf 15 Financial stability is often cited by survivors as the reason behind their decision to stay with or return to abusers and thus social and economic support such as child support, child care, housing, transportation, access to justice as well as longer term support in terms of saving plans and asset ownerships is crucial: http://www.pcadv.org/Learn-More/Domestic-Violence-Topics/Economic-Justice-And-Restoration/

5 YOUNG WOMEN Young Women’s Labour Participation YOUNG women have come a long way from not five-year difference was not taken into account at all being involved in labour force participation By Artika Singh in the report. Upon request from Fiji Bureau to the increased participation we witness today. of Statistics, it was found that young women Despite this, gender disparity continues to exist in between the ages of 15-34 (based on the five- 6 young women’s labour force participation. Nations Sustainable Development Summit , year difference) have a labour participation rate This article focuses on Young Women’s proving its commitment to global goals relating to of 33% compared with their male counterparts Labour Force Participation in Fiji, specifically development issues such as equality in economic, at 67% for the year 201611 and the gender gap in terms of age definition, international and social and political arenas. In relation to young being 34%. national commitments, situation context and the women’s labour participation, the 2030 Agenda Women’s labour participation is dependent for Sustainable Development, under goal 8.5, associated challenges and recommendations. on multi-layered factors such as education, The International Labour Organization defines provides that: fertility rates, social norms and the nature of job a youth as a person between the age of 15 and “By 2030, achieve full and productive creation12. Fiji has shown initiatives in making 241. However, Fiji’s National Youth Policy 2011 employment and decent work for all women and education accessible through various schemes, defines a youth as a person between the age of men, including for young people and persons however, gender disparity remains. 15 to 352 and this definition has been reiterated with disabilities, and equal pay for work of equal To reduce gender disparity, it is essential in the draft 2018 National Youth Policy3. It is value7 ” interesting to note that in the Situational Analysis While Fiji’s National Employment Policy8 to ensure access to better jobs and the ability Report in 2011, labour participation of youth only and Fiji’s National Development Plan have both to take advantage of new labour market considered the age range from 10 to 244. The adopted goal 8.5 at national level9, unfortunately, opportunities that arise from the growth of National Employment Policy, in discussing the young women have not been mentioned the country. Additionally, access to childcare, employment of young people, identifies the age specifically. supportive institutions and legal measures to bracket to be 15 to 24 years5. The inconsistency The Situational Analysis Report 2011 shows ease domestic duties, enhancement of women’s in the age group used to define a youth gives that labour participation for young women safety together with encouraging private sectors rise to difficulties in not only assessing the between 10 to 24 years is at 23.5% compared to increase employment opportunities13 are also situation accurately but also drawing up policy with 36.9% for young men’s labour participation equally important to address the disparity. For recommendations. with the gender gap being 13.4% for the year economic growth, it is crucial to ensure equal Fiji adopted the 2030 Agenda for Sustainable 200710. It is pertinent to note, however, that the young women’s labour participation through Development on 25 September 2015 at the United accepted age range for youth (15-34) based on a enabling and quality employment. Photo: FWRM According to the article, there has not been any specific mention of young women in either Fiji’s National Employment Policy or the National Development Plan

1 Youth Employment (2018) International Labour Organization https://www.ilo.org/wcmsp5/groups/public/---dgreports/---stat/documents/publication/wcms_422439.pdf (Accessed on 22 October 2018) 2 Youth National Youth Policy (2011) Youth Policy http://www.youthpolicy.org/national/Fiji_2011_National_Youth_Policy.pdf (Accessed on 22 October 2018) 3 Leaders Now, Shaping Futures 2018 National Youth Policy Ministry of Youth and Sports pg 3 4 Situational Analysis of Youths in Fiji (2011) Ministry of Youth and Sports http://www.youth.gov.fj/images/images/Situational-Analysis-Report.pdf (Accessed 22 October 2018) 5 Fiji National Employment Policy 2018 Ministry of Employment, Productivity & Industrial Relations http://www.employment.gov.fj/images/National%20Employment%20Policy%20Booklet.pdf (Accessed on 22 October 2018) 6 Fiji Government, NGOs and UNDP Working in Partnership to fulfil the underlying SDG pledge to ‘Leave No One Behind’ (2016) UNDP Pacific Office in Fiji http://www.pacific.undp.org/content/pacific/en/home/presscenter/ar- ticles/2016/06/23/fiji-government-ngos-and-undp-working-in-partnership-to-fulfil-the-underlying-sdg-pledge-to-leave-no-one-behind-.html (Accessed 22 October 2018) 7 Transforming our world: the 2030 Agenda for Sustainable Development (2015) Sustainable Development https://sustainabledevelopment.un.org/post2015/transformingourworld (Accessed 22 October 2018) 8 Fiji National Employment Policy 2018 Ministry of Employment, Productivity & Industrial Relations http://www.employment.gov.fj/images/National%20Employment%20Policy%20Booklet.pdf (Accessed on 22 October 2018) 9 Women in Development (2017) 5 year and 20 year National Development Plan Transforming Fiji http://www.fiji.gov.fj/getattachment/15b0ba03-825e-47f7-bf69-094ad33004dd/5-Year---20-Year-NATIONAL-DEVELOPMENT-PLAN.aspx (Accessed 22 October 2018) 10 Situational Analysis of Youths in Fiji (2011) Ministry of Youth and Sports http://www.youth.gov.fj/images/images/Situational-Analysis-Report.pdf (Accessed 22 October 2018) 11 Fiji Bureau of Statistics (EUS 2016) 12 Verick, S (2014) Female labour force participation in developing countries https://wol.iza.org/uploads/articles/87/pdfs/female-labor-force-participation-in-developing-countries.pdf (Accessed 23 October 2018) 13 Verick, S (2014) Female labour force participation in developing countries https://wol.iza.org/uploads/articles/87/pdfs/female-labor-force-participation-in-developing-countries.pdf (Accessed 23 October 2018)

6 UNPAID CARE WORK Women and Unpaid Care Work

Asia and the Pacific, this rises to 80 per cent. Unpaid care work is care work provided without a monetary reward by unpaid carers. Unpaid care is considered as work and is thus a crucial dimension of the world of work. The majority of the care work worldwide is undertaken by unpaid carers, mostly women and girls from socially disadvantaged groups. Unpaid care work is a key factor in determining both whether women enter into and stay in employment and the quality of jobs they perform.2 According to the United Nations, unpaid care often includes duties such as preparing meals, cleaning, washing clothes, collecting water and food. All of this can come under the umbrella of looking after children, family members and those with disabilities, without financial reward. Women spend 4.1 times more time in Asia and the Pacific in unpaid care work than men. According to the ILO report on care work and care jobs for the future of decent work, investment in the care economy needs to be doubled to avert a looming global care crisis, says the new ILO report. Data from 64 countries representing two thirds of the world’s working age population show that 16.4 billion hours per day are spent in unpaid care work - the equivalent to 2 billion people working eight hours per day with no remuneration. Across the world, without exception, women Photo: FWRM Unpaid care work was also an issue portrayed in one of our gender advertisements perform three-quarters of unpaid care work, or broadcasted this year 76.2 per cent of the total of hours provided. In no country in the world do men and women provide an equal share of unpaid care work. Women In the last two years, FWRM released dedicate on average 3.2 times more time than studies and research reports that highlighted By Alanieta Velulu men to unpaid care work: 4 hours and 25 minutes the continued prevalence of violence and per day, against 1 hour and 23 minutes for men. discrimination that women face today at different Over the course of a year, this represents a total stages of their life cycle. This includes sexual Fiji highlighted that ageing women continued of 201 working days (on an eight-hour basis) for harassment in the workplace, barriers to women’s responsibility to care and provide for their family women compared with 63 working for men. access to justice, women’s ageing issues and whether financially or as ‘carers’ despite their The issue of time spent outside of the (paid) young women’s political participation. The advanced ageing. Further ageing women from workplace tends to be overlooked in debates findings highlight a need for a change in mindsets the mentioned scoping study feel an obligation to around gender equality, but what happens at and attitudes towards women. Ideas on women’s continue care work as nurturers and supporters to home has ripple effects throughout society. gender roles contribute to their perceived the family unit. Having these expectations from Policymakers can help close the time gap by inferiority and reinforces the structural barriers family and society adds unnecessary stress to redistributing some of the unpaid work to men. and discrimination they face daily. To raise ageing women who are obligated to continue After all, men who have access to paid leave awareness on these issues, FWRM is carrying their duty as the nurturer even when they do not after the birth of a child spend more time on out a Gender Equality Campaign focusing on four have any form of financial support themselves. household labor and childcare even years later. key areas including; women in leadership, women It is a known fact that women contribute and However, in an era in which men and women are and unpaid household work, women in sports and perform majority of the unpaid care work in the both in the labor force, redistribution isn’t enough women in employment. As part of this campaign, world. A most striking and well-known feature of as it just means that everyone will struggle to FWRM produced a series of four gender unpaid work is that women, as compared to men, reconcile work and family life. Policies such advertisements on these issues which were perform it disproportionately in developing and as flexible working arrangements, affordable broadcasted on national television and radio. We developed countries alike.1 care for children and the elderly, and affordable hope that the nation-wide gender advertisement According to the ILO report, globally, women healthcare can support men and women alike and campaign can help engage a wider range of public perform 76.2 per cent of total hours of unpaid care strengthen society and the economy as well.3 into the discussions on the everyday inequalities work, more than three times as much as men. In women face in today’s society particularly in reference to key gender issues. 1 ILO Care Work and Care Jobs For the Future of Decent Work Report 2 ibid In 2016 FWRM’s Women and Ageing Scoping 2018 Accessed Online https://www.ilo.org/wcmsp5/groups/public/-- 3 Bridget Ansel; 2017 All work and no pay for many women around the -dgreports/---dcomm/---publ/documents/publication/wcms_633135. globe Accessed online https://equitablegrowth.org/all-work-and-no- Study on Perceptions on Ageing Women in pdf pay-for-many-women-around-the-globe/

7 VIOLENCE AGAINST WOMEN AND WOMEN’S ECONOMIC EMPOWERMENT Gender Sensitive Policies at the Root of Realising Women’s Economic Empowerment Fiji’s Experience with the National Employment Policy

Gender-sensitive policies are significant to By Daiana Taoba & to the 2014 Annual Employment Survey (Fiji closing gender gaps in all areas of society including Bureau of Statistics, 2014), the average women’s economic empowerment. Whilst Fiji is Menka Goundan weekly wage by major occupation was striving towards progress in implementing gender FJ$150.30: $174.30 (per week), female:male sensitive policies through the implementation exploitation. A review of the term “child” was ratio. of its National Gender Policy (2014) which suggested by FWRM to be related with the 4. Greater enforcement of sexual harassment recognises gender mainstreaming across the Convention of the Rights of the Child (CRC) policies in public and private sectors state mechanism. which is acknowledged in the NEP. The According to FWRM’s Sexual Harassment In Fiji’s Women’s Plan for Action (2009- CRC, ratified by Fiji in 1993, defines a child in the Workplace Study (2016), one in five 2019), the Ministry of Women, Children and as “a person below the age of 18, unless women in formal sector employment has Poverty Alleviation has made commitments to the laws of a particular country set the legal faced sexual harassment in the workplace. advance women’s economic participation and age for adulthood younger” (UNICEF, 2018). The workplace needs to be safe and secure of empowerment. This synergy ought to be shared In addition to that, the Fiji Child Welfare Act all forms of violence to allow women and girls across all government agencies to catalyse (2010) sets out the interpretation of a child to participate in formal sector employment. change. as “any person under the age of 18” (3(1) (Fiji 5. Addressing the limitation of Maternity In 2018, the Ministry of Employment, Government Gazette, 2010). Provisions under Employment Relations Act Productivity and Industrial Relations opened 2. Investigating and producing gender- (ERA) 2007” (National Employment Policy consultations for the drafting of a National disaggregated data on women’s labour force 2018). Employment Policy. FWRM made a submission participation While FWRM acknowledges the National towards this in January 2018. The NEP1 was The 2017 Population and Housing Census, Employment Policy, there is existence of a gap adopted in August 2018 and taking into account “there is a significant gender differential in recognition of women and girls employed in the recommendations by FWRM in the area of in the Labour Force Participation Rates i.e. the informal sectors. These are people who have women’s human rights and economic participation. 76.4% for males and 37.4% for females” (Fiji contributed enormously to our economy thus, The recommendations made and adopted by Bureau of Statistics, 2018). Availability of there is a need to gather data for integration into the NEP were: data is needed on women’s participation to demonstrate specific levels of gender gap. policy development and implementation. Although Fiji has a National Employment 1. Making it easier for more women with 3. Addressing the gender pay gap in Fiji Policy, it is important to note that the policy children to enter paid workforce requires The Sustainable Development Goal (SDG) is implemented in a coherent and sustainable specific policies. target 8.5 states that women, including manner throughout the gender spectrum. No one FWRM’s work with women and girls persons with disability, should be subjected to should be discriminated in the formal work sphere reveal that children are more vulnerable to equal pay for work of equal value. According and must have the opportunity to participate and be remunerated in a fair and just way. 1 http://www.employment.gov.fj/images/National%20Employment%20Policy%20Booklet.pdf

The link between Violence against Women and Women’s Economic Empowerment

From page 4 in domestic violence. It can also give women of violence is crucial to reduce chances the means to leave an abusive relationship and of survivors staying or returning to their note that WEE is not a magic bullet for be able to support themselves independently.12 abusers.14 addressing VAW. Instead, there is a need to • Ensuring WEE projects have a component on • Last but not the least, having stronger explore holistic approaches that strengthen EVAW. Studies show that including “violence legislative provisions, institutional the positive correlation between WEE and prevention initiatives” in WEE programs, arrangements and organisational polices to the Elimination of Violence Against Women or particularly in conservative societies, can help ensure a safer workplace for women. EVAW. The following presents some examples reduce intimate partner violence.13 In conclusion, it can be stated that the of such approaches: • EVAW requires a holistic reconfiguration of the link between VAW and WEE in Fiji is an • Implementing strategies that enable women social, economic and justice sector. Hence, both unexplored terrain and needs to be further to earn an income and own assets can help short-term and long-term programs that provide explored. reduce economic stress for women; a factor economic support and empower a survivor

8 UNPAID CARE WORK AND WOMEN’S ECONOMIC EMPOWERMENT I am Richer Than You Think! Unpaid Care Work, Violence and Women’s Economic Empowerment

In this issue of Balance, FWRM accelerated discussions on “Women’s Economic Empowerment”. It is significant to discuss women’s empowerment in the economy but in this conversation it is as important to highlight the nuances of the domestic environment that influence women’s economic empowerment or vice versa. In the social construction of patriarchal societies like Fiji, women’s idea of stepping out to work may gain them financial autonomy and stability. However, gender roles and masculinity prescribed in the society and translated as the way of life may inherently affect women’s full participation and productivity in economic life. FWRM has advocated for women’s unpaid care work and violence against women since its establishment in 1986. Both issues have been highlighted by FWRM recently through its ‘Gender Equality Media Campaign1’ and ‘Balancing

the Scales: Improving Fijian Women’s Access Photo: FWRM 2 to Justice Media Campaign .’ In this article, FWRM Executive Director Nalini Singh at a presentation highlighting the gender pay gap during a I wish to elaborate the domestic challenges meeting at the Fiji Trades Union Congress office women face in fulfilling their hope of economic participation. In stating this, I also understand that some of us have had better opportunities and By Menka Goundan in the Gender Matters publication stating continue to have agency in our lives and in our “increasing women’s command over financial decisions. However, this is the domestic reality resources can expose women to domestic conflict The study by Professor Narsey further stated of many of our Pacific sisters as is highlighted in and violence when it is perceived to threaten ideas that “when household work by the Economically International Women’s Development Agency’s ‘Do of masculinity and established gender roles.” In Active person is also taken into account, then No Harm’ research study3. Although Fiji is not part various studies including: IWDA’s ‘Do No Harm’, females are shown to work between 26% and 31% of the study, the findings are no different to the FWRM’s ‘Balancing the Scales: Improving Fijian more than males. While females contributed only 8 lived experiences of women in Fiji. Women’s Access to Justice ’, FWRM’s ‘Sexual 27% of the total time worked by the Economically 9 As stated in IWDA’s report, global trends Harassment in the Workplace: Follow Up Study ’, Active, they contributed 76% of the time devoted 10 suggest that whilst women’s economic participation FWCC’s ‘Somebody’s Life Everybody’s Business ;’ to household work, hence 52% of all time worked has increased, men are not taking on greater we have continuously discussed a number of in the economy (inclusive of household work). responsibility for domestic work and unpaid care. perceived motivations for violence: “women not “This means that despite doing 52% of all time Women have to work twice as hard to maintain doing what the partner wants them to do, working work done in the economy, females received their housework and formal employment. Similar late or going on work-related travel, disputes only 27% of all income earned in economy. In trends exist in Fiji, which was highlighted by the over income expenditure and not having time to monetary terms, the report further stated that Fiji Bureau of Statistics report published in 2007 by complete housework”. with a moderate price ($30 per week) placed on Professor Wadan Narsey titled: ‘Gender Issues in The recognition of the time and effort full-time household work, then household work Employment, Underemployment and Income in Fiji4:’ women are placing in the unpaid care economy contributes an extra $478million of income to “Economically Active persons did an average of 14 and the vulnerability of women facing high rates the economy. In 2017, tourism revenue was hours of household work per week, the average for of violence is pivotal when discussing women’s $480.30million. Tourism is the biggest sector females being 26 hours, while for males it was nine economic empowerment. A woman’s ability contributing to Fiji’s economy5. hours. This indicates an unfair burden of household to meaningfully participate in economic life is Australian National University’s Associate work falling on females, implying serious time influenced by not only gender sensitive policies Professor Richard Eves’ discussed in the ‘Do No constraints on a females’ ability to devote time and a sensitised formal sector environment Harm6’ Papua New Guinea research that increased and effort to personal development. The same was but also by attitudinal changes in the domestic economic opportunity for women can have elaborated in FWRM’s ‘Gender Equality Media environment in distributing care work and both positive and negative outcomes including Campaign, 2018.’ eliminating violence. increases and decreases in the level of violence. Crawford J. of IWDA further elaborated in 2013 1 http://www.fwrm.org.fj/news/events/gender-equality-campaign 7 2 http://www.fwrm.org.fj/publications/research-analysis/access-to- through her article titled ‘Rivers and Coconuts ’ justice 8 http://www.fwrm.org.fj/publications/research-analysis 3 https://iwda.org.au/assets/files/Do-No-Harm-Professional-Womens- 9 http://www.fwrm.org.fj/publications/research-analysis/not-ok-stop- Finding-Report.pdf 5 https://tradingeconomics.com/fiji/gdp sexual-harassment-campaign 4 http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.606.2187& 6 https://iwda.org.au/do-no-harm-women-in-formal-employment/ 10 http://www.fijiwomen.com/wp-content/uploads/2017/11/National- rep=rep1&type=pdf 7 https://iwda.org.au/resource/journal-gender-matters-2/ Survey-Summary.pdf

9 16 DAYS ACTIVISM FWRM, Women’s Economic Empowerment and 16 Days of Activism

November 25 marks the beginning of the 16 response resulted in the development of the

Days OF Activism every year and for 2018, FWRM By Serelisoni Moceica Emerging Leaders Forum which finally got off the stood in solidarity with the global women’s ground in 2004 after the coup of 2000. The year movement condemning all forms of violence long programme enabled young women to learn against women. about human rights, women’s rights, feminism, the project evolved into advocacy and labour law This year’s global theme was “End Gender- leadership and a range of issues relevant to a reforms. Based Violence in the World of Work.” Women young woman’s development in our local context. must be allowed equal participation in the world In February 1995, the FWRM’s first major of work, free from violence, harassment and any research project was published under the auspices of its Women’s Employment and Economic Rights Employment Relations Promulgation form of discrimination. Another milestone under the project was FWRM planned a social media advocacy project. Labouring Under the Law, written by Claire Slatter and Dr ‘Atu Emberson-Bain was the incorporation of maternity protection, campaign for the 16 days of activism where equal employment opportunities, equal pay posts on the organisation’s social media accounts a critique of employment legislation in Fiji and how it adversely affected women. The paper for work of equal value and the penalization would highlight a diverse range of issues and of sexual harassment in the workplace within research analysis published and advocated by the highlighted how gender-based cultural values placed limits on women’s occupational mobility, the legislation – in this case, the Employment organization over the years. These issues ranged Relations Act (ERA). from sexual harassment in the workplace, access in particular their promotion to positions of authority. It found that women hold jobs which Addressing gender inequalities under existing to justice research statistics, media advocacy, laws, FWRM campaigned from 1994 to 2007 gender equality campaigns and even the more often than not were low-waged. A milestone achieved under WEER was a with the main focus of reforming outdated and publication of GIRLS Letters to the Editor written sexist labour legislation. Hiccups on the reforms by members of our Grow, Inspire, Relate, Lead, campaign launched in 1998 centering around two themes – “Girls Can Do Anything” and “Jobs included the 2006 coup however, the Employment Succeed programme. Relations Promulgation was finally enacted a year Each day of activism this year was Have No Gender”. FWRM worked closely with secondary school later in 2007. centered around a thematic issue and FWRM FWRM also acknowledges new provisions also highlighted work in areas of women’s aged young women and the overwhelming economic empowerment including the Women’s Employment and Economic Rights, a project established in 1993 with the aim of redressing women’s social and economic disadvantage in the wake of labour reforms that further marginalized the rights of women in the workplace.

Women’s Employment and Economic Rights Project Beginning with the WEER project and throughout the years, FWRM has continuously adopted strategies in efforts to raise public awareness and consciousness on the existing gender inequalities faced by women in this area. The 2017 Global Gender Gap Index Report ranks Fiji as 125th position out of the 144 countries. Whilst Fiji has progressed in terms of narrowing the gender gap in education (71/144), the lowest rank is found in the area of economic participation and opportunity which puts us at 127th position out of 144 countries. Research, education and raising awareness on this issue was undertaken during the first phase The 1998 campaign “Girls Can do Anything” involved working with secondary school aged girls who were taught a of WEER in the early 90s and later on, work under basic understanding of human rights, feminism, leadership, etc. PHOTO: FWRM

10 Members of the Fiji Trades Union Congress Women’s Wing at a recent meeting earlier this month where FWRM Executive Director, Nalini Singh spoke about the Gender Pay Gap. Photo: FWRM in the amended ERA 2018 which now includes produced and handed over posters and pamphlets extended maternity leave for and that included ways of addressing the issue and paternity leave for fathers of newborns. the importance of having a Sexual Harassment The WEER project also included workshops on policy as is required by law. Women workers’ rights, women’s rights in the workplace, Early this year, FWRM developed three video sexual harassment in the workplace, family law advertisements that were aired on the two must be and other related issues where FWRM worked main national television channels in the country closely with trade unions and employers’ and adapted into radio advertisements. The organisations in terms of raising awareness on allowed equal advertisements were part of the Gender Equality these issues and new reforms in the Act. advertisement campaign that drew attention FWRM has now revived ties with the union to the everyday inequalities women faced at participation movement, actively participating in union marches for wage redress with other members of the NGO different stages of their life cycles. Coalition on Human Rights and also as guest One of these advertisements titled Women in the world contributors at women’s workshops organised and Unpaid Care Work focused on the need for especially by the Fiji Trades Union Congress. women to engage in other activities of interest as they cater to majority of the unpaid work in their of work, free Recent Campaigns households. Recently in 2017, a major campaign titled “Not For over 32 years, the FWRM has been from violence, Ok: Stop Sexual Harassment in the Workplace” one of the leading voices and advocates for was led by FWRM’s Gender and Transitional gender equality and women’s human rights with harassment Justice team. The team travelled to workplaces milestones achieved throughout decades of around Viti Levu speaking on the rights of women lobbying and campaigning for legislative reform. in the workplace with key findings from FWRM’s This year’s 16 days of activism was also and any form of 2016 study on the prevalence of sexual an opportunity for the organisation to reflect harassment in the workplace. back on these achievements and strategise on discrimination. The 2016 study revealed that from the 1013 continuity of advocacy and work to amplify the women surveyed, 1 in 5 women had experienced strengthening of women’s rights in the area of sexual harassment in the workplace and FWRM women’s economic empowerment.

11 Decent Work for Fijian Women – A Stagnant Reality

From page 1 economic, social, and cultural rights by States to as well as remuneration for public holidays their peoples. The covenant is a mechanism to By definition the International Labour Organisation Article 8 monitor implementation of improvements in basic (ILO) states that Decent work sums up the conditions of employment and labor practices for 1. The States Parties to the present Covenant aspirations of people in their working lives.10 all people in the areas of social security and basic undertake to ensure: Decent work embodies the integration of social standards of living, health, education, and cultural andeconomic goals including the promotion of development. By signing on to this and ratifying a. The right of everyone to form trade rights, employment, security and social dialogue this covenant in future, Fiji must oblige with the unions and join the trade union of his withina framework that supports both investment following areas for the provision of economic andeconomic growth. choice, subject only to the rules of the rights under Part III of the text13which states the organization concerned, for the promotion following: Fiji’s Progress Towards Decent and protection of his economic and social interests. No restrictions may be placed on Work Standards: Article 6 the exercise of this right other than those As a member of ILO since 1974, Fiji has 1. The States Parties to the present Covenant prescribed by law and which are necessary progressed in terms of reforms in its Labour Law recognize the right to work, which includes in a democratic society in the interests of and Occupational Health and Safety standards. the right of everyone to the opportunity national security or public order or for the For the first time in 2010, the then Fiji’s to gain his living by work which he freely tripartite partners (the Ministry of Employment, protection of the rights and freedoms of chooses or accepts, and will take appropriate Productivity and Industrial Relations (MEPIR), the others; steps to safeguard this right. Fiji Commerce and Employers Federation (FCEF) and the Fiji Trades Union Congress (FTUC)) signed b. The right of trade unions to establish 2. The steps to be taken by a State Party to the Decent Work Country Programme (DWCP) national federations or confederations the present Covenant to achieve the full with the ILO for 2010-201211. The four priority and the right of the latter to form or join realization of this right shall include technical areas in the DWCP included: international trade-union organizations; and vocational guidance and training • Review and implementation of the programmes, policies and techniques to Employment Relations Promulgation and c. The right of trade unions to function freely achieve steady economic, social and related legislation; subject to no limitations other than those cultural development and full and productive • Promotion of decent employment prescribed by law and which are necessary employment under conditions safeguarding opportunities; in a democratic society in the interests of fundamental political and economic freedoms • Extending social protection; and national security or public order or for the to the individual. • Capacity building of tripartite partners and protection of the rights and freedoms of strengthening of tripartism. Article 7 others; After this there has not been a renewal of the The States Parties to the present Covenant DWCP and now the ILO provides support in recognize the right of everyone to the enjoyment d. The right to strike, provided that it is different areas. of just and favourable conditions of work which exercised in conformity with the laws of ensure, in particular: the particular country. What has this meant for women and the decent a. Remuneration which provides all workers, as work agenda? There are no clear statistics a minimum, with: 2. This article shall not prevent the imposition available currently to provide details on whether of lawful restrictions on the exercise of these we are advancing on the global standards of i. Fair wages and equal remuneration for rights by members of the armed forces or decent work. The last comprehensive survey on work of equal value without distinction of the police or of the administration of the labour force was done in 2004/2005 and released of any kind, in particular women being State. in 2007, which detailed many aspects of decent guaranteed conditions of work not inferior 12 work. Since then there has been no other such to those enjoyed by men, with equal pay 3. Nothing in this article shall authorize survey done. for equal work; States Parties to the International LabourOrganisation Convention of 1948 Pertinent Opportunity Through ii. A decent living for themselves and their concerning Freedom of Association and International Human Rights Law families in accordance with the provisions Protection of the Right to Organize to take There is an opportunity at present to kick start of the present Covenant; legislative measures which would prejudice, this work with Fiji’s recent signing on to the or apply the law in such a manner as would b. Safe and healthy working conditions; International Covenant on Economic, Cultural prejudice, the guarantees provided for in that and Social Rights (ICECSR). As an international c. Equal opportunity for everyone to be promoted Convention. human rights legal agreement, ICESCR promotes in his employment to an appropriate higher the principle of progressive realization of all Article 9 level, subject to no considerations other than The States Parties to the present Covenant those of seniority and competence; recognize the right of everyone to social security, 10 https://www.ilo.org/global/topics/decent-work/lang--en/index.htm including social insurance. d. Rest, leisure and reasonable limitation of 11 https://www.ilo.org/suva/countries-covered/fiji/WCMS_634315/ working hours and periodic holidays with pay, lang--en/index.htm The time is now to rise up for 12 Fiji Bureau of Statistics, 2007.Employment/ Unemployment Survey 2004/ 2005. 13 https://www.ohchr.org/en/professionalinterest/pages/cescr.aspx Decent Work!

12 OUR STORIES A Gender Responsive Journey The Tale of a Young Woman in the Big World of GRB

MY journey in the gender responsive budgeting or By & for women. The submission identified major GRB work began in June 2017, when Fiji Young Mamta Chand thematic areas such as national machinery for the Women’s Forum (FYWF) hosted the inaugural Menka Goundan advancement of women – through the Ministry for Gender Responsive Budgeting Awareness Women, Children and Poverty Alleviation, Health, Workshop with diverse young women leaders. Education, Housing - and public infrastructure. As I made my way to the workshop, I reflected and find out what other institutional steps Fiji After the budget process, I was particularly on gender equality. I thought, “Gender equality had taken to reflect gender equality. When Fiji excited when the GRB component of the NGO is a cross-cutting issue central to successful transitioned to parliamentary democracy in 2014, gained steam through the Government of Fiji and development outcomes. Without substantive the Fiji Parliament introduced Section 110 (2)4 in Indonesia’s bilateral agreement on shared learning equality between women and men in Fiji, we will its Parliamentary Standing Orders. The Standing on improvement of the state apparatus in both not be able to realise our full potential. Without Orders emphasised a review in legislation with the countries. As such, Fiji’s Ministry of Women, taking diverse women’s needs and perspectives inclusion of gender-based analysis. Children and Poverty Alleviation (MWCPA) and into account, any national planning will be I saw a window of opportunity. I knew it was Indonesia’s Ministry of Women’s Empowerment based on an incomplete picture and is less likely critical for young women to engage in national have had a close relationship in working towards to succeed.” As I returned home, I pondered budget allocation processes, for example, the advancement of the National Gender further on the needs of the most marginalised providing budget recommendations to the State Policy and the Women’s Plan for Action in Fiji. women, including women living with psychosocial from a gender perspective. Although, the NGP Indonesia’s Ministry of Women’s Empowerment disability, women living in poverty, lesbian, allows gender responsiveness budgeting being invited a delegation from Fiji to align Fiji’s Gender bisexual and transwomen, and young women of incorporated across all budgetary processes, Responsive Budgeting Plan with the National diverse identities. it was imperative for me and women in general Gender Policy. As part of the delegation, MWCPA As a young woman, my interest was piqued. to continue advocating for equal voices in the invited FWRM to join the Fiji delegation, providing I began reading about realising GRB in my budget-planning process. an opportunity for collaboration with civil society country: Fiji. Fiji has ratified the Convention on the I beheld my voice alongside the women of Fiji organisations in influencing the democratisation Elimination of All Forms of Discrimination against which was reflected in the FWRM national budget process from a women’s rights perspective. Women (CEDAW) in 19951 and legislated the submission for 2017-2018. The submission The invitation also meant recognition that Fiji National Gender Policy2 (NGP) in 2014. Both articulated the use and importance of GRB in the strengthening State accountability mechanisms is documents declare that women must be treated national process. a key part of this process. as equal partners in decision-making rather than Fiji Women’s Rights Movement (FWRM) I continue to nurture hope as the NGP just beneficiaries. CEDAW Article 23 prohibits has advocated for GRB for a long time through implementation plans are strengthened and the direct and indirect discrimination against women, various forums. With the current political Fiji Government prepares to review the Women’s thus ensuring appropriate measures are taken by climate, FWRM - through the National Budget Plan of Action. My journey on GRB may be a relevant institutions on the principle of equality submissions - has strongly emphasised on Fiji’s speck in the ocean of work that needs to be done modifying national policies to address the needs commitments towards GRB. FWRM’s submission but as a young woman who wants to be heard, of women. to the Fiji National Budget Process 2018-20195 is respected and included for my full civil political By this point, I was absolutely wowed by this an informative document highlighting the critical and economic participation in the society, I am new world of GRB. I decided to research further recommendations towards a fair and just process ablaze with excitement. Photo: FWRM Soqosoqo Vakamarama’s Adi Finau Tabakaucoro and FWRM Intergenerational Team Leader Maraia Tabunakawai at the GRB workshop in 2017

1 http://www.fiji.gov.fj/Media-Center/Press-Releases/CEDAW-to-reinforce-equality---DPP.aspx 4 http://www.paclii.org/fj/other/fijiparliamentstandingorders.html 2 http://www.fiji.gov.fj/getattachment/db294b55-f2ca-4d44-bc81-f832e73cab6c/NATIONAL-GENDER-POLICY-AWARENESS.aspx 5 http://www.fwrm.org.fj/images/fwrm2017/PDFs/resources/National-Budget-Submission-2018.pdf 3 http://www.un.org/womenwatch/daw/cedaw/text/econvention.htm#article2

13 OUR STORIES Breaking the glass ceiling

The South Pacific Stock Exchange is one of Ms Narayan said she has had to be selective By the few places that has had a number of women Serelisoni Moceica of social engagements, as she intends on spending executives at the helm of leadership and for current ANY free time she gains with her daughters, aged Chief Executive Officer, Krishika Narayan, this has importance for any working and is grateful 5 and 3. been one of the most important motivating factors that her family is very supportive when it comes The CEO encourages women to break the throughout her career. to her work. glass ceiling and is a firm believer in the positive Having assumed the position in July, 2017, Ms Narayan also believes that employers impacts of women leaders in the workplace. Ms Narayan said she was fortunate to have could be more flexible when dealing with working “Progression in career and life generally must worked under the previous CEOs, who were both mothers and suggested that employers should not be hindered by your gender. In fact, for us women and instrumental in equipping her with the provide a working environment that is conducive women it should be our most motivating factor to knowledge she has accumulated to help guide her for women progression. forge ahead. You just need that can do attitude through the position. The greatest challenge she admits is trying to towards it, do not compromise on the fact that Straight out of university in 2009 with a law achieve the balance between motherhood and her you’re a female that you won’t be able to do it. We degree under her belt, Ms Narayan began working responsibilities as a CEO. need to break the glass ceiling.” for SPSE as a Research and Compliance Officer after applying for the work out of necessity due to financial constraints. Ms Narayan scarcely had any knowledge about the stock market but said this did not hinder her curiosity about the work involved. “I became the R&C officer and felt very proud about it because I was one of those few ones who had secured a job even before the graduation ceremony. But as time went on I started learning about the role and how different it was to what I had studied in university. So basically, the law degree I had done helped me and supplemented the work I was doing and simultaneously I started understanding how the market works and what my role at the stock exchange entails.” Ms Narayan then became the Manager Legal and Compliance four years later and from that position, straight to the top. She is grateful for the opportunities she has had throughout her work at SPSE and her experience in the different working spaces within the organization. “ I think that experience really matters in terms of knowing how the organization is as it was for me coming from the bottom of the ladder and going up. I was at the back with the staff so I could really understand what the issues were at the ground level and when you’re suddenly sitting in a different office from them, you realize what they’ve gone through, and what they’re expecting from you as the person that’s leading the organization.” The CEO urges women in other organisations to step up to the plate and ensure to take up leadership positions within their organsiations, and also grab opportunities to further their careers. “Just because you’re a woman does not mean you should not pursue your career further. I think this mindset is slowly changing but most of the time, the perception is that women are just homemakers. But just because you’re a homemaker or the fact that you bear children, does not mean you cannot progress your career.” South Pacific Stock Exchange Chief Executive Officer Krishika Narayan and husband Navnit Narayan. She said family support was of the utmost Photo: Krishika Narayan.

14 OUR STORIES Kini’s Landscaping Dreams

SURROUNDING yourselves with positive people is By Kris Prasad one of the keys to overcoming challenges in life and for Kini, or Knix as she is fondly known, this is one of the reasons she has not given up on her overcome these obstacles. goals. “The major challenge for us in the beginning Kini is a co-founder of Patriots Landscaping, was that we were unemployed and some of us a business set up in 2016, made up entirely of had ‘bad habits’. Sometimes when jobs were slack lesbians that assist clients with their landscaping we fell back on these habits. But not so much now needs. because we are going through healing workshops According to Kini, the business was a pilot facilitated by our friends that have helped us come income-generating initiative for her and six other out from our bad habits.” unemployed women at the time. Kini acknowledges DIVA and friends who “We started off as a pilot income-generation have stuck by the business since its inception. She project in 2016 through a donation of equipment strongly believes there should be more support from Diverse Voices in Action (DIVA) for Equality. In 2017 we received another donation from a provided by the government for small grassroots beauty spa in Australia. There were six of us. All businesses such as theirs. of us were unemployed. Others have since found The best advice she can offer to successful other jobs and right now there’s about four to five women entrepreneurs is: “Share the knowledge who get involved when a job comes through. We you have with others especially those who don’t also do catering.” have access to the same privileges and support The project which started off with more as you.” passion than anything had its challenges, but She and her friends are struggling but, as she

Kini said a co-founding business was always a candidly puts it, “It’s tough but that’s life and we Photo: Kris Prasad challenge and the group has learnt strategies to are able to somehow get through.” Kini outside the DIVA office in Laucala Life and Labour - Aunty Sneh Aunty believes in the importance of helping others and women helping women. The By Kris Prasad mother of three, a constant every morning with her ever-ready smile at the Fiji Women’s Rights income. I started off with lakdi and now make all Movement office, has been selling assorted sorts of sweets and snacks.” sweets, snacks and roti from door to door for Aunty resides in Navua, almost an hour’s ride almost thirteen years. from the capital to ply her trade in Suva at the What began with lakdi sales has now beginning of every week and lives with her brother diversified into an assortment of sweets including in Narere where she travels from daily until the gulab jamun and even meals such homemade weekends when she heads back to Navua with her potato chips, bean and even roti and vegetable earnings from the week. If fortunate, she is able to and tuna curries. take $100 back home to her family. Aunty, as she is fondly known, values the Challenged with the daily long travels, her importance of hard work and overcomes her daily husband’s health problems and her three children challenges to support her loved ones. to provide for, Aunty believes that irrespective “When I first started, I felt shy selling door to of gender, race and other economic and societal door as I used to get intimidated by office workers backgrounds, goals are achieved through and their formal clothes. But the situation at home perseverance and hard work. was critical so I had to overcome my shyness and And her main motto in life is: “Help those eventually became comfortable,” she said as she around you. Especially those who are struggling. related how her husband’s injuries forced her to We can live in a better society if we look after search for means to provide for her family. everyone especially the most vulnerable such as “My husband had an accident and could no the elderly and those with disability.” longer work. Things were hard and my kids were Her motto is an empowering, inclusive Photo: FWRM very small. Another lady gave me an idea of making philosophy and testament of her compassion sweets and smelling them door to door to get an despite life’s challenges. Aunty with her snacks at the FWRM office

15 About us From the Editor’s desk The Fiji Women’s Rights Movement is Hi Everyone! a multi-ethnic and multi-cultural non- A big vinaka vakalevu for taking your time to read this issue of Balance! On behalf of the Balance governmental organisation committed to Committee, I acknowledge all those who follow this newsletter and the work we do at FWRM. removing discrimination against women I would also like to acknowledge contributions submitted by all those who have made this through institutional reforms and attitudinal publication possible. changes. Balance as we now know, is published every six months and now includes articles under a By means of core programmes and common thematic issue. This Balance has been published under the theme ‘Women’s Economic innovative approaches, FWRM practices Empowerment’ and also follows the Gender Equality advertisement campaign that FWRM has and promotes feminism, democracy, good undertaken this year. The campaign as highlighted by the last issue of Balance, raises awareness governance and human rights. We strive on the everyday inequalities that women face in the society. to empower, unite and provide leadership The Balance Committee discusses ideas of articles that relates to the theme and leaves the opportunities for women in Fiji, especially for drafting and submission of these pieces to the very capable hands of the authors as you read emerging young leaders in Fiji, indigenous along. and locally-born women. The FWRM vision We look forward to the next newsletter that will also fall under a theme corresponding to the is for the women of Fiji to be free from gender equality campaign. all forms of discrimination, have equal And yes, I also take this time to acknowledge Communications Officer: access to opportunities and to live in a the Balance Committee who have worked Maryann Lockington healthy environment where the principles around tight schedules, deadlines, workshops, Communications Support Officer: of feminism, democracy, good governance, meetings and etc. to bring out this publication Serelisoni Moceica multiculturalism and human rights prevail. to our followers and readers. Programme Director: We look forward to the next Balance and will Kaushal Sharma continue to identify ways to strengthen our Programme Team Representatives: newsletter and welcome any feedback or Nalini Singh Join us queries to [email protected] Mamta Chand YES! I want to support the Until the next issue, Happy Holidays! Kris Prasad Fiji Women’s Rights Movement In solidarity, Graphic Designer: Nemani Lui Content editor: Swaran Lal BALANCE TEAM ANNUAL FEE: Serelisoni Moceica Copy editor: Samantha Rina Waged - $10 • Organisation - $30 Communications Support Officer Non-waged/Student - $5 Name: Feminfocus Address: Check it out! Balancing the Scales: Ph: Improving Fijian Women’s Email: Access to Justice infographic videos To promote women’s access to justice, FWRM has developed two info graphic animations based on the findings of the Balancing the Scales: Improving Fijian Women’s Access to Justice Research. The two videos includes a 30 second advert on the two national broadcasting television stations and on radio stations. Purpose: 1. To highlight barriers faced by women and girls in accessing justice Fiji Women’s Rights Movement 2. To share key findings from FWRM’s research Ph: (679) 3313156 Fax: 331 3466 3. To raise awareness on justice sector pathways for women and girls website: www.fwrm.org.fj The video is also available on FWRM’s youtube channel on https://www.youtube.com/ Email: [email protected] watch?v=WyPeSBmVTAM&t=2s Mail: GPO Box 14194, Suva, Fiji Is The Access to Justice media campaign is part of the Balancing the Scales: Improving Fijian - www.facebook.com/FWRM1 Women’s Access to Justice project primarily funded by the European Union and supported by - @fwrm1 the UN Women Fiji Multi-Country Office.

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