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Glenda Daniels The Congress of South African Trade Unions (Cosatu) resolved at its seventh national congress to take concrete steps to change the gender composition of the federation. The union movement committed itself to an aggressive drive to recruit women workers and to ensure greater women representation in its leadership structures. With most cases of the 20 affiliates, representation at the congress was less than 50%, except for unions such as the South African Clothing and Textile Workers’ Union (51%) and the National Education, Health and Allied Workers’ Union, (48%). Cosatu concedes that while women constitute 37% of the 1,8-million membership, leadership structures are predominantly male from shop floor to national level. “In addition, employment patterns in the unions reproduce the sexual division of labour in society,” says the new Cosatu gender policy document. The document says: “Most influential positions, such as educators, organisers, and regional/general secretaries are overwhelmingly male dominated, while the majority of women employed in unions are in administrative positions.” A woman delegate at the congress said: “It’s not surprising that there are not enough women in leadership structures in Cosatu, because often when women talk about gender issues, rape, sexism, men think they are being personally attacked. So women get intimidated and stay away from being elected.
“However, I think things are changing and the fact that the organisers of the congress have got crSche facilities here today shows that they are finally getting serious about the participation of women in the union movement.” The document lists some of the problems: l The sexual division of labour in homes imposes a double burden on women. Union meetings are often held after working hours, making it difficult for women to participate if they have children or have to use public transport. l The language and jargon used at meetings are often alienating to women. l Union members, leadership in the unions and society often have fixed attitudes about women’s roles. Stereotypes about a woman’s place often contribute to discouragement and discrimination directed at women in the unions. l The male-dominated image and culture of trade unions sometimes takes the form of women not being taken seriously, and translate into lip-service commitment to gender issues. l Women are confronted by resistance at home by partners who are threatened that the woman is an activist and will become more assertive. l Sexual harassment in the union movement discourages women from participating. With these issues in mind the congress resolved to use quota systems; fixed and proportional representation during election of officials; combine mentorships and empowerment programmes; have child care and transport provided for meetings; challenge stereotypes about women as leaders; implement a sexual-harassment policy; conduct gender education; leadership training; promote sharing of domestic and family responsibility between men and women; encourage a working class women’s movement in coordination with NGOs and community organisations; and discourage sexual orientation discriminations so that gays and lesbians can work in non- judgemental environments. Gender policy will also look at core demands such as paid parental leave, child- care leave, flexible working time, breaks and facilities for breastfeeding mothers, job security, health and safety for pregnant women.