Gender Responsive Collective Bargaining Agreements (CBA) Workshop
3 - 5 December 2021, Bogor
On 3 - 5 December 2021, Data Academy held the second Gender Responsive CBA Workshop. Continuing the previous activity, this workshop is also intended for trade unions in the West Java region that have been surveyed by Gajimu, with a nearly expired CBA and will soon conduct CBA negotiations with the employers. The workshop was attended by 18 participants representing 9 factories in the Garment, Textile and Footwear sector, namely PT. Kadota Textile Industries, PT. Daya Mekar Texindo, PT. Texfibre Indonesia, PT. Indorama Syn – Weaving, PT. Indorama Syn – Polyester, PT. Unitex, PT. Ciptagria Mutiara Clothing, PT. Metro Pearl and PT. Kahatex Sumedang.
As in the previous workshop, the problem that was often raised by participants was "How to maintain the content of the CBA that is better than the current labor regulations?"
The labor regulations which were originally going to have undergone major changes through the Omnibus Law, Law no. 11 of 2020 concerning Job Creation, was predicted to experience changes again after the Constitutional Court issued a decision on November 25, 2021, stating that the Job Creation Act is contrary to the 1945 Constitution and does not have conditionally binding legal force as long as it did not undergo any correction or renewal within the next 2 (two) years.
Although it is understood that the changing on national and regional policies greatly affect working conditions in factories, participants agreed that the CBA is an opportunity to develop labor regulations that are better than the statutory regulations considering the autonomous/stand-alone nature of the CBA and the principle of an agreement/agreement between employers with trade unions/labor unions.
At the workshop, participants were again introduced to the Problem Inventory List method. This method is often used in drafting laws and regulations by the National and Regional levels.
Unlike the previous CBA Workshop, the inventory list is equipped with a new instrument to map which topics are priority to be advocated, with indicators of how often these cases occur, amount of challenges when advocating the issue, time required, etc. Participants only need to put a check mark based on the suitability of the topic with the indicators provided in the mapping instrument, then it will automatically show which topics are priorities and have the opportunity to be advocated. It is hoped that with this mapping instrument, participants will have a clear roadmap and future plans for their next CBA advocacy.
Talking about priority issues, the mapping instrument reveals that wages and job security are still a top priority, however, participants consider that gender issues are also a priority that need to be advocated. CBA is believed to be an opportunity to create labor regulations with a fair perspective for workers, including gender justice. Gender issues in the CBA includes:
- Protection from discriminatory practices
- Reproductive health protection
- Occupational safety and health (K3) specifically for the protection of female workers
- Prevention of sexual harassment and violence in the world of work
Apart from the Problem Inventory List method and indicators for mapping priority issues, participants are also trained to find and access data /references/information that can support their arguments in building the CBA formulation.
Interested in joining the Data Academy training? Or want to use our training curriculum? Contact the Data Academy team at gajimu@wageindicator.org to find out more about the terms and conditions