(Message of Support delivered by Rep. Edcel C. Lagman during the launching of the Parliamentarians and Advocates for the Ratification of ILO C-190 on 28 November 2022 at the North Wing Lobby, House of Representatives, QC)
Although ILO C-190 or officially known as “The Convention Concerning the Elimination of Violence and Harassment in the World of Work” affirms without distinction that “all human beings, irrespective of race, creed or sex, have the right to pursue both their material well-being and their spiritual development in conditions of freedom and dignity, of economic security and equal opportunity”, the Convention has special concerns for women in the workplace.
The Convention is replete with provisions attesting to this fact:
First, the Preamble reads: “Recognizing the right of everyone to a world of work free from violence and harassment, including gender-based violence and harassment”.
Second, the Preamble further provides: “Recognizing that violence and harassment also affects the quality of public and private services, and may prevent persons, particularly women, from accessing, and remaining and advancing in the labour market”.
Third, the Preamble furthermore emphasizes: “Acknowledging that gender-based violence and harassment disproportionately affects women and girls, and recognizing that an inclusive, integrated and gender-responsive approach, which tackles underlying causes and risk factors, including gender stereotypes, multiple and intersecting forms of discrimination, and unequal gender-based power relations, is essential to ending violence and harassment in the world of work”.
Fourth, likewise in the definition of “violence and harassment” it is provided that the term shall include gender-based violence and harassment.”
Fifth, likewise the term “gender-based violence and harassment” is defined as “violence and harassment directed at persons because of their sex or gender, or affecting persons of a particular sex or gender disproportionately, and includes sexual harassment”.
Sixth, in the Core Principles, Article 4.2 states that “Each Member shall adopt … an inclusive, integrated and gender-responsive approach for the prevention and elimination of violence and harassment in the world of work.
Seventh, on Protection and Prevention, Article 7 provides that: “ … each Member shall adopt laws and regulations to define and prohibit violence and harassment in the world of work, including gender-based violence and harassment.”
Eighth, in Article 9, still on Protection and Prevention, it is provided that “Each Member shall adopt laws and regulations requiring employers to take appropriate steps commensurate with their degree of control to prevent violence and harassment in the world of work, including gender-based violence and harassment”.
Ninth, on Enforcement and Benefits, Article 10(e) states that each Member takes appropriate measures to “provide that victims of gender-based violence and harassment in the world of work have effective access to gender-responsive, safe and effective complaint and dispute resolution mechanisms, support, services and remedies.”
Tenth, Article 10(f) also provides that each Member takes appropriate measures to “recognize the effects of domestic violence and, so far as is reasonably practicable, mitigate its impact in the world of work”.
Eleventh, on “Guidance, Training and Awareness-Raising”, Article 11(b) states that each Member shall seek to ensure that “employers and workers and their organizations, and relevant authorities, are provided with guidance, resources, training or other tools, in accessible formats as appropriate, on violence and harassment in the world of work, including on gender-based violence and harassment”.
These special concerns for women in the world of work are anchored on the recognition of the vulnerability of women in the workplace.
The face of labor migration is now the image of a woman. In fact, almost 60% of Overseas Filipino Workers as of 2020 are women who are employed in services, mostly household employment.
The most perilous places in the world of work are the private homes of foreign employers where women workers are usually subjected to physical and sexual violence.
As more women become part of the workforce, both domestically and globally, then the relevance and importance of ILO C-190 cannot be overemphasized. In the Philippines, data from the Philippine Statistics Office show that almost 50% of the workforce are women workers.
Moreover, violence against women constitute serious violation of human rights. United Nations entities report that “violence against women and girls is not only one of the worst forms of discrimination, it is also the most widespread and pervasive human rights violation in the world.
Accordingly, let me congratulate the Gabriela Women’s Partylist, the Committee on Women and Gender Equality, and the Department of Labor and Employment as well as parliamentarians and advocates for being in the forefront in the campaign for the ratification of ILO C-190 as we marked November 25 as the “International Day for the Elimination of Violence against Women.”
Together we shall succeed in making every home, public space and workplace a peaceful sanctuary for women and girls.
Thank you!