|
|
 |
 |
 |
| Wednesday, 03 November 2004 |
 |
|
 |
Features | |
| News Business Features Editorial Security Politics World Letters Sports Obituaries
|
Gender Dialogue: Discrimination in employment allocation by Nadira Gunatilleke A SIGNIFICANT reduction in the percentage of female employees in the private banking sector in Sri Lanka has been observed during the past few years. According to the Women's Empowerment and Social Welfare Ministry, women represent about 53.8 of the total population in Sri Lanka. Despite this, the private banking sector has gradually minimised the number of their female employees according to statistics gathered and analyzed. This is very clearly discriminatory women. Several professionals and scholars said that obtaining maternity leave, concentrating more on family affairs after getting married and difficulties in rostering for long shifts are some of the main reasons behind this new trend. It is sad to see the way some females at the top contributing to such detrimental decisions against women. It seems they prefer profits to the well-being of their own daughters, sisters and female friends. According to statistics issued by Human Resources Division, of one bank the percentage of their female employees has gradually come down during the past few years. The percentage of female employees of the bank in 2000 was 39 percent while the number had decreased to 38 percent by 2001. In 2002 the percentage further decreased to 37 percent and according to 2003 statistics the percentage of female employees of the bank has decreased to 35 percent. According to the Human Resources Division of another bank they are maintaining 34 percent of female employees over past several years. This is far less than the required percentage. Yet another private bank said that the women employees ratio of the bank is one female to two males. When compared with the population this is also not satisfactory. Women are also responsibile for this situation. No women's organisations or individuals have raised their voices against these discriminatory acts. They do not know that they have rights. They never question when there is a problem. If they cannot travel in the night it is not their problem. The problem is with the employers who do not provide transport for them at night, the unsafe public transport services in the country and the weak law enforcement system that let women get abused or killed during night travel. In Sweden 'The Equal Opportunities Act' helps to balance gender equality in the labour market. The main purpose of this Act is to promote equal rights for women and men in matters relating to work. Under section 5 of the Act the employer shall facilitate the combination of gainful employment and parenthood with respect to both female and male employees. Usually Swedish parents take half paid leave or no pay leave for a longer periods of time (over a year) to take care of their growing children. Steps have been taken under Section 10 to prevent unwarranted pay differentials and other terms of employment between women and men. Under Section 30 of the Equal Opportunities Act, the Equal Opportunities Ombudsman and the Equal Opportunities Commission shall be appointed by the Swedish Government. Now everyone can see where we, as Sri Lankan women, stand. Shall we walk forward or backward from this point? |
|
News | Business | Features
| Editorial | Security
Produced by Lake House |
