Gender and collective bargaining in the work place

Abstract

In low-income countries, Nigeria inclusive, majority of women are locked into relatively low-productivity work. Persistent inequality between women and men constrains a society’s productivity and ultimately slows its rate of economic growth. Although this problem has been generally recognized, evidence on the need for corrective action is more compelling today than ever and this can be attained via collective bargaining strategy. This is so because women workers encounter specific problems at workplace which include maternity, (un)equal pay, sexual harassment, double burden of domestic work, wage labour and other challenges of decent work which requires a given attention in the front burner of decision-making processes. Against the background of the above, this paper examines the issues of gender and decent work issues particularly within the context of collective bargaining. This paper therefore aims to stimulate creative solutions to the problem of gender inequality and decent work issues by highlighting discrimination in the field of work and the significance of decent work in light of the fact that gender inequalities within the workforce affect market outcomes and this feed back into decision making. This process is re-enforced by inequalities in access to assets and services beyond the household. Improving the relative status of female workers and increasing their access to assets and services will increase the returns to investment in human resources and improve the prospects for sustainable economic growth. This is achievable and realizable through collective bargaining.