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LACK OF CAREER PATHS FOR WOMEN IN THE TEXTILE INDUSTRY (WOMENS LACK OF…
LACK OF CAREER PATHS FOR WOMEN IN THE TEXTILE INDUSTRY
WOMENS OVERBURDEN AND MENTAL HEALTH
Supervisors often have to stay back additional 5-10 minutes to wrap ut after everyone else
Women are stressed over demands of household responsibilities
Lack of family planning
Lack of support for reproductive and sexual health. Role which constrains women 's tenure
Lack of support
Excessive working hours
Poor living conditions of female workers
Lack of security when traveling back home from work
Lack of safety and security of women
Workers poor salary and working conditions
Women don't want more burden
Women's stress and double burden
Lack of transportation to factory
No proper housing
WOMENS LACK OF CONFIDENCE
Lack of space to speak about feelings/choices/aspirations
Lack of/fewer role models of female supervisors
Fear of leading co-workers/fear of rejection by co-workers (leadership)
Stereotype society
Proiritizing boys over girls to provide opportunities for e.g. sending to school/education
Lower aspirations amongst female workers
Social/cultural: women/girls are deprived starting from the family level
Lack of aspiration amongst the family
Abuse by supervisors which demotivates workers
Perceptions of male supervisors that men are ore qualified/suitable for higher positions
Lack of space for men to talk about working conditions for women
Jealousy from husband, problems at home if women have higher position
Lack of confidence that FGW have the capacity equal to men for career advancement
Gender stereotyper around roles e.g. sewing is good for women, women are not good at cutting
Lack of support from friends and relatives
Lack of family/spouse support for women to take greater responsibilities
Womens family responsibility
NEGATIVE MINDSET OF MANAGEMENT
Loss of end of service benefits
Factory policies are still not developed to create opportunities of promotion/competence development/diversifying of skills/job satisfaction
Lack of buyer demand and/or support
No back-up supervisors in case of absence
Management don't believe in female leadership
Lack of proper HR policy in the factory
Managements mentality
Unclear organogram of factory
Female absenteeism rate is higher than male, management risk absent supervisor
Prioritizing men over women at top/management positions
Factory owners do not see women employees as a long term investment
Lack of gender sensitive HR action plan/policy
Lack of financial incentives to make it "worth it" for female to take on management responsibilities
PROVIDE SUPPORT TO FACILITATE OPPORTUNITIES
Leadership activities for women
Transportation and provision of childcare
Attractive incentives
SDG 17 - Partner of Partnership
Supporting infrastructure at community level
INCREASED CONFIDENCE AMONG WOMEN
Identify and showcase women role models in the industry
Incentives
Publicate women achievements
Family engagement
Local community activities
Education and skills training
POSITIVE MINDSET OF MANAGEMENT
Crete business cases -> Change of mindset
Influence buyer damens SDG5
Peer learning from Co-FTYs
Revise factory HR Policies
Proper feedback channel/grievance machanism
POSITIVE EFFECTS
Increased opportunities for women in RGM factories
High efficiency
Less social unrest
NEGATIVE EFFECTS
Shortage of skilled labor
Lack of women in RMG factories
Low productivity
PROBLEMS
SOLUTIONS