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Quotas for Women unionists: Trial and error

Explore the implementation of quotas for women unionists in the Hong Kong Confederation of Trade Union, analyzing the progress made in female representation, leadership opportunities, and gender equality. Delve into the debates, reservations, and structural problems hindering full empowerment. Discover the external influences, debates, and questions surrounding the effectiveness of the quota system. Share insights on the challenges faced, feedback received, and suggestions for improvement to enhance women's participation and leadership roles in the labor movement.

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Quotas for Women unionists: Trial and error

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  1. Women’’s Empower, Gender Equality and Labour Rights: Transforming the Terrain Quotas for Women unionists: Trial and error Sally Choi Hong Kong Confederation of trade union 31-7-2013

  2. HKCTU structure

  3. Before adopting the quota system in 2006 • Over 80 affiliates and nearly 160,000 members • Female members participation/representation • At least 1 female representative who is nominated by women committee, be the vice chair Women participation

  4. HK Feminist group advocated for gender mainstreaming • ITUC campaign for women representation in unions External influences

  5. Unfair to male members • Can women seats represent the interest of all women members? • Feeling inferior to take the women seats Debates and reservations

  6. The 16th AGM of HKCTU

  7. During the Annual General Members (AGM) meeting of HKCTU in 2006 • Constitution adopted quota system: • Maximum 4 seats (quota) for women candidate at the exco • Female members are not excluded from general election channel • One of the quota is reserved for nomination from Women committee and other 4 quotas are open for nominations from affiliates • Candidates who take women seats should participate women committee • At least 1 vice chair person is Women Quota system: Women seats

  8. Unutilized of the quotas for female candidate • Low participation of Women seats exco members in Women Committee • No big increase of female nominations from affliates • No big change in the leadership level of affliates Questions remain

  9. Low leadership turnover (transition) rate • No additional resources for women leadership building and gender training • Differences among female unionists / class differences (white collar vs blue collar) Structural problems

  10. Feedback and Suggestions are welcome

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