WE WONDER if delegates to this year's TUC actually realised what they were voting for in the report presented by the women's committee and carried by the conference.
say. radical measures discrimination against reaching in their scope and dramatic influence on women's lives if they are won.
The document is highly critical of the Ses Discrimination and Equal Pay Acts, that employers *have reacted to the legisiation only Setting by up "women grades and that they challenged ov ine union movement.* Hire It points out that under Legislation, although positive could be used in relation to trainine it is not extended to the hiring of women' This is absolutely truc.
Ironicaly. discrimination in favour of women at the 186 12010 2021052100 under the terms of existing This aspect of the law is nonsense because.
equal with men wlien they enter the jobs market be serious about giving The proposals on positive action - that is to to overcome past women far could have a women equal opportunity vou cannot insist on th same qualifications, and the trade themselves should control the criteria for hiring and firing.
The document also puts forward a number of Plachea suggestions what kind of positive action programme could be drawn up by the individual unions and used in collective bargaining agrcements all unions locally and nationally should start discussions on these KInds of ideas. It suggests:
Suggest a7 basing evatanon scheme That deeide the proding of the job on the level of skill, train ig and respon апа moi on dererennais wee male and female 'skills description is an exuct desof the duties sof the lou and does not imply sex Wercotyping.
whether they cou de game ae promo d) Adverts should be made readily available to women by using equai Clause; including a picture of an advert; wording does put off advertising women's magazines (though to do so exciusively is discri loca women's magazines (thou2h to do so exchusively is discri minatory); contacting local womens them of the vacancy: ensuring people; ternaly and noticeboard to display vacanmade aware implicapolicy.
promotion written into thei making their DAr the interviewing equal opportunilles the recognised grevance procedure g) In promotion, the advertised commitmeni to an equal importan and made by the chief executive. tie proposions hold bei h) The possibility vestigated and all training i) Seminars should be held fo supervisory staff on how 1o mance free er discrim nettor.
susten stoff should be encouraged t help in their promotion pro These should be non bie, and in working hours. k) The same criteria used for Shoute beimed for a terre recrultment For Erric" 1) Where not aiready in exis procedure should he estato handle workers m) The working conditions they corld be tractive to women.
a creche or paying for piaces meet the needs of employees: making working hours and arrangements more introducin Rexible right 10 carry over leave from one year to alfow more nexibility than The statufory requirements: and reviewing personal leave arrangements share domestic Succeed These measures tied to a system of gare succeed if they are and targets for getting women into particular jobs and grades Only then will webe getting to grips with the to secure a perme tional level.
They say that collective bargaining agreements on an industry by industry or firm by firm basis is inadequate and has to be combined with a campalen to commit the next Labour government to changes in But passing resolutions is one thing, taking action is another We women have to get together inside the umons and the Labour Party te make sure that these words sure everyone inside the Jabou HOCHLEI stands that it is in their interests to light on our side Il you want ideas on how to take this up in your union or Labour Party write and ask Tora coRy o Opporumies mes (annex 2 to section e) from the TUC House. LEE RUSSES Londen WC1
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staft suitably should be investigated and af
Matchgirls struggle in 1888 led to TUC adopting equal pay policy positive action to the na-