Social Dialogue in Partnerships and Gender Equality: Focus on Garment Industry in Bangladesh
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Social Dialogue in Partnerships and Gender Equality: Focus on Garment Industry in Bangladesh Sumena Sultana, Noraida Endut and A. H. M. Belayeth Hussain Centre for Research on Women and Gender (KANITA), Universiti Sains Malaysia (USM), George Town, Malaysia
Definitions Social dialogue, a fundamental pillar of decent work, refers to a process of involvement of stakeholders/multi-stakeholders in the form of negotiation, consultation, and simple information exchange to promote equity, efficiency, and adjustment at the workplace (ILO 2018). The ILO finds freedom of association and the right of collective bargaining as the essential elements of social dialogue. According to the ILO convention 87, freedom of association allows workers and employers to construct, join, and leave any organizations according to their own choice (Ghai 2003). On the other hand, collective bargaining is a way to raise a collective voice. It is a process through which employer organization and trade union can negotiate for different issues (such as wages, working hours, training, etc.). However, the underlying target of bargaining is to reach a collective bargaining agreement (CBA), a written
and legally enforceable contract among all stakeholders for a particular period regarding any issue. The United Nations (UN) defines partnerships as collaborative relationships between stakeholders, which contribute to the implementation of the 2030 agenda to achieve 17 sustainable development goals (SDGs). Based on the spirit of solidarity, partnerships bring together all stakeholders such as governments, the private sector, and civil society to share knowledge, expertise, technology, and financial resources to promote an equal society (UN 2015). According to UNICEF (2017), gender equality refers to the elimination of all hierarchical gender relations, norms, attitudes, and belief so that men and women can possess equal conditions, treatment, and opportunities at home, in communities, and in societies. Further, ILO defines gender equality at the workplace as nondiscrimination at work in terms of wage, promotion, leave, and training, equal rights to collective bargaining and freedom of association, and absence of violence and sexual harassment against women.
Introduction In its 2030 sustainable development agenda, the UN urges to enhance global partnerships and multi-stakeholder partnerships to support the achievement of sustainable development goals (SDGs) in all countries. The main logic behind
© Springer Nature Switzerland AG 2020 W. Leal Filho et al. (eds.), Partnerships for the Goals, Encyclopedia of the UN Sustainable Development Goals, https://doi.org/10.1007/978-3-319-71067-9_112-1
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promoting partnerships is to ensure equal facilities of knowledge, expertise, technology, and financial resources for all countries to implement SDGs so that no one will be left behind (Horan 2019). However, to revitalize the partnerships and to achieve maximum benefits from the partnerships, it is necessary to develop a relationship of mutual trust and strong commitme
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