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WomenintheBananaExportIndustry

RegionalReportonWest&CentralAfrica

Workingpaper-Seriesfor the

World Banana Forum

byAnnaCooper,BananaLink

May2015

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ThedesignationsemployedandthepresentationofmaterialinthisinformationproductdonotimplytheexpressionofanyopinionwhatsoeveronthepartoftheFoodandAgricultureOrganizationoftheUnitedNations(FAO)concerningthelegalordevelopmentstatusofanycountry,territory,cityorareaorofitsauthorities,orconcerningthedelimitationofitsfrontiersorboundaries.Thementionofspecificcompaniesorproductsofmanufacturers,whetherornotthesehavebeenpatented,doesnotimplythatthesehavebeenendorsedorrecommendedbyFAOinpreferencetoothersofasimilarnaturethatarenotmentioned.Theviewsexpressedinthisinformationproductarethoseoftheauthor(s)anddonotnecessarilyreflecttheviewsorpoliciesofFAO.©FAO,2015TheWorldBananaForum(WBF)encouragestheuse,reproductionanddisseminationofmaterial inthis informationproduct.Exceptwhereotherwiseindicated,materialmaybecopied,downloadedandprintedforprivatestudy,researchandteachingpurposes,orforuseinnon-commercialproductsorservices,providedthatappropriateacknowledgmentofWBF-FAOasthesourceandcopyrightholderisgivenandthatWBF-FAO’sendorsementofusers’views,productsorservicesisnotimpliedinanyway.Allrequestsfortranslationandadaptationrights,andforresaleandothercommercialuserightsshouldbemadeviawww.fao.org/wbforaddressedtowbf@fao.org.

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Summary‘WomenintheBananaExportIndustryRegionalReportonWest&CentralAfrica’ispartofaglobalreportontheeconomicaspectsofgenderissuesinthebananasector.Itanalyseskeyissuesforwomenworkerswithaparticularfocusonwomen’semploymentintheregion.ThemainrolescarriedoutbywomenintheworkplaceareidentifiedasareanyadvancestowardsDecentWorkthathavebeenmadethroughmultistakeholderandprojectactivityinWestandCentralAfrica.ThereportwillinformthegenderworkoftheWorldBananaForum.Women’semploymentintheregionvariesfrom11%inCôted'Ivoire,to21%inCameroon.ThisisinpartexplainedbythedominantoperatorinGhanaandCameroon,CompagnieFruitiere,beingmorerestrictiveofwomen’semploymentinthefield.Thekeyissuesforwomenacrossallthreecountriesinthestudy(Ghana,Côted'Ivoire,andCameroon)werelowwages,hoursofwork,healthandsafety(inparticularforpregnantwomenandnursingmothers,sexualharassmentandlackofchildcareprovision.Womenexperienceatripleburdenasplantationworker,domesticworkerandchildcarer.InCameroonandGhanawomenreportedearninglessthanmen.Lackofeducationandtrainingisakeybarriertobetteremploymentopportunitiesforwomenwhichcompaniesarebeginningtoaddress.TheCollectiveBargainingAgreementbetweenGAWUandGoldenExoticsLtdwasanexampleofbestpractice,aimingtocreatea’womenfriendly’environment.UnionsinvolvedinthereportareactiveingendertraininginitiativesforwomenworkersandrepresentativesinpartnershipwithBritishNGO,BananaLink,andtheIUF.TheAfricancaseshowsthatgenderdoesnotneedtopreventwomenbeingemployedinbananaoperationsinboththefieldandpackhouse,increasingjobopportunitiesforwomen,althoughfurtherresearchisneededtoassesstheimpactsofgreaternumbersofwomenbeingemployedinthefield.

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TableofContentsIntroduction...........................................................................................................................................5Methodology..........................................................................................................................................5Acknowledgements................................................................................................................................6BackgroundI:Historical&Culturalcontext.............................................................................................7BackgroundII:TheBananaExportIndustrytoday...................................................................................81.Women’semployment,rolesandtradeunionrepresentationbycountry...........................................9

Ghana.......................................................................................................................................................10Cameroon.................................................................................................................................................11Côted'Ivoire.............................................................................................................................................13

2.Regionalanalysisofvariationsinproportionofwomen’semployment.............................................14Analysisofdifferencesinproportionofwomen'semploymentbetweencountries...............................14Analysisofdifferencesinproportionofwomen'semploymentbetweencompanies.............................15

3.Keyissuesforwomenworkersintheworkplaceandathome..........................................................16Ghana.......................................................................................................................................................16Cameroon.................................................................................................................................................18Côted'Ivoire.............................................................................................................................................21

4.InnovationstowardsDecentWorkforwomenbananaworkers........................................................21Advancesinchildcare,maternityandbreastfeedingprovisions..............................................................21Educationandtraining–forwomenworkersandtheirfamilies.............................................................23Healthprovisionsforwomenworkersandtheirfamilies........................................................................24TheGEL/GAWUCollectiveBargainingAgreement...................................................................................25Gendertrainingandthepromotionofwomen’sleadership...................................................................25

5.Conclusions.......................................................................................................................................26Bibliography.........................................................................................................................................28Terminology.........................................................................................................................................29Annex1:AdditionalfeedbackfromCompagnieFruitieresubsidiaries.....................................................1Annex2.Methodology-Workshopstructure.........................................................................................3

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IntroductionThisisoneofthreeregionalreportsontheeconomicaspectsofgenderissuesinthebananasector(theotherreportsfocusonLatinAmericaandtheCaribbean).ThisexploratoryresearchwascommissionedbytheWorldBananaForum'spermanentworkinggroupon“LabourRightsandOtherWorkplaceIssues”,aspartofanon-goingprocessinvolvingdatacollection,analysisandaction.ThesereportswillbepresentedtothesecondGlobalMeetingofWomenBananaRepresentatives,whichwillbeheldinconjunctionwiththeThirdGlobalConferenceoftheWorldBananaForumin2015.TheneedforthisresearchwasidentifiedbyparticipantsatthefirstGlobalMeetingofWomenBananaRepresentativesin2012whobelievedthatfurtherinformationabouttheissuesdetailedbelowwasessentialtodriveforwardthecreationofstrategiestoincreasetheprovisionofDecentWorkandfairconditionsforwomeninthesector.Thisinformationincludes:

• Keyissuesforwomenworkersandsmallproducersinthelocalbananaindustry• Aparticularanalysisontheissueofwomen’semployment(includingpercentagerepresentationof

women,variationsbetweenregion/company,analysisofcausalfactors)• Identificationofthekeyrolescarriedoutbywomenintheworkplaceandanyperceivedassociated

productivityandqualitybenefits• Anyadvancesthathavebeen,orcouldbe,madethroughlocal,regionalandinternationalmulti

stakeholderdialogueandcollaborativeprojects.MethodologyTheresearchinGhana,CameroonandCôted'Ivoirehasbeenundertakeninseveralstages.Initiallyallexistingdocumentsonwomen'semploymentweregatheredfromBananaLink'slocaltradeunionpartners.TheseincludedreportsfrompreviousprojectactivitieswithwomenworkersinGhanaandCameroonaswellasmeetingreports.Theseexistingresourceswereusedtodevelopadraftreport,withassistancefromvolunteerresearchersatBananaLinkandAdwoaSakyi,IUFAfrica'sWomen’sProjectCoordinator.Subsequently,informationgapswerehighlightedanddevelopedintoaquestionnaireandworkshopstructuretoenablegrassrootsresearchtobeconductedwithtradeunionpartnersatplantationlevel.ThequestionnairewascompletedbyrepresentativesofGAWUandIUFAfricainGhana,FAWUinCameroonandCIAGAHCI-DignitéinCôted’Ivoire.AworkshopwascarriedoutinGhanawiththeGeneralAgriculturalWorkersUnionofGhanaTUC(GAWU)andtheInternationalUnionofFoodandAlliedWorkers(IUF)inJune2014with20womenworkersandelectedrepresentativesfromtwocompanies,GELandVREL.InCameroonthreeworkshopswerefacilitatedwiththeFakoAgriculturalWorkersUnion(FAWU)with15womenworkersemployedbytheCameroonianDevelopmentCorporation(CDC)inJuly;14womenemployedatPlantationsduHautPenja(PHP)alsoinJulyand13womenemployedatBOHinAugust2014.TheseworkshopsweresupportedbytheComicRelieffundedproject‘SecuringDecentWorkinTropicalFruitExportProduction’inwhichBananaLink,IUF,GAWUandFAWUCameroonarepartners(SeeAnnex1).

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InCôted'IvoirequestionnaireswerecompletedbywomenworkersfromtwocompaniesSCBandEglin,facilitatedbytheunionconfederationCIAGAHCI-Dignité.Theinformationcollectedthroughquestionnairesandworkshops–allofwhichtookplacein2014-wasthensupplementedbydeskresearch,includingcompanyCorporateSocialResponsibilityreports,althoughtherewaslimitedexistinginformationdocumentingeitherlevelsorconditionsofemploymentforwomeninAfricanbananaexportproduction.Thisregionalreportisthemostcomprehensivemappingofwomen'semploymentandthekeyissuesfacingwomenworkersinthebananaindustriesofCentralandWesternAfrica.Theinformationhasbeenprimarilysourcedfromwomenworkersandtheirunions,insomecountriesthisinvolvedcoordinatingthefirsteverwomenonlyworkshopstoraisesuchquestions.InWestandCentralAfricathereisonecompany,CompagnieFruitiere,thatcontrolsapproximately80%ofbananaproductionandtrade.Thiscompanywasselectivelyapproachedfortheirreactionstotheresearch,becauseitispredominantlyconcernedwiththesituationforwomenworkersontheirplantations.DetailedinformationwasreceivedfromeachoftheCompagnieFruitieresubsidiariesinGhana(GEL),Cameroon(PHP)andCoted’Ivoire(SCB)including2014employmentfigureswhichweresubsequentlyintegratedintothereport.PleasealsofindemploymentfiguresforotheryearsaswellasthequalitativereactionsinAnnex1:FeedbackfromCompagnieFruitieresubsidiariesinGhana,CameroonandCôted’Ivoire.Itmustbenotedthat,duetolimitedcapacity,theothercompaniesmentionedinthisreportwerenotapproachedfortheirinputorfeedback.Allinformationrelatingtothesecompanieswasprovidedbyworkersandtheirtradeunionorganisations.The‘WomenintheBananaExportindustry:Globaloverview’thataccompaniestheregionalresearchreportscontains'RecommendationstowardstheprovisionofDecentWorkandfairconditionsforwomenintheglobalbananaindustry'whichincludesuggestionsonhowthisresearchcouldbedevelopedfurther,forexample,conductingfurtherinvestigations–withparticularinputfromnationalandmulti-nationalcompanies–inordertoanalyseandassesswhysuchvariationsinwomenemploymentexistbetweenandsometimeswithincountries;andintotheperspectivesofcompanyrepresentativesontheissuesraisedintheregionalreports.Itisclearthatsignificantfurtherresearchandsubsequentanalysisisrequiredincludingafocusonsomeofthemostconcerningimpactsdetailedinthisreport,includingunequalpay,sexualharassmentandthehealthimpactsforpregnantandnursingmothersofexposuretotoxicagrochemicals.Acknowledgements

Theauthorwouldliketoacknowledgethecontributionsfromallthosewhosupportedwiththisstudyincluding:PascalLiuandVictorPradaoftheWorldBananaForum;JacquiMackay,AlistairSmithandtheteamofvolunteersatBananaLink;ChristelleLasmeofCompagnieFruitiereandthelocalmanagersfromPHPCameroon,GELGhanaandSCBCôted’Ivoire;AdwoaSakyiandSueLongleyoftheIUF;GAWUofGhanaTUC;VeoletteSimobenandViyoffScholasticaofFAWUCameroon;MariaFiankanofCIAGAHCI-Dignite,Côted’Ivoire;unionleadersatGAWUofGhanaTUCandalltheotherlocaltradeunionrepresentativesandworkersinvolvedgatheringtheinformationinthisregionalreport.WewouldalsoliketoacknowledgetheFoodandAgricultureOrganizationoftheUnitedNations(FAO)forfinancingthispublication.

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BackgroundI:Historical&Culturalcontext

WestAfricaisaregioninwhichtherearemorethan150tribes,eachwiththeirowncultures,traditionsandlanguages.Differenttribalidentitiesarelikelytohaveenduringimpactsonthegenderrolesandstatusthathelpshapewomen'sroleintheindustry.Bananaproductionforexportmostlyoccursinthecoastalzonesofthreecountries:Côted'Ivoire,GhanaandCameroon.ItisusefultobrieflybearinmindthehistoryofcolonisationandtradewithEuropefromwhichthebananaindustryemergedbeforefocussingontraditionalgenderandotherculturalpatterns.ThePortuguesewerealmostinvariablythefirstEuropeanstoarriveinWestAfricancoastalareasinthelate15thcenturyandearly16thcentury,wheretheyestablishedtradingrelationswithlocalchiefs.TheFrench,EnglishandDutcharrivedsomewhatlaterintheinthemid17thcenturyandsetuptradingstations.TheDutchmostlyfailedtoestablishpermanentfootholdsandthePortuguesewerelargelydisplacedexceptinGuinea-Bissauandanumberofislands.TheGermansappearedmuchlater,towardstheendofthenineteenthcentury,whentheybrieflyestablishedcoloniesfromthe1890sbutonlyinCameroon(whichtheyhelduntil1922whentheterritorybecameaBritishandFrenchprotectorate)andinTogo(whichbecameaBritishProtectoratein1914).Apartfromtheseareas,tradingaccesswasdominatedbytheFrenchandBritish.Initiallytradingoutpostswereestablishedwheresuitableharbouringcouldbefoundandagreementscouldbemadewithlocalchiefs.OftenfortswerebuilttoprotecttradingstationsbutEuropeansdidnotinitiallyattempttocontroltheinteriors.Neverthelesswheretradinginterestswerethreatenedbytribalwars,theEuropeanswouldsometimessupportmilitarilytheirlocalalliesagainstthelatter’senemies.Inmostcases,actualannexationofareas(ortheestablishmentof‘protectorates’)didnotoccuruntiltheendofthe19thcentury,whenborderswereagreedbetweentheEuropeanpowerswithoutconsiderationoftribalterritories.ThebananaexportindustrywasinitiatedbyEuropeansforEuropeanmarkets.EventodaythegreatestvolumesareexportedbyFrenchCompany,CompagnieFruitiere,whichhasplantationsinallthreecountries.Plantationswereestablishedbycolonialadministrationsorprivatebusinesses(fromthemothercountries)andtheseallowedsomelocalpeopletoearnmoneytosupportthemselvesandtheirfamilies,whilegeneratingsufficientsurplusestopaythetaxeswhichwereleviedonthembythecolonialadministrations.AftertheSecondWorldWardemandsforindependencegrew.Ghanaachievedindependencein1957withmostoftheothercountriesintheregionfollowingsuitinthe1960s.Colonialoperationsproducingbananasforexportwereinsomecasesnationalisedbythenewlyindependentgovernments,asisthecaseofVRELinGhanaandtheCameroonDevelopmentCorporation(CDC)forexample.Othernationalbananaproducershavebeenestablishedintheperiodsinceindependence.Bananaplantationsattractmigrantsbothfromwithincountriesandconsiderablyfurtherafield.InthecaseofCôted'Ivoire,forexample,migrantscomefromasfarawayasMaliandBurkinaFaso.CameroonalsohistoricallyattractedsignificantmigrationfromNigeria.GhanaevenexperiencedawaveofimmigrationfromtheverydistantlandofSudaninthe1950s.

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Theimpactofthesebroadhistoricalprocessesontraditionaltribalcustomsandpracticesandindeedonthepositionofwomenhasbeenconsiderable.Ontheonehand,themixingofpopulationsofworkerswhomigratedtoplantationsortocitiestendedtoweakentheinfluenceoftribalpatternsofstatus,kinshipandmarriage.Whileontheotherhand,withindependence,insomecountriesoneortwotribesmanagedtobecomedominantinpolitics,withimplicationsforregionaldevelopmentandfortheallocationofresourcesandemploymentopportunitiestoparticularareasortribalinterests.ManywomeninWestAfricahavetraditionallybeenandstillareactiveastraders.SimilarpatternsofchangecanbeseenintheAkan,GaandFantisocietiesinGhana.InthecaseoftheAkan,(McCallD.,1969),thetraditionaldivisionoflabourbetweenthesexessawthewomanfarmingbothherhusband'slandandthelandfromherownlineage.Ontheformershewasrequiredtogrowfoodtofeedthefamily.Onthelatter,ifshewished,shecouldproducetosellonthemarket,keepingtheprofitswithoutanyinterferencefromherhusband.Women’stradingwasconfinedtofoodstuffsandhandicrafts.Mentradedbutinmorevaluablecommodities,suchasgold,slaves,kolanuts,monkeyfur,ivoryandcloth.Thisusuallyallowedmentoearnmorethanwomen.Bothmaritalpartnerscontributedmoney,servicesorgoodstosupportthefamilybuttheyalsomaintainedseparateaccountsfromtheirpersonalprofits.Inthelatenineteenthcenturyandintothetwentieth,thefinancialpositionsofmenandwomenchangedsignificantly.Thevaluablecommoditiestraditionallytradedbymenwentintodeclinewhileagriculturalcommoditiescontinuedtobetraded.Men’srolesastradersbegantodisappearandincreasinglywomenbecamethemainpresencesinthemarket,diversifyingintonewareasasnewgoodsfromEuropebecameavailable.Astimeprogressed,somewomenopenedshopsinsteadofworkingonmarketsortheybecamemiddlewomenwhoboughtimportsandsoldtootherwomentraders.Thefinancialpowerofwomenmadeitdifficultforhusbandstoexertcontroloverthem.Thefactthatinmanytribesorsocieties,itwasthewomenwhocontrolledfarmingandthefactthattheyarealsooftensignificanttraders,maygosomewaytoexplainthepositionofwomeninbananaplantations.BackgroundII:TheBananaExportIndustrytoday

TheAfricancountrieswithsignificantexportsareCameroon,Côted'Ivoire,GhanaandMozambique.Overthelastfiveyears,thesefirstthreemainexportingcountrieshaveexportedatotalofbetween530and550,000metrictonnesperyearofCavendish(dessert)bananas.Volumefromthesefourcountriesnowrepresents3.9%(FAO,2014)oftheworldtrade,whichitselfisbetween15and20%ofglobalbananaproduction.Côted'Ivoireisnowoneofthetop10exportingcountriesintheworld.InGhanabananaisthesinglemostimportanthorticulturalexportcropintermsofvolumeandvalue.Itisestimatedthatmorethan12,000peopledependdirectlyonthewagespaidtobananaworkers.Throughacombinationofexternalserviceproviders,suppliersandtheirdependants,itisestimatedthatanadditional28,000peopledependonthebananaindustry(EC,2012).BananasgenerateaboutfivepercentofCôted'Ivoire’sGDP.ThecountrywasAfrica’slargestproducerofbananain2013withanationaloutputof240,000tonnes(EC,2012).

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InCameroon,bananasare,afterwood,andexcludingoil,thesecondbiggestexportproductinvolumeinthecountry(thethirdinvalue)andin2011represented46%ofindustrialagriculturalexports.Theindustrydirectlyemploys11,000people,makingitthesecondlargestemployerafterthegovernmentandaccordingtolocalestimates,bananaexportscontributetothelivelihoodof100,000people(EC,2012).ThevastmajorityofbananaexportsaresoldinsupermarketsinFranceandtheUK,withsmallvolumesfindingtheirwaytoCentralEurope.Somesmallresidualvolumesfromexportoperationsinthethreecountriesaresoldinneighbouringcountries(CameroontoChad,Côted'IvoiretoBurkinaFaso,forexample).Morethan80%ofWestandCentralAfricanbananaexportsareproducedbytheFrenchownedmultinationalCompagnieFruitiere(formerlyCompagnieFruitièredeMarseille,40%ownedbyDolefrom1992until2013).ThecompanyownsplantationsinCôted'Ivoire,GhanaandCameroon,thethreemainexportingcountriesincludedinthisstudy.Afewothersmallernationalandinternationalproducersalsooperateinthesecountries.DolealsohasamarketingagreementwithaSouthAfricancompanyoperatinginthefast-growingexportsectorinMozambique,whilstEthiopiahasrecentlystartedexports,althoughcurrentlevelsarelow.Theemploymentpracticesandstatedintentions(asoutlinedinCorporateSocialResponsibility(CSR)reports)ofCompagnieFruitierearecriticalindefiningworkingconditionsandattitudestowardstherightsofwomenbananaworkersinthe'traditional'bananaexportingcountriesofWestandCentralAfrica.1.Women’semployment,rolesandtradeunionrepresentationbycountry

ThereareestimatedtobealmostaquarterofamillionpeoplewhoselivelihoodsdependonthebananaexporttradeinAfrica,andaround35,000peopleemployedintheplantationsandpackhouses,ofwhichapproximately15%percentarewomen(seeTable1.Section4).TherearemoreworkersemployedperhectareonAfricanplantationsthanintheircounterpartsinLatinAmericabecausetheproductivityrateofAfricanworkersislower.Africanplantationsemploy1.5–2workersperhectarebutonaverage1workerwillbeemployedperhectareonaLatinAmericanplantation;inCostaRicaitwillbeaslowas0.7.ThelegalframeworkforworkersemployedinthebananasectorisprovidedbytheLabourCodesofeachcountry(passedinCameroonin1992,inCôted'Ivoirein1995andinGhanain2003).MinimumwagesaresetatanationallevelalthoughinCameroonandCôted'Ivoirethesearealsosetspecificallyfortheagriculturalsector.InCameroonthisisbeingrenegotiatedatthetimeofwritingandislikelytobeagreedatahigherratethanthenationalminimumwageagreedin2014.InCôted'Ivoirethenationalminimumagriculturalwageisamereonethirdofthenationalminimumwage.AllthreecountrieshaveratifiedILOConvention100establishingtherightofequalpayforequalwork.Theselawsaresupplementedbytheemploymentcodesofcompanies,CollectiveBargainingAgreementsandcertificationsystemsimposedbyinternationalbuyers,suchasGlobalGaporoptedintobycompanies,notablyFairtrade.

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Themajorityofworkersarepermanentemployees,forinstanceinGhana86%ofbananaemployeesarepermanentand14%temporary,(O’HanlonB.,2014),andhavesocialsecuritypaymentsdeductedfromtheirwagesgivingthemaccesstopensionsandmaternitypayhoweverasthereportdetailslatertherecanbeproblemswiththesubmissionofclaimsforsuchbenefits.Primaryhealthcareisprovidedinmostinstancesbycompanyclinicsalthoughtherearefrequentreportsofalackofessentialmedicinesand,inCameroon,afailuretoacknowledgelinksbetweenchemicalexposureandnegativehealthimpacts.ThetwomainexportingcompaniesandunionsorganisinginthesecompaniesarepartnersintheBananaOccupationalHealth&SafetyInitiative,fundedbytheSustainableTradeInitiative(IDH)1,whichaimstoimprovehealthandsafetypracticesthroughthestrengtheningofworkplacehealthandsafetycommittees.CompagnieFruitiere,aswellasmostotherbananacompaniesoperatingintheAfricanandglobalindustry,stateintheirCSRreportsthattheypromotetheemploymentandempowermentofwomen.Indeedthemajorityofworkerphotosinthesereportsareofwomenworkersratherthanmen.TheGELCSRreport,forexample,statesthat'Thecompanyparticularlyencouragesfemaleemployment,andpromotestheeliminationofgenderdiscrimination.However,effortsstillneedtobemadetoattractmorefemaleworkers,andthecompanywantstoenablewomentohaveajobatGELiftheysowish.Jobapplicationsfromfemalecandidatesarethereforehighlyencouraged,forpriorityemploymentinpackhouses,bananatreenurseriesoradministrativepositions'(GEL,2012).InCôted’Ivoire,aspartoftheirStrategyProgramfortheBananaSector2009-2019(partiallyfinancedbytheBananaAccompanyingMeasuresProgramme)theobjectiveintermsofwomen’semploymenthasbeensetat15%fortheallCôted’Ivoirebananaplantationcompaniesby2018(30%ofthesewomeninthepackingstations)2.;Ghanaalsoannouncedtheiraimofredressingthe'significantimbalanceinthenumberofbananaemployees'by'bringingbetteraccesstoservicesandemploymentforwomeninthearea,withthesubsequentpotentialforsocialchange’(EC,2012).ItshouldbenotedthatallofthetradeunionsinvolvedinthisstudyareinvolvedingendertraininginitiativesfortheirwomenworkermembersandrepresentativestoempowerthemtonegotiateforDecentWorkandsubsequentimprovementsinlivingconditionsforthemselvesandtheirfamilies.GhanaTherearethreemaincompaniesoperatingintheGhanaianbananasector:● GoldenExoticsLtd(GEL),aFairtradecertifiedCompanyFruitieresubsidiary,whichemploys2644

workers,451(17%)ofwhicharewomen3● VoltaRiverEstates(VREL),aGhanaian-DutchFairtradecertifiedjointventure,whichemploysatotalof

600workers,170(28.3%)arewomen● EquatorialCapitalVentures(ECV),anationalcompanywhichemploys269workers,21(8%)women

Inalloftheseplantationsthemajorityofworkersarepermanent(100%atVREL)andthereisnoevidencetosuggestthatwomenaremorelikelytoholdtemporarycontractscomparedtomen(EC,2012).

1 http://idhsustainabletrade.com/ 2 InformationprovidedbySCBcompanymanagement 3 EmploymentstatisticsprovidedbyGELmanagement,andrefertobothbananaandpineappleworkers

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TradeunionrepresentationGAWUhasformanyyearsbeenthemaintradeunionoperatinginthebananasectorinGhanaandin2013hadmembersineachofthethreemajorcompanies;2212workersinGEL,467workersinVRELand253workersinECV.GAWUhasaCollectiveBargainingAgreement(CBA)withVRELandisintheprocessofnegotiatingafirstCBAwithEquatorialCapitalVentures.AllCBAshavegenderspecificclauses.GAWUhasafulltimeGenderOfficerwholiaiseswiththeNationalWomen'sCommittee,RegionalWomen'sCommitteeandlocalWomen'sCommitteesasoutlinedintheunionConstitution.EachlocalExecutiveCommitteehasasecondChairpersonpositionreservedforwomenonly.In2014alargenumberofGELworkersdecidedtojoinanewunion,theIndustrialandCommercialWorkersUnion(ICU).GELinvitedthelabourDepartmentoftheMinistryofEmploymentandLabourRelationstoconductaverificationexercisetoconfirmwhichoftheunionshadthelargestnumberofworkers.ICUhad2344workersrepresenting98%ofthetotalnumberofworkforceonthefarm,withonly2%(142workers)stayingwithGAWU.FromthispointonwardsICUthereforeheldthecollectivebargainingcertificateandnegotiatesonbehalfofallworkers,inconsultationwithGAWU.4TherolesofwomenworkersinGhanaInGhanawomenworkbothinthepackinghouseandthefield,althoughthemosttypicalrolesforwomenincludepackhousedutiessuchassorting,selection,washing,taggingandpackaging.Menalsocarryouttheseroleswiththeexceptionofthewashingoftherubber'diapers'thatprotectthefruitduringharvest,whichisonlydonebywomen(BananaLinkandIUF,2013).InVRELhowever,bothsexesworkinthefieldonnon-harvestdays(harvestistwodaysperweek).Fieldtasksforwomenincludepruning,fruitcare,fertilizing/manureapplicationandweeding.Similarly,atEquatorialCapitalVenturesbothmaleandfemaleworkersareemployedinthefield.AtGoldenExoticswomenhavemorerecentlyalsostartedworkinginthefield,butthisislesscommonthaninVREL.AtVRELandGELwomenalsocarryoutadministrativeworkandworkinthebananaplantnurseries.AtVRELandGELpregnantwomenareoftengivenlighterdutiessuchascountingrubbers/diapersandsnailpicking.IndeedGELstatethat‘pregnantandnursingmothersarealwaysgivenlightdutiestohelpthemovercomeanydifficultyassociatedwiththeirwork’5However,workersreportthatmoreattentionisneededinthisareaaspregnantandnursingmothersoftencontinuewithnormaldutiestothedetrimentoftheirhealth.CameroonTherearefourmainbananacompaniesoperatinginCameroon:

● CameroonianDevelopmentCorporation(CDC)isastate-ownedcompanyoperatingtea,rubberandoilpalmplantationsaswellasbananas,workingintechnicalandmarketingpartnershipwithFreshDelMonte(sincethe1980s)andnowwithCompagnieFruitiere.CDCemploys6500workers,ofwhich1548arewomen(24%).Anestimated90%arepermanentworkersand10%temporary

4 InformationprovidedbyGELmanagement 5 GEL feedback on the report findings, February 2016

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● PlantationsduHautPenja(PHP)istheCompagnieFruitieresubsidiary,employing6476workers,ofwhom842arewomen(13%).88%oftotalworkersarepermanent.PHPhasrecentlysecuredFairtradecertificationontwoofitsfourgroupsofplantations;1ofthe5membersoftheFairtradePremiumCommitteeisfemale6.

● Themorerecent(registeredin2011)nationalcompanyBOHPlantationLimited,whichemploys600workers,ofwhich350arewomen(58%).Anestimated20%arepermanentand80%temporary.

● SocietyofMbangaBananaPlantations(SPM),anationalcompanywhichhasapproximately2,000workersbut,inearly2014,thecompanyhaltedbananaproductionandtradeduetofinancialdifficulties,sohasnotbeenincludedinthisstudy.

ASSOBACAMistheAssociationofCameroonBananaProducersofwhichtheabovefourcompaniesareallmembers.TradeunionrepresentationThetradeunionFAWUisthemainunionorganisinginCDCandBOHandtheyalsohaveasmallergroupofmembersinPHP.FAWUhas7,042membersofwhich1548arewomen(notallworkinbananasasFAWUalsoorganiseinoilpalmandrubber).Theunionhas67shopstewardsofwhom14arewomen;oneinPHP,oneinBOHandtwelveinCDC.FAWUhastwostaffmembersemployedtoworkongenderissuesandisintheprocessofestablishingitsfirstWomen'sCommittee.Womenstaffrepresentativeshavereceivedextensivecapacitybuildingtrainingoverthelasttwoyearsandleadershipskillstrainingisplannedforwomenworkerstoincreasethenumberofwomenstandingtobecomestaffrepresentatives.Anothertradeunion,DISAWOFAalsoorganisesinCDCandBOH,butwehavelimitedinformationfromthissmallerunion.InPHP,therearesixdifferenttradeunionsorganisingworkers;SDEAPEM,SYATRAPBM,SDLAMP,SATAM,FAWUandDISAWOFA. A recent initiative by the IUF and Fairtrade International - and supported by thecompany – has led to the development of a Platform that brings these unions together and promotescollaborationbetweenthem.AlargemajorityofPHP'spermanentworkforceareunionmembers.ThekeyrolesforwomenintheworkplaceAt CDC, women mainly undertake packing house operations (i.e. deflowering, selection, sticking andweighing) but they also do field tasks on non-harvest days including fertilizing, de-leafing and othermiscellaneousjobssuchassnailpicking,shrubscutting,materialpreparationandribboncounting.RolessometimesassignedtopregnantwomenatCDCincludematerialpreparation,yardandofficecleaningandsnailpickingbutgenerallypregnantandnursingmothercarryoutthesamerolesasnormal,butwithlower productivity pressures. The amount of ‘light work’ the women do heavily depends on theadministrationofthefarmtheyareworkingon.Womenareinvolvedincompanyadministrationincludingtherolesofsecretary,accountant,manager,civilengineer,humanresourcesofficerandpackinghousesupervisor.However,womenworkersreportwantingtohavemore involvementat supervisorandmanagement levelas currentlyonlymenhave the requiredtrainingtoundertakejobssuchastransportclerkandGroupBananaManager.

6 AllinformationinthisbulletpointhasbeenprovidedbyPHPmanagementandrefersto2014employmentstatistics

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AtPHP,womenareengaged inpackinghouseoperations(selection,sorting,andpacking)aswellas fieldduties but only light duties such as clearing leaves, spreading fertiliser, pruning and identifying bananadiseases.Womenarealsoemployedasnursesandinsomeofficeassistancerolessuchasthatofsecretarybutveryfewhavesupervisor,administrativeormanagementroles.Womenworkersreportedseekingsuchpositionsandsubmittingapplicationsbutcurrentlyonlymenareaccepted.Thecompanydohoweverstatethat ‘AtPHP there are havebeennoproven cases ofwithholdingpromotionbasedon thegender of thecandidate.PHPhasdevelopedapolicyon“theprohibitionofdiscrimination”,whichstatesveryclearly“thatitoffersthesameopportunitiestoallitsemployeesregardlessofrace,colour,gender,religion,age,maritalstatusornationality”.Toreinforcethispolicy,aninternalprocedurehasbeenwrittenandcommunicatedtoallmembersofstaffintheeventofavacancyornewpositionbeingavailableinorderthatallemployeesareabletoapply.FilesarereceivedbytheHumanResourcesDirectorwithoutanyformofdiscriminationandduringinterviewsandteststhebestarechosenbasedpurelyonthecriteriaofmerit.Acandidatehasneverbeendiscountedbasedonhisorhergender.’7Theroles typicallyassignedtopregnantandnursingworkersatPHP includecleaning,gatheringofplasticwaste,materialpreparation (suchas ribbonsandrubbers)andsnailpicking.However,workersstate thatallocationofthesejobsisrareandnormallyonlyallocatedonceawomanisheavilypregnant.Thecompanyaddsthat‘Itisanticipatedthatallpregnantwomenandthosewhohavejustgivenbirthbeallocatedtothenurseriesunderagentlerworkingframework’8.AtBOHwomenalsoworkinthepackinghouseandfieldaswiththeabovetwocompanies.Therolestypicallyassignedtopregnantworkersincludematerialpreparation,ribboncuttingandsweepingtheoffice.AtBOH,women are also employed in roles such as that of nurse, secretary, accountant, supervisor and head ofpersonnel.Côted'IvoireTherearemultiplebananacompaniesinCôted'Ivoire:

● Sociétéd’étudeetdedéveloppementdelaCultureBananière(SCB)-CompanyfortheStudyandDevelopmentofBananaCulture-aCompagnieFruitieresubsidiary,isbyfarthelargestrepresentingapproximately75%ofnationalbananaproduction.Theyhaveatotalof7,590workers,ofwhich823(10.8%)arewomen9.96%ofworkersareonpermanentcontracts.

● SIPEF-aBelgiancompanywhohasin2014takenoverthenationalbananaoperationsofSPManditssubsidiaryEglin–isthenextbiggestcompanynowemploying841workers,ofwhich112(13%)arewomen.

● Thethirdbiggestnationalcompanyis'BananedelaCôted'Ivoire'whichemployapproximately300workers.OtherkeycompaniesincludeCIAPA,Batia,RouchardandSAKJ/Canavese.However,wecurrentlyhavelimitedinformationfromtheseothercompanies,sotheyhavenotbeenincludedinthestudy.

7 PHP company feedback on the report findings, February 2016 8 PHP company feedback on research findings, February 2016 9 EmploymentstatisticsprovidedbySCBmanagementandreferto2014

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TradeunionrepresentationThelargesttradeunionorganisinginthebananasectorinCôted'IvoireistheWorkersUnionofSCB–Côted'Ivoire(SYNTRA/SCB-CI),amemberunionoftheconfederationDIGNITEanditsagriculturalandfoodworkersfederationCIAGAH-CI.SYNTRA/SCB-CIalsohas62membersintheSCBlaboratory,50ofwhomarewomen.Thereare25menand4womeninthelocalleadershipofthetradeunion.TherearethreeothertradeunionsorganisinginSCBplantations,SYNLITRA/SCB,SYNATRA/SCBandSYNAP/SCBbutwehavelimitedinformationfromtheseunions.Thefoursunionscombinedrepresentapproximately75%oftheSCBworkforce.ThereisalsoaunionintheEglinplantation,SYTATEG.KeyrolesforwomenintheworkplaceInbothmajorcompanieswomenworkinboththepackingplantandthefield.Thefieldtasksgiventowomenincludegeneralcleaningandmaintenanceoftheplantation,fertiliserapplicationandcaringforthenewplantsinthenursery.Womenarealsoemployedinadministrationandmanagement-asexecutives,supervisors,andspecialisedemployees–althoughexactnumbersareunconfirmed.2.Regionalanalysisofvariationsinproportionofwomen’semployment

Percentageofwomen’semploymentinWestandCentralAfrica NationalEstimate

Ghana 18% Cameroon 20% Côted'Ivoire 11%

Percompany GEL 17,0 PHP 13 SCB 10.8 VREL 28,3 CDC 24,0 SIPEF 13,0 ECA 8,0 BOH 58,0 Source:Allfiguresarefor2014,providedbycompanymanagementinthecaseofGEL,PHPandSCBandinallothercompanies,statisticswereprovidedbylocaltradeunions10.Analysisofdifferencesinproportionofwomen'semploymentbetweencountries

AcrosstheWestandCentralAfricanregionswomenworkinthefieldinadditiontopackhouseoperations,particularlyinCameroon.Thisislikelytobeakeyfactorinthehigheremploymentfiguresinthiscountry.ThemultinationalemployerCompagnieFruitiere–whichhassubsidiarycompaniesinGhana(GEL),Cameroon(PHP)andCôted'Ivoire(SCB)controllingsome80%ofbananaexportproductionintheregion–appearstohavethelowestpercentageofwomen’srepresentationintheworkforceineachcountry(exceptcomparedtoECAinGhana).ThistosomeextentexplainsthedifferencesinnationalemploymentpercentagesastheCompagnieFruitieresubsidiariesarebyfarthedominantplayersinbothGhanaandCôted'Ivoire,butlesssoinCameroonwhereCDCisthemainbananacompanyintermsofemploymentlevel(althoughnotintermsofproductionlevels).UndercolonialruleinGhanawomenwereprotectedwithinnationallabourlegislationfromcertaintypesofemploymentdeemedtobeeither'dangerous'or'toomasculine',preventingwomenfromengaginginmanyformsofformalemployment.Althoughrepealedtheinfluenceofthislegislationisstillseeninthelow

10 DerivedfromfigurescompiledfromresearchquestionnairesandBananaLinkinformation,2014

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numbersofwomenemployed(intheagriculturalsector).Atanationallevel,womenworkerssufferfromspecificlabourmarketdiscrimination,particularlyinagriculturalindustriessuchasbanana(CooperA.&QuesadaV.,2014).Thisdiscriminationisalsoreflectedatahouseholdlevelasworkshopparticipantsclarifiedduringresearch,sharingthatmanymendonotsupporttheideaofawoman/theirpartnerworkinginthefieldsamongamajorityofmaleemployees.Culturalperceptionsofgenderfromfamilyandcommunitymemberscanplayakeyroleinwomen’semploymentpatternsinthedifferingAfricancountries.Analysisofdifferencesinproportionofwomen'semploymentbetweencompaniesFurtherinvestigationandinformationgatheringfromthecompaniesoperatinginthesectorwouldberequiredtoestablishwhyeachofthemhavesuchdifferentpracticesintermsofthetasksthatwomencan,andaretrainedandempowered,toundertakeintheworkplace.However,someinitialobservationscanbemade:TheemploymentpracticesofCompagnieFruitieresubsidiariesineachcountrydiffersfromthatofthenationalproducersastheyappeartobemorerestrictiveofwomen’semploymentinthefield.Thiscompanythereforehasemploymentpracticesmoresimilartothatoftheothermajormulti-nationalbananaproducersoperatinginLatinAmerica–suchastheirformerco-ownersDole-wherewomenworkonlyinthepack-house.Bothcompanyandunionrepresentativeshavesuggestedthattherestrictiononfieldworkisduetostrictersocialstandards,forexample,onthekeyissuesofhealthandsafetyandsexualharassment,bothofwhicharereportedtobemorelikelytorepresentaproblemforwomenwhoworkinthefield(BananaLinkandIUF,2013).InVRELhowever,thecompanynotesthattherehavebeennoreportsofsexualharassmentfromfieldworkers.InCameroonwomeninterviewedthatareemployedbycompaniesthathirewomentoundertakefieldtasks,includingPHPandBOH,didnotreportincidencesofsexualharassment.Furtherindependentresearchwouldneedtobeconductedtoassesswhetherfieldworkreallydoesincreasetheexposureofwomentothethreatofsexualharassment,and,ifso,howcompaniescouldovercomethis.CompagnieFruitieresubsidiaryplantationsalsoseemtoberelativelyrestrictiveofwomen’semploymentinadministrativeandmanagementpositionscomparedtotheothernationalproducers,particularlyinCameroon.Onereasonforthiscouldbethatbecausewomenmainlyonlyworkinthepackhousetheydonot,orcannot,gaintheunderstandingofthewholeproductionprocessthatisrequiredinsupervisoryormanagerialroles.Womenalsotendtoentertheindustrywithlessformaleducation(atprimary,secondaryortertiarylevel).Morethan50%offemaleagriculturalworkersinGhanahaveneverattendedschool(Ofosu-Baadu,B.,2012).Theywillalsohavehadlessopportunitytogaintechnicalqualificationsrelevanttothesectorwhichmaycauseabarriertopromotion(LarsonV.&WatkinsS.,2014).PHPmanagementrepresentativeshavenotedinpreviousconversationsthattheirwomen’semploymentlevelsarelowerthanthoseofCDCduetothevariationinemploymentopportunitiesforwomeninthedifferentregionswheretheplantationsoperate.WomenintheHautPenjadistrictnearPHPoftenchoosetoworkinformally,forexamplesellingfoodandotherproducebythesideoftheroad,astheycangainsignificantearningsandtheworkisalsoflexiblesocanbeeasilyadaptedtochildcareandotherduties.ThecompanyclaimsthatwomenhavelessinformalworkopportunitiesintheregionwhereCDCoperates.CDCisastate-ownedoperationandhasthereforenotsolelybeenoperatingonaprofitmakingbasisunlikeotherprivatelyownedcompaniesintheregion,suchasPHP.Thereismoreofafocusonemployment

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provision,inaregionwhereunemploymentlevelsarehigh.HoweveritisunclearwhetherCDChasprioritisedwomen’semploymentandifsowhetherthiscouldbeconnectedtothepositivesocio-economicimpactthiscouldprovidegiventhenumberoffemaleheadedhouseholds.BOHinCameroonhasthehighestwomen'semploymentfiguresinAfricabutresearchhassofarbeenunabletoestablishwhy;thisneedsfurtherinvestigation.BOHalsohasanunusual80%ofworkersontemporarycontracts.Aspartofthisresearch,FAWUhasnotreceivedasubstantiveanswerfromBOHaboutthepotentialcausallinkbetweenahighleveloftemporaryandwomen'semployment.

InGhana,whileGELandVRELarebothFairtrade(FLO)certified–GELsince2012andVRELsince1996-itisinterestingtonotethesignificantvariationbetweenratesofwomen’semploymentinthetwocompanies.OntheVRELFairtradePremiumCommittee3outofthe9membersarewomen(33%)comparedto3womenoutof12members(25%)inGEL.Theproportionofwomen'srepresentationonbothofthesecommitteesisstill greater than the proportion of women employees however meaning that women have higherrepresentation in decision making processes than is proportional to the number of women workers atplantationlevel(LarsonV.&WatkinsS.,2014).

Further analysis is needed to assesswhether Fairtrade certification has impacted positively onwomen’semployment over time or otherwise. There are however specific requirements on non-discriminatorypracticeswithinFairtradestandards,andalsospecificallyonwomen'sempowermentandcapacitybuildinginYear3ofcertification(FairtradeInternational,2014)sothismayhaveapositiveimpactinyearstocomeonbothGELandtherecentlycertifiedgroupofplantationsatPHPinCameroon.ItishoweverimportanttonotethatVRELhasthelowestwageratesintheGhanaianbananaindustry,sofurtheranalysisisneededtoinvestigatethepotentiallyworryinglinkbetweenwomen’semploymentandlowpay(BananaLinkandIUF,2013).3.Keyissuesforwomenworkersintheworkplaceandathome

Inthissectiontheauthorhasnotreferredtoissuesinrelationtoindividualplantationsorcompanies,evenwherethisinformationexists.Thissectionthereforecollatesgeneralreportsfromdifferentwomenworkersandwomenunionleaderstohighlightpotentialissuesonanationalindustrylevel.However,significantvariationsinpracticesdoofcourseexistbetweenspecificcompaniesandareanalysedin'InnovationstowardsDecentWorkforwomenbananaworkers'laterinthisreport.ItmusthoweverbenotedthatdetailedfeedbackwasreceivedbyCompagnieFrutieresubsidiariesinresponsetotheissuesraisedinthissectionandsomeofthisinformationhasthusbeenincluded.Duetolimitsinthecapacityofthisresearch,othercompanieshavenothoweverbeenapproachedfortheirresponsestotheclaimsinthissection.GhanaIntheworkplaceThekeyissuesidentifiedbywomenworkersintheGhanaianbananaindustryarelowwages,hoursofwork,healthandsafety,sexualharassmentbysupervisorsandlackofchildcare.

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WagesinGhanaarewellbelowalivingwageforbothmenandwomen,butwomengenerallyearnlessthanmen.SeethegraphbelowwhichshowsanestimationofwageratesformenandwomenworkersacrossallcompaniesintheGhanaianbananaandpineapplesectors(figuresareinGhanaianCedi(GHS))(O’HanlonB.,2014).

Source:O’HanlonB.2014'AnanalysisofworkingconditionsinbananaandpineappleplantationsinGhana'Furtherresearchonwagelevelsinrelationtotaskalsoshowedthatwomenaregenerallypaidlessevenwhencarryingoutthesamerolesasmeninthepackhouseandthefield.However,thedisparityisfurtherincreasedbythefactthatonlymenhaveaccesstohigherpaidrolessuchasqualitycontrol,securityandtractordriving.Workersinterviewedforthisresearchwerenotaskedwhywomendidnothavesuchrolesonlytodescribetheirownroleontheplantation.However,thecompanystatesthat‘itisthepolicyofGELthatfemaleworkersdoingthesamejobastheirmencolleaguesearnthesamesalary.ThisisapolicywhichisstrictlyenforcedbyGEL.’11Hoursofwork isof concern towomenas late-nightworkinghoursendanger their safetywhen returninghomeandalsoaffectfamilyresponsibilitiesandrelations.Oneimpactofwomenreturninghomelatefromwork(andaspackhouseworkerslaterthananyoftheworkersemployedinthefield)incommunitieswherewomenbeinginformalemploymentisrelativelynewisanincreaseinwomenbeingthevictimsofdomesticabuse; 'punished'bymalepartnersfortheirabsencefromhomeandsuspectedofbeingunfaithful. Longworkinghourswherewomenstandforlongperiodsoftimeinthepackhouseswithinsufficientbreaksarealso a problem because of negative health impacts which include back problems, abdominal pains andirregularmenstruation.Other health and safety related issues include inadequate facilities to cater for women’s needs such aswashrooms and changing rooms. Women (and men) also lack on-the-job training on the range ofactivities/operationsattheworkplaceandrelevanthealthandsafetyprecautionsrequired.Accidentsandillnessesthereforeariseduetoignorance.Therearespecifichealthandsafetyissuesinrelationtopregnantand nursing women who remain engaged in normal duties that are unsafe and present health risks (in

11 GEL feedback on the report findings, February 2016

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particularinrelationtochemicalexposure).Ifpregnantorbreastfeedingwomenareexposedtochemicalsthrough application, handling of chemically impregnatedmaterials such as bags or ribbons (used on thebananaplants)orasaresultofaerialsprayingthethesecanbetransmittedtothefoetusorbreastfedchild.Increased incidence of birth defects, miscarriage and stillbirth are all reported by women exposed tochemicalsinbananaproduction.However,thecompanystatesthat‘GELhasinitspolicynottoallowaccesstopregnantandbreastfeedingmotherstoanychemicalhouseorfacility.Specialtrainingisalsogiventoallstaffincludingwomenonhowtotakeprecautionarymeasureswhenapplyingchemicals.’12Childcareisaparticularconcernforwomenworkers.Generally,womenarenotallowedtobringchildrentowork(andspecificallynotinFLOcertifiedplantations)buttherearenochildcarefacilities,evenfornursingmothers. The legalmaternity leaveofninetydays isnot considered longenoughbyworkers (GAWUhassuccessfullynegotiatedpaternity leaveof5daysinbananaindustryCBAs).Followingmaternity leave,themajorityofwomenworkersrelyonafamilymembertolookaftertheirchildrenwhiletheyareatwork,butfor those without family support, and in particular single parents (mainly women), childcare is oftenunaffordable.Somewomenreportthattheycannotaffordchildcarefortheiryoungestchildandthereforehavetoarrangefortheolderchildrentoattendtheirschoolsin‘shifts’toensurethatsomeoneislookingaftertheyoungestchild.Allwomenworkersquestionedwouldsupportchildcareprovisionintheworkplace,whereitisnotalreadyprovided.Sexualharassmentofwomenworkersbycompanyadministrationwasreportedintheresearchworkshopsandcanleadtoemployment/jobdiscriminationdependingonthewomen's'reaction'.However,thecompanystatesthat‘GELhasapolicythatfrownsuponsexualharassment.Tothiseffect,womenworkersarebeingeducated to report any such harassment encountered. The matter is then investigated and addressedproperly.’13AthomeItiscommonforwomenworkinglonghoursinthebananaindustrytofindtheyhaveinsufficienttimeforhome,familyandrelationshipresponsibilities.Researchconductedin2014foundthattheaveragelengthofaworkingweekwas48hours(includingbreaks)however,40%ofworkersspentmorethan48hoursworkingduringanaverageweek.Domesticworkandchildcareareconsideredtobetheresponsibilityofwomencreatinga'tripleburden'asplantationworker,domesticworkerandchildcarer.InCentralandWesternAfricanbananaproductionthisisexacerbatedaswomeninemploymentcontinuetoundertake'morethan80%ofhouseholdwork,evenwhenshebringshomealltheincome'(WorldBank,2012).AccordingtoFAOresearchintoconditionsforruralGhanaianwomenemployees,conductedin2012,'while65percentofmenspendfrom0to10hoursperweekondomesticactivities,89percentofwomenspend10hoursperweekormore.Themosttime-engagingactivitiesforwomenarecookingandtakingcareofhouseholdmembers(FAO,2012).CameroonIntheworkplaceThekeyworkplaceissuesforwomeninCameroonincludemultiplehealthandsafetyissues–especiallyforpregnantandnursingmothers–thataretheresultoflongworkinghours,inappropriateworktasks,andlackofprotectiveequipmentandbasictrainingandeducation(manyoftheseissuesthereforeofcourseapplyalsotomaleworkers).

12 GEL feedback on the report findings, February 2016 13 GEL feedback on the report findings, February 2016

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ItmustbenotedherethatPHPCameroonstatethat ‘themajorityofstatementshighlightedinthissectionarewithoutfoundationatPHP’andthat‘atPHPthereisamatrixthatsetsoutprotectiveclothingindividuallyaccordingtotherisksassociatedwiththejobrole.Eachworkerhastherelevantprotectiveclothingfortheworkheorshecarriesout’.Thecompanyhasalsoprovidedsignificantfurtherinformationinresponsetothehealthandsafetyissuesraisedinthissectionandthiscanbefoundinthe‘Innovations’sectionandalsoinAnnex1,sectionentitled‘Exposuretochemicalproductsandnegativeimpactsonhealth’.Specificresponsescanalsobefoundinthefootnotesinthissection.Worktaskscausingnegativehealthimpactsincludespendinglonghourswithhandsinwaterwhenwashingbananasinthepackhouse14,applyingfertiliserandotherchemicalproductsbyhandwithoutprotection15;sorting ribbons and other materials that are impregnated with chemicals by hand without protection;physically demanding field jobs such as deleafing, soon after giving birth and long hours undertakingrepetitivepackhousejobswithoutenoughspacetobendproperlywhichcancausebackpainsandstrains.Female workers have reported the following health impacts as a result of their work: skin diseases;cardiovascular diseases; miscarriages; persistent abdominal pains; irregular menstruation; asthma; eyeinfections; nose bleeds, swollen feet and nail fungi. PHP do however state that ‘if the health conditionsmentionedinthedocumentcanbefoundinwomen,theseareinnowayrelatedtotheirworkrole.’16TherearenostudiesintothelongtermhealthimpactsofworkerexposuretoagrochemicalsintheAfricanbananaexportproduction.InCameroon,wherechemicaluseissignificantlyhigherthanineitherCôted'IvoireorGhanaduetothehighincidenceofBlackSigatoka,thereareonlyjournalisticreportsoftencommissionedby campaigning organisations such as Transparency International 16 . However impacts have beendocumentedinLatinAmerica;in2014astudyfoundthaturinesamplestakenfrompregnantwomenlivinginareasnearbananaplantationsshowincreasedconcentrationofethylenethiourea(ETU)derivedpesticideswhichcanincreasetheriskofproblemsinthethyroidgland'(IRET,2014).Womenworkerstendtoworklonghours,from10to14hoursonharvestdayswheninthepackhouse,withonly30minutelunchbreak.Femaleandmaleworkersengagedinfieldoperationscontinuetoworkinsevereweatherconditionsleadingtofatigue,accidentsoroccupationaldiseases.Workerswithpartialpermanentdisabilitiesreportbeingallocatedverydifficulttasksthattheyareunabletoaccomplishsotheyabandontheirjobs.Whilstdutiesforpregnantwomenaresometimeschangedinlaterstagesofpregnancy(i.e.thefinalthreemonths)problemsoftenstartarisingbeforethen.Anteandpostnatalcareisprovidedatcompanyclinicshowever a doctor employed by a national company has been reported to have told women workers“pregnancy isnotan illness, it isacondition”and that thereforepregnantwomenshouldnotbe treateddifferently, unless a problem arises. Pregnant women are also using overcrowded transport which isdangeroustotheirhealth(manyreportcollapsingonthewaytoandfromwork). PHPdohoweverstatethat‘thetransportationofstafftoPHPisdonebysuitablevehiclesreservedforthisactivityandwearenotawareofpassengerspotentiallyfallingasallourworkersareseated.’

14 PHP clarify that in their feedback on the report findings that ‘the water used to process bananas does not contain any

pesticide that is damaging to human health. Added to this water is only a weak concentration of calcium hypochlorite as a disinfectant and a neutral type of bacterol used to disperse latex.’

15 PHP clarify that ‘FertilizerapplicatorswearPPEconsistingofgloves(PVCorNitrile),bootsandaprons’ 16 PHP company feedback on the research findings, February 2016 16 http://transparency.org

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Femaleworkersinearlypregnancyreportedmolestationsandintimidationbycompanyadministrationinanattempttodiscouragethemfromcontinuingwithpregnancy.OnthefollowingissuesregardingpregnantandnursingwomenPHPhaveprovidedsignificantinformationthathasbeenincludedintheinnovationssection‘PHPadvancesonmaternityandbreastfeedingprovisions’onpage19.ThelegalmaternityleaveperiodasstipulatedintheLabourCodeisconsideredtooshortbywomen:pregnantworkersareeligiblefor14weekmaternityleave,onemonthpriortogivingbirthandtwomonthsafterdelivery.Thenationalsocialinsuranceschemeissupposedtopaytheworkerstheequivalentoftheirnormalsalaryforthesethreemonthsofmaternityleave,assoonastheworkergivesbirth.Somewomendonothoweverknowtheprocessforsubmittingtheirdocumentstoapplyformaternityleaveandsomewomenreportneverreceivingtheirleavepaymentsdespitegoingthroughthecorrectadministrationprocess(duetothecompanySocialInsuranceClerknotcorrectlyadministeringthedocumentswiththeauthorities,althoughthecompanyisnowdealingwiththisproblem).FAWUhassubsequentlyprovidedallwomenwithinformationabouthowtoapplyformaternityleaveandthetwomajoremployershaveconfirmedthattheyhavestaffawareofhow,andavailable,tosupportwomentosecuretheirmaternitypay.Aftermaternityleave,womenareallocatedinappropriatejobs,forexampleclimbingladderswhichleadstocontinuousabdominalpains,orchemicalapplicationjobswithinsufficientPPE,whichisaparticularconcernwhenbreastfeeding.Somanywomenresorttoabsenteeism.Moreover,legalguidelinesonhoursofworkfornursingmothers,Section85oftheCameroonLabourCodestatesthatnursingmothersareentitledtoa1hourbreakforaperiodof15monthsfollowingchildbirth,areoftennotrespected.Asmanymotherslivefarawayfromtheplantation,thislegislationcanalsoproveimpracticaltoimplement.Otherhealthandsafetyissuesarisefromalackofbasiceducationandtraining(anissueformentoo).Femalebanana workers in particular complain of being ignorant in the handling, storage and application ofagrochemicalsdespitechemicalapplicationbeingakeyroleforwomen(andpregnantwomen)workers.Thisisoftendonebyhandwith limitedprotectiveequipmentorusingalternative inappropriatetools(suchaswashing soap and fresh pasteurised milk). There are cases reported of female workers applying toxicchemicalssuchasnematacidescollapsing inthefields.Workerswhocarryoutchemicalapplicationsonaregularbasisreportedthattheydonothavethoroughmedicalexaminationsforpurposesofdetectingwork-relateddiseases.IninterviewswithBananaLink(in2011)thedoctorresponsiblefortheoperationofonecompany'sclinicsdeniedanycausal linkbetweenchemicalexposureand illness.Suchattitudeschallengeformaldocumentation.Women workers (from one company only) also reported sexual harassment and intimidation fromsupervisors.Inthiscompanypromotionandtaskallocationisseentobedirectlyrelatedtotheirreactionstoadvancesmadebysupervisors.This isalso thecaseof thecompanyhealthcare facilitieswithbettercarebeingprovidedinreturnforsexualfavours.AthomeThecombinationoflongworkinghoursandlowwagescanhaveanumberofimpactsinthehome.Childrencanbeneglectedwithadetrimentaleffectontheirdevelopmentand/orbehaviourasmothersareawayfromhomebutcannotaffordchildcare.Nursingbreaksaregiventomotherswhoworkbothinthepackinghouseandthe fieldandcrèche facilitiesareprovidedbysomeplantationsbutnurseryschoolsandotherchildcarefacilitiesareneeded.

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Thechildrenoffemaleworkersoftensuffermalnutritionandanaemiaaswomendonothavethetimetocookproperly,nortoprovidebasichealthcare.Mothersreportnotbeingabletoafforddrugsprescribedthatareunavailableatthecompanyclinic.Thishasapparentlyresultedinthedeathsofsomeworkersandtheirchildren.Thosemothers in relationshipsalso reportmultiplechallenges insustaininga relationshipwhentheydonothavetimeforhouseholdorsexualactivitiesduetofatiguefromlongworkhours.Anotherkeyissueislowpayaffectingtheabilityofworkerstopayschoolfees;BananaLinkresearchin2012showedthatchildrenofbananaworkersaremostlikelytobetheonesnotabletoaffordandthereforeattendschoolproducinganegativedevelopment impact for communityaswhole (LabouchereH.&SkalidouD.,2012).Côted'IvoireIntheworkplaceThekeyissuesreportedbywomenworkersincludeddangeroustransporttoandfromwork,lowwages,excessiveworkinghours(overlegalmaximums)andsexualharassment.Womentendtoworkaround10hoursperday,despitethelegalworkingdaybeing8hours.Legallyrequiredovertimeisnotoftenpaid.Companytransporttoworkisoverloadedandthisisaparticularsafetyissueforpregnantwomen.Workersalsoreportednothavingtheappropriateequipmentfortheirtasks,whichisaparticularissueforthoseinvolvedinchemicalapplication.Therewerereportsofsexualharassmentwithintheworkplace.Althoughwomenhaveaccesstocrèchefacilitiesthisisonlyforyoungerbabies,nurseryschoolsarealsoneeded.AthomeWomenworkersarrive lateatthehomeafterwork(as lateas11pmonsomenights)negativelyaffectingrelationshipswithbothchildrenandpartnersandleadingtopoorsexualrelations,mistrustandadulterybypartnersandsometimesdomesticviolence. Restrictingwomentotasks inthepackhousewherefinishingtimes are often late (up until 11pm) because harvested bananas have to be packed the same day andcompaniesexpectworkers,especiallyinpeakseason,todoovertime(evenifinexcessoflegalworkingweeksof40and48hoursinGhanaandCameroonrespectively)canhaveanegativeaffectonfamilyandpartnerrelationships.Inworkshopswomenhighlighttheimpactoflongworkinghourssuchaspoorsexualrelations,mistrust and adultery by partners and sometimes domestic violence, as some of their key concerns asemployeesinthebananasector.Pooraccommodationisalsoanissue,evenwhenprovidedbythecompany.Awomanwith30year’sservicewhobeganworksingleandsubsequentlymarriedandhadchildren,hashadtoremaininthesamecompanyaccommodationandconditionsarethereforeverycramped.4.InnovationstowardsDecentWorkforwomenbananaworkers

Advancesinchildcare,maternityandbreastfeedingprovisionsCurrentchildcareprovisionsappeartobeminimalacrossallthreecountries,accordingtobothworkerreportsandcompanyCSRreports.ForexamplenoneoftheCompagnieFruitereCSRreportsforGhana,CameroonandCôted'Ivoireproducedin2013mentioncrècheorchildcarefacilities

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Employers in both Ghana and Cameroon are however taking steps towards childcare provision utilisingBananaAccompanyingMeasures(BAM)monies. InCameroon,CDChassubmittedanapplicationforBAMmonieswhichincludedprovisionforacrèche,as lobbiedforbyFAWU,atMoquoFarmwhere35womenworkerswoulddirectlybenefit.ThiswouldbethefirstchildcareprovisionbyCDCinanyofitsagroindustrialoperationsinCameroon.PHPCameroonalsostatesthat‘theprojecttoconstructacrècheiswelladvancedandrealconstructionwilltakeplaceverysoon.’BOHinCameroonhasintroducedapolicywherebynursingmothersworkforfivedaysandthentakethesixthdayoff,paid.Mothersbelievethathavingasixthdayoffisgoodpracticeasitisnotpracticaltoimplementthe national legislation that requires employers to allow nursingmothers a 1 hour break to breastfeed,especiallywhencrèchefacilitiesarenotprovidedontheplantation.Followingfurtherworkerconsultation,theunion,FAWU, is interested innegotiating for thisBOHpolicy tobe implemented inotherplantationswithoutcrèchefacilities.In Ghana, all new plantation developments now incorporate childcare facilities andGAWU aims to havecommitmenttochildcareprovisionwrittenintoalloftheirCBAswithcompanies.GELhasalsosubmittedanapplication touseBAMmonies tobuildor convert a former schoolhouse in the local community into acrèche.Thereare150mothersemployedatGoldenExoticswhowouldbenefitfromtheproposedworkplacechildcare provision. Currently,mothers bring babies to theworkplacewhere they are looked after by ababysittercollectivelyprovidedbyparents.GELhastemporarilyintroducedthepaymentofmoniestocoverchildcarecostsinlieuofpermanentprovision.BothGAWU inGhanaandFAWU inCameroonareundertaking research into childcareneedsbecauseofconcernsaboutprovisionsonornearplantationswith intensiveagrochemicaluseand inparticularaerialspraying. The research will look into whether there are preferable options that also effectively addressbreastfeedingneeds,especiallygiventhelargescaleoftheplantationsanddistanceswomenmayneedtotravelbacktoacentralchildcareprovisiontobreastfeed.InitialresearchfromCameroonwithCDCworkersshowsthat90%oftheworkersarepositivetowardstheideaofCDCofferingchildcare,andofthese95%ofintervieweeswouldprefertoreceiveanallowanceinsteadofbringingtheirchildrentoachildcarefacilityattheplantation.Thisisduetoconcernsabouttransporttotheplantation,exposuretochemicalsandthelonghoursthatchildrenwouldneedtostayatthefacilitytomatchtheirparentsworkhours.BygivingachildcareallowanceCDCcouldthereforeadheretotheILOrecommendationsonchildcareandhopefullybenefitfromreductionsinabsenteeismwithpotentialbeneficialimpactsonproductivity(LarsonV.&WatkinsS.,2014).PHPadvancesinmaternityandbreastfeedingprovisions17RegulationsinforceinCameroonprovidetheconditionsinwhichtherightsofwomenwhofindthemselvesinthistemporarysituationareexercised.PHPrigorouslyappliestheseprovisionsbygrantingmaternityleaveof14weekstoallpregnantwomenwithoutthishavinganegativeimpactontheirpayatallduringthelengthof theirmaternity leave.Their salary is takencareofby theNATIONALSOCIALSECURITYFUNDbasedondocuments provided by PHP for the benefit of the person concerned (maternity leave certificate, salarystatement,certificateofnoreturnfrommaternityleave,etc.).Theonly lossofearningsthata femaleworkercouldsufferduringtheseperiodsarethegeneralbonuseslinked to professional performance. However, an inclusive bonus will be awarded to make up for theconsequencesoflosingthequalityandproductivitybonusduringtheirmaternityleave.Theannualendof

17 ThissectionhasbeenaddedtothereportfollowingfeedbackfromPHP,Cameroononthereportfindings.

Maternityprovisionsofothercompanieshavethereforenotbeenanalysedherebutothergoodpracticesmayofcoursealsoexistinothercompaniesandcountriesofproduction.

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yearbonusandtheChristmasdashdonottakeintoaccounttheperiodofinactivityofpregnantwomenonmaternityleave.Upon return from maternity leave, female workers resume their work role without any problems andbreastfeedinghoursareguaranteedtothemaspertherequirementsoftheworkcode.Oncethecompany’sadministration is informed of their condition, female workers are allocated work roles that take intoconsideration their new situation. This is with the aim to treat them considerately and to assure thedevelopment of their pregnancy goes well, with appropriate medical supervision by our occupationalphysician.Itisanticipatedthatallpregnantwomenandthosewhohavejustgivenbirthbeallocatedtothenurseriesunderagentlerworking frameworkand towhere theywillbe transportedunderappropriateconditions.Infantswillbeleftinthechild-carecentrenearbyandcanbefedondemand.Wageconditionswillbeadjustedsothatwomentransferredtothenurseriesdonotsufferanyinconveniencerelatingtheirsalaryaslinkedtotheirpreviousworkrole.PHPhas,moreover,drawnupasocialpolicyentitled:“TheRightsofPregnantFemaleWorkersatPHP”inordertoinformwomenoftheirrightsandofthepregnancydeclarationprocedure.Educationandtraining–forwomenworkersandtheirfamiliesLackofbothbasicschooleducationaswellasprofessionaltraininghasbeenmentionedbywomenworkinginthebananasectorthroughoutasakeybarriertotheiraccesstoemployment,especiallyforsupervisoryandmanagerialroles.However,manycompaniesareworkingtoimproveeducationopportunitiesforwomenworkers.In Ghana, VREL is reported to run various training workshops and seminars for both women and maleworkers.Theseincludetechnicaltrainingforrolesinboththepackhouseandfield,healthandsafetyandalsootherworkplaceissuessuchasinformingwomenonhowtoreportincidencesofsexualharassment.InCDC,Cameroon,studyleaveisgrantedtoworkerswhowishtogetahighereducationcertificateandthencome back towork. However this study leave is granted only to thosewith jobs that need technical oracademictrainingsuchasnurses,doctorsandaccountants (sonotaccessible tonormal labourers).Sometrainingisalsoprovidedin-house,suchasforthosewishingtotakeonasecretarialrole.The threeCompagnieFruitiere subsidiariesallhaveadvancedworker training initiatives fromwhichbothwomenandmenbenefit.Theseincludetechnicaltrainingrelevanttopackhousetasksandalsotrainingonhealthandsafety,aswellasliteracyandinformationtechnologytrainingforsomeworkers.InPHPCameroonan'educationloan'isprovidedtoenablechildrenovertheageof5toparticipateinschooleducation.These school loansaregranted freeof chargeandwithoutany interest toall employeeswhorequirethemandwhoareeligible.In2012,330childrenbenefitedfromtheseloans.Toreinforcethisschoolsupportpolicy,PHPrunsaschoolgroupofferingbothmiddleandupperschoolingcalled “Complexe Scolaire les Tisserins”, where priority intake is reserved for children of the company’semployees. In addition, the company subsidises 50% of school fees for all children of non-executiveemployeeswhousethisschoolgroup.

24

BothGELandVRELusesFairtradepremiummoniestofundtheeducationofworkersandtheirchildren.TheSCBCorporateResponsibilityreport2013alsostatesthattheyhaveconstructed5nurseryschoolsandoneprimaryschoolthattogetherprovideeducationfor600children.Unionreportsstatethatthereremainsaneedfornurseryeducationforworkerschildren.Withaworkforceofalmost8,000itisofcourseclearthatthemajorityofworkerstonothaveaccesstotheseschools.HealthprovisionsforwomenworkersandtheirfamiliesOne of the key issues for women workers across all African export producing countries was that ofoccupationalhealthandsafety.Althoughmostofthecompanieshaveverydetailedhealthandsafetypoliciesandinitiativesthereseemstobevirtuallynoconsiderationofthegenderaspectsofhealthandsafetyinanyof thesecompanymanualsor reports.Wecannot thereforesharemany innovations in thisarearelevantspecificallytowomenworkers,ormorespecificallypregnantandnursingmothers.InthecaseofPHPinCameroonhowever,thecompanyhaveprovidedsignificantfeedbackontheirhealthandsafetyinitiativesinresponsetothefindingsofthisreport.TheseinitiativescanbefoundinAnnex1.inthesectionentitled ‘Exposuretochemicalproductsandnegative impactsonhealth’. It isalsorelevanttonote here that both PHP and CDC are partners in a new industry level project on health and safety,coordinated by Solidaridad, Banana Link and theWorld Banana Forum and funded by the IDH, a Dutchgovernmentinitiative.Thisprojectwillprovideaspacenotonlytoshareexistinggoodpracticesonhealthandsafetybutalsoimplementahealthandsafetytrainingprogrammeontheirplantationswithbothmaleandfemaleworkersandcompanyrepresentatives.Thistrainingprogrammewillhaveagenderfocus.Also on the side of cure rather than prevention there are a number of exemplary initiatives.HealthcareprovisionatPHPinCameroonisparticularlygoodandfarexceedsnationalstandards.ThisispartlyduetocollaborationbetweenthecompanyandaFrenchNGO'L'OrdredeMalte'whohavecollaboratedtodevelopanadvancedhospital'l’HôpitalSaintJeandeMalte'opentoworkersandtheirfamilies.Thehospitalprovidesbirthing,pre-natalandpost-natalcareforwomenworkersaswellasspecializedservicesforHIVandmalariapatients.Thecompanycovers100%ofmedicalfeesforitsemployeesand80%forothermembersofworkers’legitimatefamily.CDCalsohavetwomedicalcentresprovidinghealthcareforworkersandfamilymembers,althoughthelevelofcare ispoorer than theaforementionedhospitalsand the locationofoneof thecentresadjacent toarubberprocessingoperationisahealthconcern.Theproperprovisionofdrugs,andrefundingofthecostofdrugsbyCDCwhenunavailableintheclinics,isakeypointinsocialdialoguebetweenFAWUandCDC.In2014,SCB,theCompagnieFruitieresubsidiaryinCôted'IvoireopenedanewhospitalincollaborationwithL'ordreduMaltefollowingtheCameroonianmodel,forbananaandpineappleworkers,theirfamiliesandthewidercommunity in theTiassale region (whereSCBemployapproximately2,500workers).However,SCBhave another five banana sites spread across the country and it is not clear ifworkers are assistedwithtransport to attend this central hospital. There are however local medical centres and pharmacy sitesprovidedbythecompany.InGELGhana,ahealthcliniciscurrentlybeingunderconstructionontheirplantationtobecompletedbeforeendoftheyear2016.Itwillhaveallmedicalfacilitiesincludingagynaecologydepartmenttocaterforthemedicalneedsofwomenworkers.

25

TheGEL/GAWUCollectiveBargainingAgreement18Thisagreementwasoriginallysignedin2007andhasbeenreviewedeverythreeyearssincethenuntil2014whentheagreementwastakenoverbythenewtradeunionICU.However,theinformationbelowreferstothepreviousGEL/GAWUagreementThroughthisagreementtheunionandcompanyworkedtogethertotrytomakebananaproductionamoreattractiveofferforwomenworkersthroughcreating'womenfriendly'workplaces.GELmanagementstatesthatissuesforwomenworkersare'ofparamountinterest'tothecompanyaseffortsaremadetofulfilthegenderrequirementsoftheILOConvention111oneliminationofgenderdiscriminationandimprovementsinconditionsforwomenworkers.TherewerethereforeanumberofgenderrelatedclausesincorporatedintotheGAWU/GELcollectiveagreementincluding:• Equalpayforequalwork• MaternityProtection(asstipulatedintheLabourAct651andincompliancewithILOC183&MDG

4&5onreducingchilddeath&maternalmortality)plusextrarestperiodsbeforeandafterdeliveryabovethelegalminimum

• Companyprovisionofaspecialbussupportsystemforpregnantwomen• Specialisedmedicalsupportforwomenworkers,inparticularpregnantwomenandmothers,and

theirchildren.• RespectofArticles55inLabourActwhichprohibitspregnantwomenfromundertakinginactivities

thatdealwithchemicalsandworkinglongerthan8hoursperday.Thisagreementalsoofcourseprovidesanimportantplatformfordialoguebetweenthecompanyandtheunion(whetherGAWUorICU)enablingtheuniontoraisetheneedsanddemandsoftheirwomenworkersmembers.Gendertrainingandthepromotionofwomen’sleadershipParticularadvancesingendertrainingandprovidingleadershipskillsforwomenhavebeenmadeoverthelasttwoyearsasaresultofcollaborationbetweentheIUF,BananaLinkandlocaltradeunionsthroughaComicRelieffundedproject'SecuringDecentWorkintropicalfruitexportproduction'.AspartofthiscollaborationIUF'sAfrica’sWomen’sProjectCoordinatorhasbeencarryingoutanumberofgendertraininginitiativesonthegroundwithworkersandlocaltradeunionleadersinGhana(GAWU)andCameroon(FAWU).TheseeducationactivitieshavealsobeensupportedbywomentradeunioneducationexpertsfromtheUKtradeunionmovementwhohavefacilitatedlocalworkshopsongenderandarehelpingtodevelopgenderspecifictrainingforwomenandmaleworkersincollaborationwithlocalunionleaders.TheseprojectactivitieshavebeencomplementedbytheIUF’s'Women’sLeadershipprogramme'whichoperatesin16Africancountries,includingGhanaandCôted'Ivoire.Theobjectivesoftheprojectinclude:

• increasedwomen’sparticipationintradeunions• women’sparticipationatalllevelsoftradeunionstructures• women’srightsinnationallegislation,andregional/internationallabourandhumanrights

conventions• addressingspecificsafetyandhealthneedsofwomen

18 (CooperA.&QuesadaV.,2014)

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• buildingconfidenceandskillsofwomenincollectivebargainingparticipation· thepromotionofILOConventionsrelevanttowomen.

WithinthisprogrammemanywomeninthebananaindustriesinbothGhanaandCôted'Ivoirehavebeentrainedinleadership,andCameroonianwomenworkershavealsobenefitedfromthesharingofexperiencesthroughtheproject.

Asanexample,theimpactoftheseunioncapacitybuildingprogrammesinGhanaincludesthedevelopmentandadoptionbyGAWUofaformalpolicyongender.Thecentralobjectiveofthispolicyistoraiseawarenessamongstbothwomenandmenwithintheorganisationthroughregulargendertrainingprogrammes,withthe overall aim of empowering potential women leaderswho can bring about transformational change,includingpushingforwardgender issueswithincollectiveagreementssuchasthatwithGEL.Theunion isleadingbyexamplebyreviewingitsconstitutiontoincorporategenderequitytowards40%participationofwomeninallunionstructures,includingtheCBAnegotiationcommittees.

InCameroontrainingforwomenworkershasledtoworktocreateFAWU'sfirstWomen'sCommitteewhichwillfocusonidentifyingtrainingneedsforwomen,suchastheneedtoeducatewomenabouthowtoapplyformaternityleavenotedearlier.ThereareplanstoestablishcommitteesacrossallworkplacesinallthreesectorsinwhichFAWUorganise.Anotherkeyaimofthewomen'strainingprogrammeoverthenextyearisto identify and build the leadership capacity of potential candidates to stand in the staff representativeelectionsin2016andthisincreasetheproportionofwomenstaffrepresentatives.

UndertheumbrellaoftheIUF,thetradeunionsorganisingworkersemployedintheAfricanbananaexportindustryhavecreatedaregionalcoordinationofbananaworkerunions(similartothatofCOLSIBAinLatinAmerica) entitled the IUF Banana Network in Africa (IBANETA). The object of this platform is to shareexperiencesonissuesincludinggenderandtostrengthenbargainingthroughcollaborationandsolidarity.

5.Conclusions

Whensharingideasontheneedforgenderequity,participantsinawomen'sworkshopinCameroonreflectedonthenecessitytohavebuilt-inmeasures–forexamplespecificunion,companyorcertificationpoliciesthatpromotewomen’semploymentandempowerment-tocompensateforhistoricalandsocialdisadvantagesandtochallengetheculturallyingrainedattitudesofbothwomenandmentowardsgenderequality.Oneworkshopparticipantstated'Weneedtoencouragewomentochangetheirattitudeandtakeupleadershippositionsbothintradeunionsandwithintheworkplacetoensuretheirviewsareincorporatedintodecisionmaking'.Despitethevariationsbetweencountriesandcompanies,theAfricancasecertainlyshowsthatgenderdoesnotneedtopreventcompaniesfromemployingwomentoworkinbananaoperationsbothinthepackhouseandthefield.Similarworkpatternscouldthereforebeadoptedinotherbananaproducingcountrieswherethisemploymentpracticeislesscommon.ItishoweverimportanttohavegreaterunderstandingofwhyCompagnieFruitieresubsidiariestendtorestrictwomen’sworkinthefield–incomparisontoothernationalcompanies-andhencehavethelowestratesofwomen’semploymentwithintheregion.Responsiblefor80%ofbananaexportsinWestandCentralAfrica,CompagnieFruitiere

27

dominatebananaexportproductioninAfricaandthereforeachangeintheirpracticesandaleadershiproleinprioritisingtheprovisionofDecentWorkforwomenwouldhaveasignificantimpactontheindustry.Furtherresearchisneededamongstbothworkersandtradeunionleaderstoanalyseboththepositiveandnegativeimpactsofwomenworkinginthefieldtoassessifthisisanemploymentstrategythatshouldbepromotedonaninternationallevel.Thereisalsoofcoursethewiderissueofwhetherthebananaindustryisproviding'DecentWork'forwomenintheAfricanregion,asdiscussedinsection3ofthisreport'Keyissuesforwomenworkersattheworkplaceandathome'.Indeedanyinitiativesworkingtowardstheincreaseofwomen’semployment(bygivingthemgreateraccesstofieldtasks)needtogohandinhandwithensuring'womenfriendlyworkplaces'thatprovideequalpayandrespectwomen’sspecifichealthandsafetyneedsduringpregnancyandwhilstbreastfeedingaswellaschildcareresponsibilities,riskofsexualharassmentandneedoftechnicaltraining.

Addressingthefindingsofthisresearchcouldalsohaveapositiveimpactonthelowproductionlevelsacrosstheregion.InCameroon,forexample,recentresearchshowedthat88%ofworkerswithchildrenatonenationalcompanyhadbeenabsentinthepreviousyearduetolackofchildcare(LarsonV.&WatkinsS.,2014).Thesamereportalsoshowedthatthe'averageworker'isabsent46daysperyearduetoworkrelatedinjuryorillness.Thereisthereforearealneed,andopportunity,forworkers,theirtradeunionsandemployerstoworktogethertoresolvetheseworkplaceissues–bothforwomenandmaleworkers–forthebenefitofallindustrystakeholders.ThepositiveexampleoftheadvancesmadewithintheframeworkoftheGEL/GAWUCollectiveBargainingAgreementcouldprovidesomeimportantlearninginthisrespect.

ThecreationofIBANETA,assupportedbytheIUF,couldprovideanimportantplatformforthesharingoflearningonbothunionandcompanypracticesacrosstheregion.ThisinitiativewillofcoursealsobeabletolearnfromtheinnovativeactivitiestowardsDecentWorkforwomenworkersaschampionedbytheCOLSIBAWomen’sCommitteeanditswomenunionleadermembers,asdetailedintheLatinAmericareportwithinthispublication.ButthesuccessoftheseinitiativesinAfricaandelsewhereofcoursedependsonwomenbeingpresent intheworkplace,andbeingempoweredthroughandbytheirunionstoactivelyengage, innegotiationsanddialoguewithcompaniesatnationalandinternationallevel.

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BananaLinkandIUF.CapacitybuildingworkshopformaleandfemalerepresentativesfromWestAfricanbananaworkersunions.Report.2013.Cameroon.CompagnieFruitiere.RapportCôted'IvoireRSE.2013(http://www.compagniefruitiere.fr/medias/telechargements/Rapport%20Cote%20d%27ivoire%20RSE%202012%20FR%2018%20juin%202013.pdf)CooperA.&QuesadaV.Labourrelations:Successfulcasesfromthebananaindustry.WorldBananaForum.2014.Rome.EuropeanCommissionBananaAccompanyingMeasuresProgrammeforCameroon.2012.EuropeanCommissionBananaAccompanyingMeasuresProgrammeforCôted'Ivoire.2012.EuropeanCommissionBananaAccompanyingMeasuresProgrammeforGhanaAnnex3.2012.FAO.BananaMarketReviewandBananaStatistics2012-2013.IntergovernmentalGrouponBananasandTropicalFruits.2014.FAO.GenderInequalitiesinRuralEmploymentinGhanaAnOverview.Gender,EquityandRuralEmploymentDivision.2012.(http://www.fao.org/docrep/016/ap090e/ap090e00.pdf)FairtradeInternational.FairtradeHiredLabourStandards.2014.(http://www.fairtrade.net/fileadmin/user_upload/content/2009/standards/documents/genericstandards/2014-1-15_HL_FINAL_links.pdf)GoldenExoticsLimited.CorporateSocialResponsibilityReport.2012.(http://www.compagniefruitiere.fr/medias/telechargements/GEL_CSR_REPORT_2012_BD.pdf)LabouchereH.&SkalidouD.Socialimpactsofbananasupplychain:acasestudyfromCameroon.2012.BananaLink,UK.LarsonV.&WatkinsS.LivingandworkingconditionsintheSouthWestCameroonbananaindustry.2014.BananaLink,UK.McCallD.TradeandtheRoleofWifeinModernW.Africa.OUP.1969O'HanlonB.AnAnalysisofworkingconditionsinthebananaandpineappleplantationsinGhana2014.BananaLink,UK.Ofusu-BaaduB.WomeninRuralGhana.GhanaStatisticalService.2012.(http://unstats.un.org/unsd/gender/Jordan_Mar2012/Presentations/Panel%201.b/Panel%201.b_5_Ghana_Bernice-GHANA_Rural%20Women.pdf)VanWendeldeJoodeB.&QuesadaR.Aholisticanalysisofthesustainabilityofbananaandplantainproductionsystemsregardingpesticideexposureanditseffectonneurodevelopmentinearlylife.Central

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AmericanInstituteforStudiesonToxicSubstances(IRET),UniversidadNacional(UNA)Heredia.2013.CostaRica.WorldBank.GenderDifferencesinEmploymentandWhyTheyMatter.WorldDevelopmentReport.2012.(http://siteresources.worldbank.org/INTWDR2012/Resources/7778105-1299699968583/77862101315936222006/chapter-5.pdf)WebsitesConsulted

http://www.bananalink.org.uk/costa-rican-banana-industry-faces-pesticide-allegationhttp://idhsustainabletrade.com/http://www.transparency.org/news/feature/slippery_justice_the_travails_of_a_whistleblower_in_cameroonTerminology

ASSOBACAMAssociationofCameroonBananaProducersBAMBananaAccompanyingMeasuresBOHBOHPlantationsLimitedCBACollectiveBargainingAgreementCDCCameroonDevelopmentCorporationCIAGAHCI-DignitéAgriculturalandFoodworkersFederationaffiliatedtotheConfederationofFoodandDrinkIndustries,HotelandAlliedWorkerUnions,Dignité,inCôted'IvoireCSRCorporateSocialResponsibilityCOLSIBALatinAmericanRegionalCoordinationofBanana&OtherAgro-IndustrialWorkerUnionsDISAWOFADivisionalSyndicateofAgriculturalWorkersforFako,CameroonECEuropeanCommissionECVEquatorialCapitalVenturesETUEthylenethioureaFAWUFakoAgriculturalWorkersUnion(Cameroon)FLOFairtradeinternationalGAWUGeneralAgriculturalWorkersUnionofGhanaTUCGELGoldenExoticsLimitedIBANETAIUFBananaNetworkinAfricaICUIndustrialandCommercialWorkersUnion,GhanaIDHTheSustainableTradeInitiativeILOInternationalLabourOrganisationIRETTheRegionalInstituteonToxicSubstancesIUFTheInternationalUnionofFood,Agricultural,Hotel,Restaurant,Catering,TobaccoandAlliedWorkers’AssociationNGONonGovernmentalOrganisationPPEPersonalProtectiveEquipmentPHPPlantationsduHautPenjaSATAMSyndicatAutonomedesTravailleursdeL'AgricultureduMoungoSCBSociétéd’étudeetdedéveloppementdelaCultureBananièreSDEAPEMSyndicatDépartementaldel'AgriculturePêcheetÉlevageduMoungoSDLAMPSyndicatDépartementalLibredel'AgricultureetPlantationduMoungo

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SPMSocietyofMbangaBananaPlantationsSYATRAPBMSyndicatAutonomedesTravailleursdesPlantationsBananièresduMoungoSYNAP/SCBSyndicatAgricoledePlantationsdelaSCBSYNATRA/SCBSyndicatAutonomedeTravailleursdelaSCBSYNLITRA/SCBSyndicatLibredesTravailleursdelaSCBSYNTRA/SCB-CISyndicatdesTravailleursdelaSCBSYTATEGSyndicatdesTravailleursdel’entrepriseEglinVRELVoltaRiverEstatesLimited

1

Annex1:AdditionalfeedbackfromCompagnieFruitieresubsidiaries

a. SCB,Coted’Ivoire:StatisticsonRIGAfemaleemploymentatSCBTheanalysisofemploymentfiguresindicatesthatbetween2011and2015therateoffemaleemploymentwasasshowninthetablebelow:

Workforcedistributionbygenderfrom2011to2015

YearMale

workersFemaleWorkers Total %men %women

2011 5498 646 6144 89,49% 10,5%

2012 5736 728 6464 88,74% 11,3%2013 5647 671 6318 89,38% 10,6%2014 6767 823 7590 89,16% 10,8%2015 6937 998 7935 87,42% 12,6%

b. PHP,Cameroon

Employmentstatistics2011to2014:

2014:Totalof6476(5737permanent)ofwhichwomenrepresent842(742permanent)=13%

2013:Totalof5599(4495permanent)ofwhichwomenrepresent679(573permanent)=12%

2012:Totalof5675(4775permanent)ofwhichwomenrepresent660(557permanent)=11.6%

2011:Totalof5778(3724permanent)ofwhichwomenrepresent635(468permanent)=11%

87%

13%

Répartitionparsexeàfindécembre2015

%hommes%femmes

DistributionbygenderattheendofDecember2015

%Men %Women

2

CommentsontheregionalreportforWestandCentralAfrica:

1) Regardingwomen’ssalariesAtPHPnodiscriminationismadeinsalarywherethereisequalabilityandthesametasksarecarriedoutbybothmenandwomen.

Thesocio-professionalclassificationisidenticalandthebonusesthatgowithitarethesame.Anydifferencetobeseeninsalaryisduethelengthofserviceinthatroleinthecompany.

Forexampleinsanitationroles,employeesreceiveaqualitybonusof25,000CFAfrancsregardlessofgender.

TheclaimthatwomenearnlessthanmenisunfoundedandisnotbasedonanyobjectivedatarelatingtoPHP.Menandwomen’ssalariesarecomparable.

2) Exposuretochemicalproductsandnegativeimpactsonhealth

AtPHPitisrecognisedthatexposuretoandthehandlingofpesticidescarriesnegativeimpactsonhumanhealth,andmeasuresaretakentoreduceandevenremovethem.Thesemeasuresarethefollowing:

a) –Forbiddingwomenfromhandlinginsecticides,nematocidesandherbicides.

b) –Preliminarytrainingbeforestartingaroleforallworkerstaskedwithhandlingpesticides.

c) –Arequirementofmedicalclearanceforallworkerstaskedwithhandlingpesticides.

d) –Thewearingofprotectiveclothingbyeveryworkerinvolvedwithhandlingpesticides.

e) -Therotationofstaffhandlingpesticides.

f) –UsingonlythosepesticidesapprovedbyCameroonandauthorisedincountrieswherethebananasaresold.Thesepesticideshaveawell-definedMRLandanMSDS.

g) -Regulartestingforcholinesteraseinphytosanitaryoperators.

h) –Theuseofhazardsymbolstohighlighttreatedplotsandplotsintheprocessofbeingtreated.

i) –Aclearlyindicatedwaitingtimebeforereturningtotreatedplots.

j) –Aclearlydefinedtreatmentschedule,whichhasbeenadaptedtothesensitivityofeveryareainvolved.

k) –Theestablishmentofbufferzonesorzonesofnocultivationofupto100metersbetweenplantationsandsensitiveareas(watercourses,hospitals,healthcentres,schools,churches,conurbation,markets,etc)

e)–Onamoregloballevel,monitoringofthereceivingenvironmentisinplace.

3

Annex2.Methodology-Workshopstructure

● Introducethepurposeoftheworkshop● Breakparticipantsintogroups● Giveeachgroupthequestionseitherinsectionsoraltogether● Giveeachgroupflipchartpapertowritedowntheiranswers● Goaroundthegroupswhilsttheyareworkingtoansweranyqueries/helpthemtounderstandthe

questions● Bringgroupstogethertodiscussanswerseithersectionbysectionortodiscussalloftheanswers

together.Askgroupstochoosesomeonetopresentanswersontheirbehalf.● Recordanyideasthatarisefromdiscussionandincludethesewiththeanswerstoformareportofthe

workshop.Introduction

TheanswersandideasgatheredfromthisworkshopwillinformareportaboutconditionsforwomenemployedinthebananaindustryinCentralandWestAfrica.Thisreportwillbesharedwithindustrystakeholders-otherunions,smallfarmers,governments,fruitcompanies,supermarketsandanyotheractorsinvolvedinexportingbananas-withtheaimof:increasingwomen'semploymentinthebananaindustryimprovingwomen'semploymentinthebananaindustryWorkshopquestions1.EMPLOYMENTa.Howanyworkersarethereinyourcompany?Howmanyarewomen?(Pleasenotethisinformationmayonlybeavailablefromthecompanies/unionoffices)

b. Aretherewomenemployedincompanyadministrationormanagement?Ifsowhatworkdotheydo?c. Whatkindofemploymentcontractsarecommoninyourcompany?Whatproportionofworkersare

permanent?Whatproportionarecasual?d. Whattasksaregiventopregnantandnursingmothers?e. Howmanyhoursofworkdoyoudoaday?Whatarethelegalworkinghoursaday?f. Howdoyoubalanceyourworkandyourlife?Doyouhavechildcarefacilitiesprovidedbythecompany?

Ifyes,canyousaywhatfacilitiesareprovided?Andifnowhatfacilitiesdoyouneed?g. WhatcanYOUdotoimproveworkinghours?h. Howcanweincreasewomen’semploymentinyourcompany?

4

i. DoYOUhaveanyideashowtoimproveworkingconditionsforwomeninthebananaindustry?2.THEUNION

a. Isthereatradeunionatyourworkplace?Whatisthenameoftheunion(s)?b. Ifyouareamember,whydidyoujointheunion?Ifyouarenotamember,whynot?Andwhydoyouthinkotherwomendonotjointheunion?

c. Howmanymenandwomenareinvolvedinthelocalleadershipofyourunion:- localunionexecutive- shopfloorlevel–asshopstewardorrepresentative?d. Whatbenefitsdoesbeingaunionmembergiveyou?e. whatdoyouknowabouttheactivitiesoftheunion?f. Whataretheattitudesofworkerstowardstradeunionsinyourworkplace?3.WOMEN’SPARTICIPATION

a. Howdoyouparticipateinyourunion?b. Whatarethebarriersforwomenparticipatinginunionactivities?c. Howwouldyouencouragewomentoparticipateactivelyinunionactivities?d. Haveanyofyoucomeacrosssexualharassmentinyourworkplace?Ifso,whatformdidittake?What

wastheimpactonthevictim(s)?Wasthereanyactiontakentostopit?4.RECOMMENDATIONS

Whatrecommendationswouldyouliketogivetoyour

- employer- union

toimproveworkingconditions?(IftheplantationisFairtradecertifiedtherearetwoadditionalquestions)

5

5.PREMIUMCOMMITTEE

a. WhatisthecompositionoftheFairtradePremiumCommittee?Howmanymenandhowmanywomen?b. whatistherelationshipbetweentheFairtradePremiumCommitteeandtheunionexecutive?