Wikigender > Wikis > Gender Equality and Decent Work in Thailand

Gender Equality and Decent Work in Thailand

Etc.

<p>[File file=Wikigenderuniversity-logo.png|150px|right link=http://www.wikigender.org/index.php/Wikigender_University]
</p>
<div id="toc"><h2>Table of Contents</h2>
<ul>
<li class="toclevel-1"><a href="#w_about"><span class="tocnumber">1</span> <span class="toctext">ABOUT</span></a></li>
<li class="toclevel-1"><a href="#w_focus-on-thailand"><span class="tocnumber">2</span> <span class="toctext">Focus on Thailand</span></a>
<ul>
<li class="toclevel-2"><a href="#w_opportunities-for-promotion"><span class="tocnumber">2.1</span> <span class="toctext">Opportunities for promotion</span></a></li>
<li class="toclevel-2"><a href="#w_wages-and-salaries"><span class="tocnumber">2.2</span> <span class="toctext">Wages and salaries</span></a></li>
</ul>
</li>
<li class="toclevel-1"><a href="#w_references"><span class="tocnumber">3</span> <span class="toctext">References</span></a></li>
<li class="toclevel-1"><a href="#w_group5"><span class="tocnumber">4</span> <span class="toctext">GROUP5</span></a></li>
</ul>
</div><h2 id="w_about">ABOUT</h2>
<p>The study "Gender Equality and Decent Work in Thailand" is part of a joint regional technical assistance project of the [Pagelink infos="International Labour Organization (ILO) and Gender Equality|International Labour Organization"] (ILO) and the [Pagelink infos="Asian Development Bank"] (ADB), which aims to strengthen the role of labour standards as a means of reducing poverty and promoting sustainable economic and social development. The project supported research in four selected countries ([Pagelink infos="Gender Equality in Bangladesh"], [Pagelink infos="Gender Equality in Nepal"], [Pagelink infos="Gender Equality in the Philippines"] and [Pagelink infos="Gender Equality in Thailand"]) The studies identified and examined the areas of the labour market where there are gaps between labour standards and existing practices, analysed major factors contributing to those gaps and highlighted measures that could be undertaken to close the gaps.
</p>
<h2 id="w_focus-on-thailand">Focus on Thailand</h2>
<p>In terms of Thailand, male and female membership of labour unions is roughly equal, but at the leadership level the gender difference is large. Executive members in most unions are predominantly men, particularly at the top level. Only a few labour unions have women's divisions or special programs directed at promoting women's participation in union activities. Women also have limited presence in the process of settling labour disputes under the Labour Court or the Tripartite Committee of employer, employee, and labour authority representatives. Although there are some female associate judges, women are almost absent in the Tripartite Committee.
</p>
<h4 id="w_opportunities-for-promotion">Opportunities for promotion</h4>
<p>This section turns to the issue of gender differences in opportunities for promotion. Data from both government and private sectors clearly show women are at a disadvantage. While the number of women civil servants is steadily increasing, it is difficult for them to enter the higher grades.
</p><p>http://upic.me/i/0k/8f3n1.jpg
</p><p>Pay surveys in the private sector were conducted in 1998 and 2000. While the overall ratio of men and women employed remained almost unchanged, the percentage of women has increased in all of the top three management levels (i.e. all levels except "officer"), with the largest increase at department manager level, from 33.3 per cent to 41.5 per cent. At the officer level, the percentage of women and men in the two years practically reversed itself, with a greater proportion of men in this position in 2000.
</p>
<h4 id="w_wages-and-salaries">Wages and salaries</h4>
<p>The comparison of average wages of private employees by sex and area of residence overtime shown in the table below indicates a much larger gender gap in municipal (urban) areas than in non-municipal (rural) areas. The gap also does not seem to be narrowing significantly over the years. The average wage for government employees, as expected, shows very little gender differences both in urban and rural areas. In fact, for rural areas, the average wages for women are consistently higher than those of men - although by only a small margin.
<br />
http://upic.me/i/0k/8f3n1.jpg
</p>
<h2 id="w_references">References</h2>
<p><i>Pawadee Thonguthai(2002), Gender Equality and Decent Work in Thailand. Retrieved Nov. 25 2014, From http://www.ilo.org/public/libdoc/ilo/2002/102B09_420_engl.pdf</i>
<i></i>
</p>
<h2 id="w_group5">GROUP5</h2>
<p>http://upic.me/i/nb/vrksw.jpg
</p>
<ul><li>Ms. Waraistha   Atikamanon   54148010128
</li></ul>
<ul><li>Ms. Pimjai      Wannapong    54148010194
</li></ul>
<ul><li>Ms. Cherrelak   Karnjanarak  54148010352
</li></ul>
<ul><li>Ms. Thikhamporn Benyaapikul  54148010353
</li></ul>
<ul><li>Ms. Nutchanok   Yeevo        54148010354
</li></ul>
<p><br />

</p>

Cancel

Twitter

Facebook

Twitter feed

Mind the gap, close the gap! How can we address the #gender pay gap? With @OECD_Centre's Director @REArnadottir, no… https://t.co/CLn7y9xbgV
RT @estelle_loiseau: If you're interested in making lasting change for women as political leaders & you're attending @ReykjavikGlobal, do n…
Who's the leader? @OECD_Centre Director, @REArnadottir is moderating a Leaders' Talk tomorrow on shifting society's… https://t.co/SJze6ze6yt
RT @OECD_Centre: Are you at this week's @ReykjavikGlobal Forum? Stop by @OECD_Centre's session on how we can boost women's political empow…

Mon	Tue	Wed	Thu	Fri	Sat	Sun
« Sep
					1	2
3	4	5	6	7	8	9
10	11	12	13	14	15	16
17	18	19	20	21	22	23
24	25	26	27	28	29	30