Are women always disqualified in the labour market?

 The recession is prolonged. Employers are considering voluntary retirement and restructuring. In the meantime, there are more and more female workers who are being resigned without somewhat secretly. Since 2014, the financial sector has undergone structural restructuring in the form of voluntary retirement and revising contract for irregular employment. There were cases of counselling where some companies encouraged women workers, especially women workers who have taken maternity leave to voluntarily resign. Hyundai Heavy Industries also had women workers voluntarily resign, especially those who have been working long period, at a large scale in 2015. Call for Equality(1670-1611) steadily receives calls from female workers who are hanging on the cliff of voluntary retirement.

 Ms. A got a call by the company during her maternity leave. The employer said she could be paid retirement allowance if she retires immediately after the maternity leave, while she is at the risk of being fired for low performance in case of rejection. She had been working for the company for 15 years. She ended up adding her name on the list of voluntary retirees.

 As seen in the case of Ms. A, there is an increasing number of ways to exert pressure on female workers to dismiss women for pregnancy and childbirth. In order to overcome the low birthrate, the government tried to prevent the disadvantages caused by pregnancy and childbirth for female workers in various ways. However, under the name of labor reform, companies are pressing workers to resign by using the guideline on dismissal of low performers since last year,

 Women workers are the first to be laid off when a financial crisis approaches. This has been repeated over and over again in history. During IMF economic crisis, being a woman was a explicit reason for dismissal. In 1998, 91.2% of calls for counseling received by Call for Equality were about working condition. Back then, maternal rights, gender discrimination, and sexual harassment in the workplace were hardly addressed. These ‘slaughtered’ regular female workers were forced to work for the same position with half of the wage they used to receive as irregular workers.

 Female workers were the ones who sharply decreased during the financial crisis from the end of 2007. The difference, however, was that the dismissal was secretly practiced. During the IMF economic crisis, regular women workers’ posts were replaced by various types of irregular workers, such as temporary workers, daily workers, part-time workers, dispatched workers, and service workers. Irregular workers functioned as a safety net that can absorb risks in every recession or economic crisis. Because the contract was terminated through a 'fair' procedure of termination, workers were not able to fight against it. The fact that 75% of the jobs lost during the 2007 financial crisis were female jobs also implies that the restructuring was discrimination against women in nature.

 Although the recent economic recession has been prolonged and corporate restructuring has begun to take off, statistics have yet to reveal the impact on women workers. On the contrary, statistics for March 2016 show that the increase in female employees is more than that of the same month of last year. Most of them, however, are women in their fifth and sixth decades who entered in the labor market because of financial difficulty. They have no choice but to accept hourly, irregular jobs and work at low wages.

 Working condition for female workers is worsening, considering that the majority of female workers are irregular workers, and the gender wage gap is also increasing every year. This was accelerated by recent trend in increasing hourly jobs for women to boost employment rate of women. In such a vulnerable situation, female workers who wish to contribute to the household in the prolonged recession period are repeatedly taking precarious jobs and being asked to leave the jobs.

 Ms. B might have to move the department against her will. There will be a team reorganization next week and rumors are circulating that only 4 women of the team will be transferred. The department in question is known to accommodate soon-to-retire workers for a short period.

 The case of Ms. B is not directly caused by gender discrimination in a practical sense as the transfer to the unimportant department also involves male workers. But one can reasonably doubt the company’s intension reflecting the existing practices of placing women workers to the petty department which usually leads to workers’ resignation.

 Tae-im Kim, the head of the Call for Equality said, “Never write a resignation letter when you are asked resignation and not going to work because of anger doesn’t help because it is an unauthorized absence.” She also advised to calm down and consult with labor organizations.

 During the IMF crisis, women were laid off because they were women and women workers are not the primary earners in the family. Still in 2016, the employers are forcing workers to voluntarily leave the company under the name of layoffs on low performers. The blade of dismissal is aiming at women with more cunning lies.

- Press conference of labor and women groups for the abolition of discriminatory practices for married women workers with declaration of boycott for Kumbokju

On the 29th of March at 11:30 a.m., a priest punched a sign that reads retirement after marriage with his fist with all his strength in Gwanghwamun Square. It was a part of the press conference that Women and labor groups such as the Korea Women Workers Association and the National Women's Labor Union held in Gwanghwamun Square. It was held to condemn the Ministry of Employment and Labor for failing to supervise as well as to declare a nationwide boycott on Kumbokju, which has been forcing married female workers to retire for 58 years.

 The retirement due to marriage is still alive in our society despite our belief, at least in Kumbokju. Ms. A, who was working for the company was forced to retire after informing the company of her marriage. After she turned it down, an executive came and said that it was the company's practice to quit when a worker gets married. In fact, there are no married women workers among the white-collar workers in the company. The employers have operated the company in this way for 58 years since its founding without any sanctions. This was revealed when Ms. A appealed to the Ministry of Employment and Labor.

 This case created a big stir In Daegu. Local women 's groups called for apology and prevention of recurrence of the same practices in joint actions. Kumbokju made a superficial apology. During this process, Park Hong-koo, the CEO of the company, generated a bigger controversy by saying that the company didn’t recruit female workers because they weren’t necessary. The right of women workers to work regardless of their marital status is also specified in the Constitution and the Equal Employment Act. Also, Chapter 2 of the Equal Employment Act stipulates equal opportunities and treatment for men and women.

 Women's groups in Daegu will declare boycott campaign on Kumbokju and will hold a launching ceremony tomorrow. The women groups present in the press conference declared a nationwide boycott.

 Jin-kyung Bae, Co-representative of Korean Women Workers Association said that we are living in the era of regression. She commented that she wishes to live in a country where basic labor rights for women are ensured pointing out the fact that practice of forcing resignation to married women is still in place, which was supposed to have been abolished by the Equal Employment Act enacted on 1988.

 The Chairperson of National Women's Labor Union and Chairman, Ji Hyun Na said that no persons in the National Assembly and the government is taking responsibility for this matter. She claimed that it is caused by the Ministry of Employment and Labor since it has overlooked such practices for 58 years.

 The acting commissioner of the KCTU, Jong-jin Choi, openly declared that the 80,000 union members of the KCTU will take the lead for the boycott campaign against Kumbokju.

 The women and labor groups that hosted the press conference are planning to carry out nationwide boycott campaign against Kumbokju. They will show how companies that do not observe the business ethics can face difficulties in management. At the same time, they will ask for a meeting to the Ministry of Employment and Labor to demand an nationwide investigation on the violation of the Equal Employment Act with a focus on Seongseo Industrial Complex in Dague, where Kumbokju is located.

<Press conference statement>

 In 1985, women groups insisted on eliminating the retirement age for women. At that time, the average age of marriage for women was 26, which led to an assumption that they can stay in the labor market only until the age of 25. It was a fight against early retirement at the age of 25. The 1987 Act on the Equal Employment Act stipulates the right not to be discriminated due to marriage. Since then, the practices of women's early retirement have gradually disappeared in our society.

 Nevertheless in 2016, we are facing bizarre situations. The retirement due to marriage, which we thought already disappeared, was roaming like a ghost. It took place in Kumbokju, a major liquor company in Daegu. All female workers have been laid off after their marriage for 58 years since the establishment of the company. There is only one female worker who has been promoted for last 58 years. Corporate executives urged women workers to resign, saying that it was the customary of the company when female workers were refusing resignation after marriage. Certain female worker had to go through exemption from important tasks, unjustified transfer of the team and even group bullying. The situation is bitter, just like the taste of Soju, the strong alcohol of 30 percent proof.

 In Daegu, women groups are demanding to Kumbokju in great solidarity to apologize, prevent reoccurrence, eliminate gender discrimination and establish a system that can ensure sustainable work for women. Currently, these groups are participating in boycott campaign. boycott. However, the problem presents not only in Daegu. As Kumbokju is running its business throughout the country, boycotting needs to be conducted beyond Daegu. Today we declare the boycott against Kumbokju. We urge the employers of Kumbokju to build a sustainable environment for female workers as soon as possible.

 We were also surprised that this kind if “custom" had survived without any resistance for 58 years. It is also astonishing that the Ministry of Employment and Labor did not know it at all. Isn’t it that the Ministry of Employment and Labor actually a hidden supporter of the Kumbokju? The Ministry of Employment and Labor always says that they can not take measures until there are specific incidents. They send back women workers who want counselling for maternity leave, insisting that they can come again after the right is actually violated. Cases are dealt with mere formality rather than aiming for the prevention of problems. The case of Kumbokju was revealed by a report of a female worker who was forced resignation.

 But we know. One of the important roles of the Ministry of Employment and Labor is the supervision of work places, not just handling cases. We can also easily assume that the second and third cases similar to Kumbokju’s can be found elsewhere. The Ministry of Employment and Labor must thoroughly supervise whether there are companies that violate the Gender Equality Employment Act around the workplace of Kumbokju and beyond.

 We need to address this issue before any incident occurs. It is too late to wait until victims and their families suffer unnecessary agony. We are talking about the rights explicitly ensured by laws. Is it too much to expect to live in a country where basic rights are ensured?

 We demand the following:

- Build a system that allows women workers sustainable work as soon as possible!

- The Ministry of Employment and Labor must carry out a nationwide special investigation on violations of the Gender Equality Employment Act starting from Seongseo Industrial Complex!

 We also declare boycott of all products of the Kumbokju until the case is resolved.

March 29, 2016

Woman Labor Law Support Center, Women's Committee of Korean Confederation of Trade Unions, National Women's Labor Union, Federation of Korean Trade Unions, Korea Sexual Violence Relief Center, Korean Women Workers Union, Korean Women's Association United, Women Link

 Today, the ministries concerned jointly announced plans to strengthen the linkage between the employment of youth and women. The government still has not attained a fundamental view on the issue of female work. The key to the solution of the problem is the recognition that female work is low-wage and ancillary; also the fact that even workers with professional position are pushed out in their forties.

 Women are discouraged to work because of childcare and career breaks easily occur for them. Because female workers are concentrated in low-wage and ancillary jobs. As of August 2015, the average wage for male irregular worker is 53.7% (1,790,000 won) of what male regular workers receive (3,340,000 won). Female regular workers are paid 68.7% (2,229,000 won) while female irregular workers only receive 36.3% (1,219,000 won). 55.4% of irregular workers who are receiving an average of 1.21 million won a month are all female. Measures for improving employment for women must be taken with a focus on closing the gender wage gap, which is ranking as the worst among OECD countries, and solving the problem of irregular workers.

 In addition, the government-announced work-family balance policies are still focused on women, even though women are not only responsible for the current problem. Reducing working hours for men and women is the key to the reconciliation of work and family. Gender equality culture should be established both in work places and at home. However, the government is still setting the policy on the premise that women will work for the remaining time after taking the responsibility of childcare alone.

 Why is the government always working on minor issues, avoiding looking into the core of the matter? We would like to conclude this comment with some questions that came after the government’s plan.

1. Promote use of maternity leave and prevent career discontinuation of old age or high-risk mothers by acknowledging pregnancy as a cause of maternity leave.

-> Civil servants and teachers can use pregnancy leave. Why should workers in the private sector use childcare leave for pregnancy?

2. Promote use of maternity leave and parental leave and prevent unfair dismissal by linking and monitoring the data of health insurance and employment insurance

-> Voices of the field are not reflected as the biggest obstacle in taking the maternity leave is lack of the employer's approval.

-> It is like a doctor coming after the death. How could we secure the effectiveness of preventive measures?

3. Where can we see a way for a irregular woman worker to use pregnancy leave and maternity leave?

4. Expand introduction of a system of flexitime for certain period starting from the government and public institutions.

-> Isn’t it more urgent to provide options for setting a certain period for current flexitime workers?

-> Why only women are required to find a flexitime job?

5. Enhance the effectiveness of active measures for improvement of employment. Consider the indicators for work-family balance for evaluation including existence of day care centers, use of flexitime system, use of paternity leave. Announce the bad practices when the employers fail to meet the requirements.

-> This only applies to workplace with more than 500 employees. Expanding the range of application, specifying the type of employment, specifying the position of the management, introducing penalties and incentives are required for effective operation of the policy.

Co-representative of Korean Women Workers Association,

Yun-ok Lim, Jin-kyung Bae