The Labor School makes workers aware, robust data recording and processing is a strong weapon in labor negotiations.

Ismarlina, a worker at a garment factory, remembers very well about the lack of data collection and usage by her labour union in the past.  

“We used to receive complaints only from union members, then use them to negotiate a Collective Labor Agreement (PKB). We never collected data outside from the union, ”said the Secretary of the Indonesian Workers Union (SPSI) at the factory.

The situation changed after Ismarlina and her friends at the factory’s SPSI attended Labor School for women. The school is part of the Joint Towards Justice (BUKA) program initiated by Yayasan CARE Peduli (YCP).

They learn about the things that needs to be prepared for negotiations with the company such as finding, collecting, selecting, and analyzing data. They also learned how to use computers and prepare presentations, as well as the importance of a gender perspective in each agreement content.

“After joining the Labor School, I realized that data is very important because it can strengthen our position in negotiations. When we have robust data, the factory management is aware of and understands that the issues discussed is indeed in accordance with facts, reality and experienced by workers, “said Ismarlina.

Thanks to this, a number of changes have been achieved by SPSI. For example, complaints about unpaid overtime and harsh rebuke from workers’ supervisors are supported by complete data on the time of the incident, the names of the people involved, and the date the complaint was filed. They also filed a complaint supported with real photographs of dirty water tub in the women’s toilet. The factory management responded positively and improved the system so that the workers could feel the positive changes. 

The data also helps SPSI carry out more suitable advocacy. According to labor regulations, women workers are entitled to have two days of menstrual leave. However, the company replaced the leave with additional allowances. SPSI felt that the company’s policy was not in accordance with government regulations, hence they collected data on menstrual leave by asking the workers. It turned out that the majority chose to receive the additional allowances instead of taking menstrual leave.

A similar experience was felt by Nur Rohmah, a worker and a labour union member at another garment factory in Sukabumi.

“In the previous PKB negotiations, the issue was the work contract, but we didn’t know what direction we wanted to take the negotiations towards. Do we want to push for workers to get permanent positions, or only as contract workers? We don’t have the data for the 1,300 workers, how many want to become permanent or contract workers, ”said the woman who is usually called Iyoh.

The union then collected data from its members. It turned out that more than 90% of them were not aware about their status, whether they were permanent or contract workers. Some have signed one contract for three years, others have received two separate contracts during the same period. Most of the contract workers were laid off after working for three years and then reinstated with new contracts. Whereas, the Labour Law states that workers who have worked for three years in a company automatically become permanent workers.

Data is their ammunition to urge factory management to change the status of contract workers who have met the requirements to become permanent workers. “We have met the management twice, and we are still in process,” said Iyoh.

Data recording is also very important in resolving cases of sexual harassment, exploitation and violence in factories.

Iyoh remembers that in 2018 there was a report from a sexual harassment victim. The union met with the Human Resources (HR) Department, the perpetrator, and the victim. The perpetrator then apologized and offered to compensate, but was refused. The victim wanted to resign, but was persuaded to stay.

“The case was considered closed. The incident should have been well documented, ”said Iyoh, who is committed in keeping track of the process of other cases in the future.

The Labor School also provides other benefits for Iyoh.

“After my friends leraned that I joined the Labor School,
they appreciated me more. They have more belief that unions
can be trusted to solve problems, “she said.

After completing the materials, the Labor School participants felt that their self-confidence increased significantly. At the beginning most of them were shy of speaking in public, now the situation has changed.

YCP observed that more than 50% of the participants has the courage to speak in front of many people in support of labor rights, including during the commemoration of World Labor Day.

Afterwards, their male colleagues then asked to attend the Labor School.

Moreover, the gender sensitivity of Labor School students is increasing. They can now identify and analyze gender injustices that occur in families, communities, unions and factories. Before Labor School, only 30% of participants believed that the role of men and women in the family should be balanced. The percentage has now increased to 60%.

One of the important lessons learned in this process is that gender sensitivity training is appropriate for women and men with a non-patronizing approach.

This makes men realize that they have a share in creating gender justice in their environment. By learning together with their female friends, they can share and understand each other much better.

Although the process is not over yet, BUKA has succeeded in increasing the capacity, critical thinking, and gender perspective of women workers. They are also equipped with adequate leadership skills, so that they can become officials of trade unions, and even join the PKB negotiation team engaging  the company. In this way, the unions pay attention to women’s issues, thus the benefits are felt by women workers.

This makes men realize that they have a share in creating gender justice in their environment. By learning together with their female friends, they can share and understand each other much better.

Together Towards Justice (BUKA)

Objective: Enable labour unions to be competent in developing and negotiating a more just and data-driven Collective Labor Agreement (PKB) that is women workers sensitive. 

Duration: July 2018-June 2020

Location: Sukabumi Regency and Bandung Regency, West Java

Number of beneficiaries as of February 2020: 43,548 working women (72%), 16,999 working men (28%)

Partner: Trade Union Rights Center (TURC)

Funding support: Laudes Foundation