Sri Lankan Hill Country Tamil Women and the Emerging New Avenues

T. Kalaimagal . Issue Brief #2412 . 12 Feb 2024

Introduction

The 150-year history of Hill Country Tamil marks a significant contribution to economic growth, evolution of democracy, and social changes in Sri Lanka. It is worth noting that over 65 percent of the total plantation population of women are engaged in tea leaf plucking, a role that requires high-level physical skills, stamina to endure long hours, and resilience to natural environmental exposure. Despite, the Plantation Tamil Women made remarkable contributions to establish and sustain trade unions and political institutions in this sector. Numerous documents highlight the outstanding role of women in demonstrations, struggles, and workplace strikes, contributing significantly to the preservation of the country’s economic growth, workplace rights, and gender rights.

Particularly, in the context of trade unions within Sri Lankan tea plantations being deeply intertwined with male-dominated representative politics and movement politics, the imperative to reshape culturally ingrained male bias within unions has become pivotal in amplifying the voices of women and mobilizing the Hill Country Tamil community at large. Despite the gradual establishment of well-defined structures within plantation trade unions, dedicated to enhancing the working conditions of female laborers, issues concerning women continue to receive minimal attention.

Women in Trade Unions and Political Movements

The representation of women in political and trade union institutions in Sri Lanka has remained minimal in the 60 years following country’s independence. This is the case despite the country’s favorable human development indicators for women, the constitutional guarantee of equality, policy statements affirming commitment to equal representation, international commitments under the Convention for the Elimination of All Forms of Discrimination against Women (CEDAW), and the sustainable development goals under the decent work component. Additionally, there has been sustained activism and advocacy on this issue by civil society organizations as well as the National Institutions for the Promotion and Protection of Women’s Rights in the last decade. Moreover, of the small number of women represented in political institutions in Sri Lanka, the vast majority of them come from political families and the Sinhala community.

As for Tamil women in the Plantation sector, they have played a significant role in supporting men in policy-level negotiations and socio-political changes through numerous struggles and demonstrations. However, their status within the Plantation sector trade unions and political movements remains distant. Decision-making bodies within the Sri Lankan Tamil plantation sector are still predominantly male-dominated. As such, trade unions prioritize common issues rather than specific women’s issues, leading to minimal inclusion of programs for women in the regular planning of the union. The majority of the Unions’ Constitution and By-laws do not ensure women’s participation and rarely permit women to participate in collective agreement negotiations, effectively relegating them to the role of spectators. Moreover, no budget is allocated to provide support services and programs for women members and leaders. Lastly, women’s concerns are not clearly stated in union objectives.

Political parties representing Indian Origin Tamils or Hill Country Tamils have not exerted their full potential in promoting women’s representation in politics. The dearth of internal democracy, the underrepresentation of women in top-level party decision-making, and the presence of firmly entrenched male-dominated networks within the community stand out as the primary obstacles. While the majority of political parties maintain a women’s wing, these entities are often merely symbolic. Their primary function is to rally the female constituency during election periods and bolster the male members of their respective parties. Between elections, women’s wings typically focus on welfare initiatives, income generation, and the provision of benefits for female members. For women with a sincere interest in politics, membership in women’s wings does not typically serve as a gateway to mainstream politics or political leadership.

The persistent subjugation of women within long-standing trade unions continues to be a significant issue within the Hill Country Tamil women community. The exclusive nature of masculinized unionism poses a challenge to the growing calls for advocacy for gender inclusivity and, more recently, diversity in politics. While some commendable efforts have been undertaken in this regard in last few years, the overall narrative predominantly reflects a series of shortcomings. Numerous studies have revealed minimal representation of women in leadership positions within unions.

Do Hill Country women workers REALLY need trade unions?

Given the shortcomings and weaknesses in the current system discussed above, it is imperative to address the fundamental question: do Hill Country women workers truly require trade unions? According to a research study, women workers in the same sectors who were not affiliated with any trade union did not perceive themselves as marginalized or deprived of the benefits secured by trade unions for their members. However, this cannot be deemed conclusive, as per Sri Lankan legislation, employers are obligated to provide equal terms and conditions to all workers, whether or not they are union members. Hence, in the event of wage increases and other benefits being negotiated by a trade union representing 40% of the workforce, the employer is required to extend these benefits to the remaining 60% of the workforce, predominantly comprising women. The impact of trade union activism should encompass a broader spectrum beyond its membership.

Nonetheless, there is ample evidence that membership in trade unions yields tangible benefits. Working conditions in unionized positions adhere to higher standards, as negotiations with employers ensure that demands made collectively by a large number of workers cannot be ignored or refused. The plantation strike of April 1984 serves as an example, demonstrating how direct trade union action led to equal wages for men and women. Without the intervention of trade unions, female workers would be significantly worse off. Therefore, it is crucial to ascertain the type of trade unions that women workers require in the present environment.

Given the low rate of unionization in Sri Lanka and the increasing labor force participation rate of women coupled with a decreasing rate of men’s participation, it is imperative for trade unions to prioritize the promotion of women’s membership for long-term survival and membership growth. Additionally, with the rapid aging of the population in Sri Lanka, ensuring a consistent influx of young entrants into the labor force, particularly female workers with job security and social recognition, is crucial to maintain the relevance of trade unions.

Trade unions must adhere to principles of equality, accountability, transparency, and democracy in order to maintain credibility with women. Tamil women are interested in participating or enrolling in organizations that prioritize their concerns, provide equal opportunities to stand as candidates and hold decision-making positions, influence workplace and societal issues taken up by unions, and take on roles as organizers and negotiators through means such as collective bargaining and contractual obligations.

How to Build Women Network and Attain Leadership in Union and Politics?

The Hill Country Tamil women in Sri Lanka have made significant strides and advancements in various aspects, yet there remains ample potential for further progress and development. Their contributions to the society and economy are truly noteworthy. One of the key inquiries that requires careful consideration pertains to the requisite network infrastructure and the strategic development of new opportunities. It is essential to assess and address the existing challenges in terms of access to necessary resources and support systems that can empower these women to further their progress. By strategically developing new opportunities and enhancing the network infrastructure, it is possible to create a more conducive environment for their continued growth and success. This involves not only recognizing their achievements but also actively working towards creating a supportive ecosystem that fosters their ongoing advancement and empowerment.

According to Ms. Saraswathy Sivaguru, Member of Provincial Council and currently, the head of Women section in National Workers Congress (NWC), in a conversation with the author, the main challenges that are specific to women are discrimination in the workplace and sexual harassment. She finds none of the trade unions had a gender-balanced Executive Committee or management team. It is all about separate women wing with less power and not prioritized women specific issues. Ms. Saraswathy believes that the initial step in surmounting any obstacle is awareness. Plantation Tamil women can achieve this by remaining faithful to their inherent strengths, such as creativity, collaboration, and leadership skills, in their daily professional endeavors, enabling them to overcome inevitable challenges. Since women commonly lead with a more interactive and inspirational approach, fostering a higher level of commitment to the attainment of the Trade Union’s objectives will be beneficial.

Also, if Tamil women aren’t joining trade union, it’s important to know why and what changes within the community will better enable them to join. Once this has been determined, the next step is to implement awareness programs, policies, and practices and to measure for them. In her own words, the implementation of structural, organizational, and procedural changes within trade unions is necessary to facilitate the advancement of women into leadership and decision-making positions. Drawing from her experiences, Ms. Saraswathy emphasizes the importance of Hill Country Tamil women acknowledging and honoring the trailblazing women in these fields. By doing so, young women can have more role models to look up to from an early age as the representation of women in South Asia’s political and trade union leadership, as CEOs, and in high-level professional roles, including the technology sector, is at an all-time high.

Strategies for Women Empowerment

Notably, with the emergence of a new and younger generation of Tamil women, equipped with diverse work experiences, improved material conditions, and varied cultural and social backgrounds, there is potential to establish a more inclusive and equitable politics of gender and diversity within trade unions in the near future. The rise of assertive women leaders cementing their roles within the realms of politics and unions indicates a flourishing trend. However, Sri Lankan women, particularly Hill Country Tamil women, should not stop here. Further development and molding of the women’s agenda is necessary. As there is a strive to change the trade union culture, there is a need for more women to share the responsibility in realizing institutional goals in trade union and political institutions.

In the pursuit of women empowerment, it is imperative to implement comprehensive strategies that address various aspects of society. These strategies should encompass educational initiatives aimed at enhancing women’s access to quality education and skills development. Additionally, fostering inclusive economic opportunities through entrepreneurship and leadership programs is crucial. Moreover, advocating for gender-inclusive policies and legislative reforms is essential to create an enabling environment for women to thrive. Furthermore, raising awareness and challenging societal norms through targeted campaigns and media engagement are powerful tools for effecting positive change.

The women leaders in Sri Lanka and Tamil trade unions and parties should consider the following specific strategies aimed at promoting gender equality.

Breaking the Cultural Barriers

The ongoing pursuit of equality remains a battle against entrenched cultural norms. Within patriarchal societies, women are often objectified and marginalized by consumerism. Both male and female education and professional advancement should undergo ongoing scrutiny and oversight. There is a pressing requirement to enhance awareness and provide comprehensive training for individuals of all genders.

Beyond Being Mere Organizational Boxes

In order to give substance to the comprehensive ideal of social justice, gender equality, and the empowerment of female workers, it is imperative to enhance institutional support for pivotal units and initiatives. This can be achieved through the augmentation of financial resources and the incorporation of these objectives into union programs. As collective bargaining constitutes the essence of trade unionism, it is essential for female leaders to devise gender-sensitive Collective Bargaining Agreements (CBAs) that can be utilized in their advocacy efforts within unions and workplace settings.

Women Representation at All Levels

The inclusion of women at all levels ensures that the concerns of women are duly acknowledged and addressed in the organisation. Moreover, tackling discrimination and inequity in the workplace necessitates the active participation of women activists at the grassroots level. These committees not only aid in assimilating women into the organizational fabric of the union but also serve as platforms for nurturing leadership and promoting democratic ideals. Therefore, the scope of organizing should extend beyond the structures of labor centers or federations, with local-level organization standing as a pivotal endeavor to mobilize the influence of women within the unions.

Deepening the Percentage Game

A balanced representation in numbers can serve as the initial stride towards achieving a balanced distribution of power. Progress has been achieved across different fronts, but we must squarely face the fact that the female membership in trade unions stands at 51 percent. This signifies a greater entitlement for women to assume representation at the executive board.

Towards New Organizational Forms and Strategies

As more women continue to join the active workforce, it becomes necessary to “genderize” the trade union movement. It needs a kind of unionism that reaches out to the broadest base of the non-owning, marginalized working class. Here, the use of innovative organizing strategies which will focus on issues of different workers is needed. The requirement is for a model that surpasses the conventional trade union framework and reimagines the concept of working individuals, enabling the inclusion of a diverse spectrum of female workers, encompassing both the formal and informal sectors, within a unified organizational framework.

Occupational health and safety programs

Health is a fundamental issue that should be integrated in women programs. Occupational health and safety programs are instruments of protection in work while reproductive rights and protection ensures a better quality of family life.

Reconceptualizing Women Empowerment

Broadening perspectives and frameworks is essential for adapting to changing times. Empowerment entails the ability to achieve our goals and exercise our rights through our own actions and accomplishments, supplementing perfunctory allocations and quota systems.

Conclusion

The ongoing struggle for achieving gender equality in the workplace, trade unions, and politics remains fraught with obstacles. However, witnessing women regain confidence in themselves marks a significant victory for the future. The journey ahead will provide women with the necessary indicators and guidance to establish the groundwork for an egalitarian, gender-fair labor organization, community, and society.

Ultimately, the coordinated endeavor to advance women’s empowerment necessitates a comprehensive approach that tackles structural obstacles and fosters the meaningful involvement of women in all aspects of society.

Ms. T. Kalaimagal is a Development Specialist with three decades of experiences on Sri Lankan Hill Country Tamil Sector.

Views expressed is of the author and do not necessarily reflect the views of the CHSIA.