目的:本文研究了法律条款的可用性,或缺乏,支持妇女平等地进入印度和肯尼亚卫生劳动力的领导职位。
方法:我们改编了世界银行的《妇女》,与工作场所性别平等相关的法律领域的商业和法律框架,并应用“法律立方体”来分析全面性,印度27项相关法规和肯尼亚11项相关法规的问责制、公平和人权考虑。我们根据五个法律领域的30项经过研究验证的良好做法措施评估了这些法律:(1)薪酬;(2)工作场所保护;(3)养老金;(4)护理,家庭生活和工作与生活的平衡;(5)生殖权利。在印度,养老金领域和相关措施没有评估,因为养老金法律不适用于公共和私营部门。
结果:几个法律领域没有得到充分解决或根本没有解决,包括印度的工资,肯尼亚的生殖权利和护理,这两个国家的家庭生活和工作生活平衡领域。此外,我们发现在审查的肯尼亚法律中,很少有人指定问责机制,两国评估的法律主要没有公平和人权措施。我们的研究结果强调了印度和肯尼亚法律环境的不足可能导致妇女在卫生部门领导中的代表性不足。缺乏具体的问责机制可能会影响立法的有效执行,破坏他们促进平等机会的潜力。
结论:两国都需要政府采取行动,以确保立法解决最佳实践条款,公平和人权考虑,并规定了独立的审查机制,以确保对执行现有和未来法律的问责制。这将有助于确保法律环境维护卫生工作人员在工作场所实现性别公正所必需的机会平等。
■比尔和梅琳达·盖茨基金会(INV-031372)。
OBJECTIVE: This paper examines the availability of legal provisions, or the lack thereof, that support women to progress equitably into leadership positions within the health workforce in India and Kenya.
METHODS: We adapted the World Bank\'s Women, Business and Law framework of legal domains relevant to gender equality in the workplace and applied a \'law cube\' to analyse the comprehensiveness,
accountability and equity and human rights considerations of 27 relevant statutes in India and 11 in Kenya that apply to people in formal employment within the health sector. We assessed those laws against 30 research-validated good practice measures across five legal domains: (1) pay; (2) workplace protections; (3) pensions; (4) care, family life and work-life balance; and (5) reproductive rights. In India, the pension domain and related measures were not assessed because the pension laws do not apply to the public and private sector equally.
RESULTS: Several legal domains are addressed inadequately or not at all, including pay in India, reproductive rights in Kenya and the care, family life and the work-life balance domain in both countries. Additionally, we found that among the Kenyan laws reviewed, few specify
accountability mechanisms, and equity and human rights measures are mainly absent from the laws assessed in both countries. Our findings highlight inadequacies in the legal environments in India and Kenya may contribute to women\'s under-representation in leadership in the health sector. The absence of specified
accountability mechanisms may impact the effective implementation of legislation, undermining their potential to promote equal opportunities.
CONCLUSIONS: Government action is needed in both countries to ensure that legislation addresses best practice provisions, equity and human rights considerations, and provides for independent review mechanisms to ensure
accountability for implementation of existing and future laws. This would contribute to ensuring that legal environments uphold the equality of opportunity necessary for realising gender justice in the workplace for the health workforce.
UNASSIGNED: Bill & Melinda Gates Foundation (INV-031372).