GENDER PROMOTION PROGRAMME

Questionnaire on
EQUAL EMPLOYMENT OPPORTUNITIES (EEO) FOR WOMEN

Contact information-* Please complete for your answers to be taken into consideration

* Company/organisation

* Name and position of the person who filled in the questionnaire

Part A: PERSONNEL ACTIVITY

(Occupational groups according to the International Standard Classification of Occupations, ISCO-88)
(http://www.ilo.org/public/english/bureau/stat/class/isco.htm)

1. Employment Contracts

Number of employees in 1999 (preferably year end)	Full-time employees		Part-time employees		Permanent employees		Temporary/ fixed-term employees
	Males	Females	Males	Females	Males	Females	Males	Females
1.A. OFFICIALS AND MANAGERS
1.B. PROFESSIONALS
1.C. TECHNICIANS AND ASSOCIATE PROFESSIONALS
1.D. CLERKS
1.E. SERVICE WORKERS AND SHOP AND MARKET SALES WORKERS
1.F. SKILLED AGRICULTURAL AND FISHERY WORKERS
1.G. CRAFT AND RELATED TRADES WORKERS
1.H. PLANT AND MACHINE OPERATORS AND ASSEMBLERS
1.I. ELEMENTARY OCCUPATIONS

2. Opportunities

Number of employees	Average tenure¹ 1999		Number of Promotions in 1999 ²		Total annual monetary compensation for all full-time employees in 1999 ³		Total annual hours of training ⁴ paid for by the employer in 1999
	Males	Females	Males	Females	Males	Females	Males	Females
2.A. OFFICIALS AND MANAGERS
2.B. PROFESSIONALS
2.C. TECHNICIANS AND ASSOCIATE PROFESSIONALS
2.D. CLERKS
2.E. SERVICE WORKERS AND SHOP AND MARKET SALES WORKERS
2.F. SKILLED AGRICULTURAL AND FISHERY WORKERS
2.G. CRAFT AND RELATED TRADES WORKERS
2.H. PLANT AND MACHINE OPERATORS AND ASSEMBLERS
2.I. ELEMENTARY OCCUPATIONS

¹ Tenure: Length of service; the length of time an employee has been employed by your company/corporation/institution/organization.
² Promotion: Any personnel action resulting in movement to a position with higher pay or greater rank, or requiring greater skill or responsibility.
³ Monetary compensation: An employee's base rate (wage or salary), plus other earnings such as cost of living allowance, hazard pay, or other increment paid to all employees regardless of tenure on the job. Please, indicate the currency.
⁴ Training: Includes all courses/programs that promote employees' skills/expertise in current vocations and/or help to prepare employees for positions of greater responsibility.

Part B: Written EEO policies

1. Policy

1.1. Establishment
1.1.A. Do you have a written policy dealing with equal employment opportunities for women?	Yes	No
If you have one, please e-mail a copy to croucher@ilo.org
1.1.B. When was this policy established?	Year
1.1.C. Is the policy based on:
i. National laws	Yes	No
i. International standards	Yes	No
1.2. Applicability of the policy
1.2.A Does the policy apply also to:
i) subsidiaries	Yes	No
ii) joint venture partners	Yes	No
iii) suppliers	Yes	No
1.3. Participants in the policy drafting
1.3.A Who participated in the policy drafting?
i) CEO	Yes	No
ii) Board of directors	Yes	No
iii) Senior human resource executives	Yes	No
iv) Senior public affairs/relations executives	Yes	No
v) Senior marketing executives	Yes	No
vi) Senior financial executives	Yes	No
vii) Senior production executives	Yes	No
viii) Representatives of employers' organizations	Yes	No
ix) Trade union representatives	Yes	No
x) Employee representatives	Yes	No
xi) Randomly selected employees	Yes	No
xii) Consultants	Yes	No
xiii) Some other participants. Please specify
1.4. Coverage of the policy
1.4.A What issues does the policy cover?
1.4.A.I Ban on discriminatory practices?	Yes	No
i) Sex-based occupational qualifications⁵	Yes	No
ii) Discrimination in recruitment	Yes	No
iii) Separate lines of progression and seniority systems	Yes	No
iv) Discrimination in promotion	Yes	No
v) Discrimination in access to transfers	Yes	No
vi) Discrimination in access to training and education	Yes	No
vii) Discrimination in dismissal	Yes	No
viii) Discrimination against married women	Yes	No
ix) Discrimination in job opportunities advertising ⁶	Yes	No
x) Sexual harassment ⁷	Yes	No
xi) Pay ⁸ or fringe benefits ⁹ discrimination	Yes	No
xii) Discriminatory policies relating to pregnancy and childbirth ¹⁰	Yes	No
xiii) Age discrimination	Yes	No
1.4.A.II Promotion of affirmative actions¹¹	Yes	No
i) Analysis of occupational health and safety policies for their effect on women	Yes	No
ii) Management and employee training in equal employment opportunity related issues	Yes	No
iii) Programs to encourage women to participate in vocational training and education	Yes	No
iv) Support for external study (eg: paid leave, special programmes)	Yes	No
v) Including EEO as part of the management appraisals	Yes	No
vi) Target numbers and/or quota systems	Yes	No
vii) Mentoring programmes for women	Yes	No
viii) Creating family friendly working conditions (flexible working hours, child care facilities etc.)	Yes	No
ix) Support of female professional associations	Yes	No
x) Establishing task force or EEO representative to address EEO issues at the workplace and work and family issues	Yes	No

⁵ Hiring and employment practices that are based on assumptions about employment characteristics of women or on stereotyped characterizations of female sex. For example, the assumption that the turnover rate among women is higher than among men or a stereotype of men being more capable in technical tasks.
⁶ Preference, limitation or specification based on sex unless sex is a bona fide occupational qualification for the particular job involved.
⁷ Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance or creates an intimidating, hostile or offensive work environment.
⁸ Discrimination against equal pay for equal work in the same establishment.
⁹ Fringe benefits include medical, hospital, accident, life insurance and retirement benefits; profit-sharing and bonus plans; leave; and other terms, conditions, and privileges of employment.
¹⁰ Policies which exclude women from employment applicants or employees because of their pregnancy, childbirth or related medical conditions.
¹¹ Affirmative actions are actions removing barriers to advancement for women in employment and society in general.

2. Implementation of the policy

2.1 Is the policy disseminated externally?	Yes	No
2.1.A. If it is, to what groups:
i) Contractors	Yes	No
ii) Shareholders	Yes	No
iii) Trade unions	Yes	No
iv) Employers' organisations	Yes	No
v) Some other groups, please specify
2.2 To what groups is the policy distributed internally?
i) All employees	Yes	No
ii) Only top management	Yes	No
iii) Only managers and officials	Yes	No
iv) All subsidiaries/divisions/branches including overseas units	Yes	No
v) Only subsidiaries/divisions/branches in the home country of the company	Yes	No
v) Some other groups, please specify
2.3 Is the policy enforced by disciplinary measures?	Yes	No
2.4 If disciplinary measures are included, what kind of measures are they?
i) counseling	Yes	No
ii) oral or written reprimands	Yes	No
iii) warnings	Yes	No
iv) probation or suspension without pay	Yes	No
v) demotions	Yes	No
vi) reductions in salary	Yes	No
vii) termination of employment	Yes	No
2.5 If disciplinary measures are included, who/what body determines whether violations of the policy has occurred and, if so, determines the disciplinary measures to be taken?

3. Evaluation of the policy

3.1 Do you have the following monitoring mechanisms for the policy?
i) Collation and analysis of employment statistics for women (eg: occupational category, promotion rates, age, training, recruitment)	Yes	No
ii) Setting of performance objectives	Yes	No
iii) Setting of performance indicators for the policy to determine if objectives are met	Yes	No
iv) Evaluation and monitoring of performance	Yes	No
3.2 Is there a regular performance review of the policy?	Yes	No
3.3 If performance of the policy is reviewed, what is the interval of the reviews?	Number of months
3.4 Who is monitoring the implementation?
i) A manager whose role specifically includes the implementation, monitoring, and/or assurance of the policy	Yes	No
What is the title of this manager?
ii) An employee representative whose role specifically includes the implementation, monitoring, and/or assurance of the policy	Yes	No
What is the title of this representative?
iii) A manager whose role includes also the implementation, monitoring, and/or assurance of the policy besides other duties	Yes	No
iv) An employee representative whose role includes also the implementation, monitoring, and/or assurance of the policy besides other duties	Yes	No
3.5 Is there a reporting mechanism/procedure for the violations of the policy?	Yes	No
i) Is this mechanism/procedure written in the policy?	Yes	No
3.6 Is there some mechanism/procedure to protect employees who report policy violations?	Yes	No
i) Is this mechanism/procedure written in the policy?	Yes	No
3.7 Is there a mechanism/procedure to resolve conflicts of interest and grievances concerning the policy or its interpretation?	Yes	No
i) Is this mechanism/procedure written in the policy?	Yes	No

Updated by IC. Approved by GT. Last update: 20 June 2002.