Support on integration of women into social dialogue, promotion of gender equality in workplace activities, and the Social protection for women in cross-border trader

Recognition of Prior Learning (RPL )

Recognition of Prior Learning (RPL) is a process that this Potfolio acknowledged by supporting prior learning  in different contexts especially at workplace without considering how, when or where the learning occurred. The objective of RPL is to facilitate access to labor market and progression of workers. Through recognition of prior learning (RPL) schemes under the construction sector through STECOMA Trade Union, more than 700 women WORKERS were planned to be targeted and so far 2,629 youth, men and women (74%,20%,6% respectively) workers in construction sector were assessed and found competent and graduated. Through REWU the Mining Trade Union, 833 mine workers were assessed as planned  among this; 139workers are women and 694 are men included 338 youth (96 female from 19 to 30 years old and 242 male from 18 to 30 years old).  RPL has potentially improved professional standing and competitiveness to intergrate women into social dialogue, gender equality and provide further incentives.  With the confidence built through certification under RPL, awareness campaigns raised by REWU employees targeted women understood that labor laws protect them against any kind of discrimination ( Women have the same rights as men for example and there is no employer allowed to exploit their workers).  

Intergration of women into Social Dialogue & Gender Equality in workplace ; 

Building a strong union with increased job opportunities for women in construction sector and women membership within STECOMA, a strong  awareness and mobilization is highly required to boost women’s participation in trade union. They learned about their labor rights (right to be employed, rights to the employment contracts, termination of employment and how they can claim when their rights are violated by employer. Mining workers were skilled on labor rights equal to 500 (447 are men 53 are women and 57% of them are youth. A training of 53 union leaders from 29 mining companies on sustainable Trade Union, its expansion, leadership, Management as well as GBV prevention at working place. REWU engaged in social dialogues with Trinity Metals and its sub contractors superminers ltd, Elvent Mining Company, Twitekumurimo cooperative and Moriah Metal Ltd) The outcomes were i) Formalization of employment where contracts of 387 workers were signed, ii) Financial and Social welfare commitments were made by paying through the bank and contribution for pension funds to RSSB, iii) Focus on OSH commitment to Occupational health and safety standards, PPE provision for workers, Employment. 

Social protection for women in cross-border trader  

In accordance to coaching and assistance to women in business management and financial literacy during the second year through PROFEMME there was an increase in the ability of women traders in 5 districts (Rubavu, Rutsiro, Karongi, Nyamasheke, and Rusizi), several coaching and mentoring sessions with women were held at the cooperative level.   Regarding the building results and commitment among Women in Cross Boarder Trade (WICBTs)  regular coaching and assistance sessions are being organized by Profemme Twese Hamwe project staff with the focus to improve and enhance WICBTs skills in business environment such as financial literacy, bookkeeping and GBV prevention where 84 representatives where empowered through ToT methodology. In contrast to earlier times when they participated in cooperatives where they received trainings and self-confidence, women traders can now maintain track of their earnings.   As a result, several initiatives have been organized to coordinate efforts and solve specific trade barriers which prevent women and young girls from fully engaging in cross-border trade. 

These initiatives include:  
 

• ToT for proximity advisors whose responsibilities are to coach and mentor women traders on a regular basis;  
• Capacity building of WICBTs on financial literacy and entrepreneurship;  
• Production of materials for cooperative management; 
• Provide mentorship and advisory services to women in trade.   

Following the establishment of 28 women's cooperatives and the development of their entrepreneurship and business management skills and through saving scheme (VSALs) they have managed to save 21.094,470 million, to increase the capacity of loan services on a small interest within cooperative internally. PFTH and Enabel had also provide the 20% of the total financial support provide to cooperative which makes it easy for a member to access loan with less interest while the remaining 80% of the funds are allocated to the cooperative's overall business ambitions and plans.By the end June 2024, cooperative were able to raise their capital to 154,176,161 million as result of good management practices and women as now able to acquire for loans and grow their businesses as well as implement cooperative plan jointly. Through this financial support, women are able to increase their business revenues hence improving their household income and contribute to their social economic welfare through access to social protection services such as community health insurance, saving in the EJO HEZA Informal workers Pension program, improved housing, improved nutrition status as well as hygiene, and sanitation. 
 

Social Security; 

Women in cross boarder trade will be the first beneficiaries in the Maternity Leave Benefits (MLB) scheme. The regulation aims to support women during pregnancy and childbirth by providing a period of maternity leave with associated benefits. The MLB scheme feasibility study being done by RSSB & Enabel hypothetically anticipates this to be a contributory scheme of the salary equally shared between the employer and the employee (men and women). To be eligible, the employee must present a medical certificate of childbirth and must have contributed at least 1 month before the birth. Women benefit from maternity leave of 14 weeks of which the first 6 weeks are employer liability while the remaining 8 weeks will be covered by the MLB scheme. RSSB is conducting a preliminary assessment of extending MLB via Long-Term Saving Scheme (Ejo Heza) and Community-Based Health Insurance (CBHI). 

Related stakeholder type

Informal Leaders
Organisations (non governmental, cooperatives, government institution)
Micro & small businesses
Trade Unions
Youth and Women organisation

Related ILO decent work element

Employment security
Job stability and security (contract, Dismissal, job loss/maintenance)

Labour market security
Education and vocational training

Income security
Living wage
Frequency of income

Social Dialogue
Health insurance
Maternity
 

Work life balance and wellbeing
Combining work, family and personal life
Job satisfaction

Fair treatment
Discrimination
Violence
Gender based violence

Occupational Health and Safety
Protective environment
Training/sensitization

Voice and representation
Worker representation
 

Related Enabel thematic area:

Better enforcement of labour laws and social security
Education & Training
Employment services
Gender
Increasing awareness of labour rights
Job creation
Living wage and living income
Promote dialogue between tripartite actors
 

Focal point: Shema Ida Murangira / Social Protection & Gender Expert