Gender and governance of global value chains: Promoting the rights of women workers

Stephanie Barrientos,Lara Bianchi,Cindy Berman

doi:10.1111/ilr.12150

Stephanie Barrientos, Lara Bianchi + Show 1 more

Open Access

https://doi.org/10.1111/ilr.12150

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Abstract

AbstractPrivate governance channelled through social compliance programmes and gender initiatives of multinational companies have had limited impact in tackling gender discrimination in global value chains (GVCs). The United Nations Guiding Principles on Business and Human Rights (UNGPs) provide a public–private governance framework to address human rights globally, including gender equality. This article considers whether the UNGPs can provide a more effective governance framework for addressing women workers’ rights in GVCs. It argues that interlayered forms of governance (involving public, private and social actors) are critical in addressing gender discrimination in GVCs and advancing a gendered approach to human rights due diligence.

Highlights

Global value chains, largely coordinated by multinational companies (MNC), have generated hundreds of millions of jobs in low income and emerging economies
Global sourcing across international borders involves high levels of competition between companies, seeking lower production costs which results in precarious jobs for many workers, as labour is the cost factor suppliers often squeeze under pressure from MNC purchasing practices (ILO 2017)
Women are disproportionally affected by business activities (Human Rights Council 2019), Gender discrimination is endemic in global value chains (GVC), and women drawn in as a source of low-cost labour are concentrated in the more insecure and less protected jobs with low pay and poor conditions (Barrientos 2019)

Summary

Introduction

Largely coordinated by multinational companies (MNC), have generated hundreds of millions of jobs in low income and emerging economies. The paper draws on empirical findings from a study of the gender initiatives of 10 ETI member-companies to highlight the benefits and limitations of a private governance approach to promoting gender equality in GVC, even where NGOs are involved It provides an example of a company in the Kenyan tea sector to examine the potential of interlayering of private and social with public governance to promote gender equality and workers’ rights. CSO ( women’s rights NGO and experts) can highlight rights abuses experienced by women workers and support them in accessing remedy; challenge the business models of MNC that pressure suppliers and reinforce precarious work and gender discrimination; and multistakeholder initiatives such as the ETI can act as effective intermediaries within an interlayered private, social and public governance framework.

Governance and Gender

Gender and interlayered governance of workers’ rights

Findings

Conclusion