Demande directe (CEACR) - adoptée 2014, publiée 104ème session CIT (2015)

Convention (n° 111) concernant la discrimination (emploi et profession), 1958 - Grèce (Ratification: 1984)

Articles 2 and 3 of the Convention. Equality between men and women in the private sector. The Committee notes the information provided by the Government according to which in 2012 there were 49,640 conversions of full-time employment contracts to part-time employment contracts, 21,478 full-time contracts to rotation work contracts by agreement and 13,372 conversions from full-time contracts to rotation work contracts by unilateral decision. During the first semester of 2013, the figures were 12,851, 6,816 and 6,663 conversions respectively. The Committee notes that the figures show that, while there was an increase in the utilization of these kinds of contracts in 2012 in comparison with 2011, there appears to be a reversal of the trend in 2013. The Committee notes the Government’s indication that information disaggregated by type of employment contract (full-time, part-time or rotation), sector, sex and remuneration, as requested by the Committee, will be available when the Integrated Information System is fully operational following the recent adoption of Ministerial Decision No. 5072/6/25-2-2013. The Committee further notes the programmes implemented by the Ministry of Labour, Social Security and Welfare to ensure higher participation of women in the labour market, which were adopted in the framework of the European Employment Strategy, as well as the project “Upgrading of the occupational status of employed, self-employed women and workers employed in precarious jobs”. The Government also refers to the initiative “Harmonization of family and professional life” which supports women’s employment and job retention by providing care and hospitality services for children and persons with disabilities (190,000 women have already benefited from the initiative). The Committee notes, however, that according to the Annual Report 2012 of the Office of the Ombudsman, the crisis has reinforced gender stereotypes, which in turn tend to produce gender based exclusion. The Committee further notes that the United Nations independent expert on the effects of foreign debt and other related international financial obligations of States on the full enjoyment of human rights indicated that the crisis had a disproportionate impact on women who were the most affected by unemployment and part-time work (A/HRC/25/50/Add.1, 27 March 2014, paragraphs 46 and 72–74). The Committee trusts that the Integrated Information System will soon be operational and requests the Government to provide statistical information disaggregated by sex on the number of workers employed in full-time and part-time employment, and on the number of workers who have had their working arrangements converted into part-time work and rotation work, either by agreement or unilaterally. Please also provide statistical data disaggregated by sex showing employment trends in the various economic sectors, industries and occupations, with an indication of the economic sectors and industries most affected. The Committee further requests the Government to continue providing information on the different measures adopted to promote equality of opportunity and treatment between men and women in the private sector, to enhance the participation of women in the labour market, and, in particular, to overcome traditional stereotypes regarding the role of women in society.

Equality between men and women in the public sector. The Committee notes the Government’s indication that in the implementation of Act No. 4024/2011, which provides for a “labour reserve” as a form of retrenchment, care was taken to ensure that enhanced protection is granted by the State to special categories of citizens with increased economic obligations and fewer possibilities for integration in the labour market. The Government also provides information on the number of employees dismissed, suspended and placed in labour reserve in the public service private law entities and state-owned enterprises affected by the different rationalization measures until 13 January 2012. The Government also indicates that in the framework of the first cycle of civil service mobility implemented in accordance with Act No. 4093/2012 and for the purpose of improving rationality in human resource allocation, about 2000 secondary education administrative employees were transferred to other agencies. The Committee notes, however, that the information provided does not allow it to assess the impact of the measures adopted on men’s and women’s employment, respectively. The Committee requests the Government to continue providing information on the implementation of Act No. 4024/2011 respecting the labour reserve and Act No. 4093/2012 on mobility, indicating in particular the special categories of workers who have benefited from enhanced protection, as well as the specific public sectors and categories of workers most affected, and whether mobility was imposed or negotiated with the employees concerned. The Committee trusts that with the implementation of the Integrated Information System the Government will be able to provide this information disaggregated by sex.

Impact of the structural reform measures with respect to other grounds of discrimination. The Committee notes the information concerning the measures envisaged in the framework of the Action Plan for the implementation of the National Strategy for the Social Integration of Roma 2012–20. These include measures aimed at: ensuring residence; increasing school attendance; reducing undeclared work and increasing accessibility of youth to employment and entrepreneurship; and ensuring access to primary health services. In this context, three plans for pilot regional strategies on Roma integration have been drafted and the support centres for Roma and vulnerable groups are operational. The Government further indicates that in the framework of the programme “Human Resources Development”, measures are being taken to enable Roma to participate in other programmes of general scope and in the labour force with equal opportunities. This programme also benefits migrant workers who, according to the Government, are included in all training and employment promotion actions, as well as in public welfare programmes, if they are entitled to stay and work in the country. The Committee notes however that the European Commissioner for Human Rights regretted “the stigmatization of migrants in Greek politics and the targeting of other groups namely, Roma, members of the Muslim minority, lesbian, gay, bisexual and transgender (LGBT) persons and human rights defenders” through hate speech. He further referred to the lack of a comprehensive policy to promote migrant integration and improve community relations and intercultural dialogue (CommDH(2013)6, paragraphs 29 and 31). The Committee also notes that, in her report, the Greek Ombudsman refers to the spillover effects of the financial crisis, not only in areas which were already problematic in terms of human rights protection, but also society as a whole, with signs of intolerance becoming increasingly more widespread. The Ombudsman expressed her concern with respect to the alarming rise in racist violence, both in the number of incidents reported and their intensity, as well as the degree of effectiveness of state bodies in protecting vulnerable social groups (annual report, 2012, published in 2013, of the Greek Ombudsman, pages 8 and 31). The Committee requests the Government to provide information on the measures adopted to promote equality of opportunity and treatment for members of all ethnic and religious groups with respect to access to vocational training and guidance, placement services, employment and particular occupations, and terms and conditions of employment. The Committee requests the Government, in particular, to provide information on the measures taken under the Plan of Action for the Social Integration of Roma and their impact, indicating the number of men and women who have benefited from these programmes. The Committee also requests the Government to indicate the specific measures taken to address stereotypes and prejudices against the Roma, migrant workers and the Muslim minority, and to promote respect and tolerance between all sections of the population.

Enforcement. The Committee notes that the General Secretariat for Gender Equality is developing a specialized structure for the monitoring of gender mainstreaming integration policies as well as a Gender Index System which, together with the Integrated Information System, will contribute to the comprehensive identification and recording of those areas where gender inequalities are prevalent. The Government also provides information concerning the complaints and labour disputes filed with the labour inspectorate in 2011 and 2012 which relate to coercion to resign, dismissals, changes in conditions of work of pregnant women and sexual harassment. The Committee notes from the Government’s report under the Labour Inspection Convention, 1947 (No. 81), the adoption of a special action plan for the strengthening of the general labour inspectorate. The Committee further notes the awareness-raising and training activities carried out by the General Secretariat for Gender Equality, some in collaboration with the Ombudsman, including: (i) inclusion of an educational module on gender equality for labour inspectors in the programme of basic training; (ii) distribution of training materials from the Ombudsman to regional services of the labour inspectorate; (iii) 85 training programmes for public administration and local government officers; and (iv) education of trainers. The Committee requests the Government to provide information on the functioning of the specialized structure for the monitoring of gender mainstreaming integration policies once it is operational, as well as on the implementation of the action plan for the strengthening of the general labour inspectorate. The Committee further requests the Government to indicate the concrete measures taken to combat discrimination against pregnant women and sexual harassment in the workplace and to provide information on the complaints received by the labour inspectorate and the Ombudsman on all the grounds provided for in the Convention, in particular race, colour, religion and national extraction.