Podcasts about femnet

Mkutano wa 29 wa Umoja wa Mataifa wa mkataba wa mabadiliko ya tabianchi COP29 ukianza wiki ya piili mjini Baku Azerbaijan leo, wito umetolewa kwa wanawake amba oni waathirika wakubwa wa janga la mabadiliko ya tabianchi kutopewa kisogo. Anne Cheruto Tek ambaye amebeba bendera ya wanawake waathitika wa mabadiliko ya tabianchi kutoka Afrika ameiambia UN News anachokifanya COP29..“Sana sana kufuatilia haya madhara ya mabadiliko ya tabianchi hasa kwa wanawake na vijana barani Afrika. Sana sana utakuwa wanawake ndio wanaoshughulikia masuala ya maji, masuala ya kuni, masuala ya chakula , lakini mara nyingi kukiwa na janga la mabadiliko ya tabianchi kama ukame, mafuriko, wanawake ndio wanaangamia zaidi, kwa sababu wanawke ndio wanakuwa na jukumu la kuendesha nyumba na hivyo hawana nafasi ya kutafuta fedhha ambaz zinaweza kuwasaidia wakati wa majanga hayo.”Na kutokana na hayo anasema wanawake hukabiliwa na changamoto kubwa“Wengi hupata magonjwa , wengi huathhirika sana wakati wa majanga ikiwemo vifo, ukosefu wa fedha na pia ukatili wa kijinsia wakati wa shida za mabadiliko ya tabianchi.”Na nini ombi lake katika mkutano huo?Kuhakikisha kuwa hizi changamoto zinaangaziwa hasa kwa masuala ya fedha, kuhakikisha kuwa fedha zinawafikia wanawake vijijini , kuhakikisha kuwa wanaweza kuelewa masuala ya mabadiliko ya tabianchi  na pia waweze kuelezea hadithi zao jinsi wanavyoathirika na tunaomba hii COP kuangazia haya majanga hasa kwa wanawake, wasichana na watu wasiojiweza kama wenye ulemavu.”

Am 01.10. besuchten 230 Expert:innen aus der Modeindustrie, Wissenschaft & Aktivismus die 5. Fashion Changers Konferenz in Berlin, um sich über Innovationen für eine progressive Modezukunft auszutauschen. Alles stand unter dem Motto „Let's Innovate Fashion“. ZWEIvorZWÖLF war erneut Medienpartner der Konferenz. In dieser Folge spricht Andrea live auf der Bühne mit Dr. Gisela Burckhardt, die 2007 FEMNET e.V. gegründet hat & Vorstandsvorsitzende ist. FEMNET macht sich sfür die Rechte von Frauen in der globalen Bekleidungsindustrie stark. Giesela ist promovierte Pädagogin, Sachbuchautorin & politische Aktivistin. Seit 25 Jahren arbeitet sie in der Entwicklungszusammenarbeit in Afrika, Asien & Lateinamerika. Es geht um Menschenrechte, faire Arbeitsbedingungen & soziale Gerechtigkeit in der Textil- & Bekleidungsindustrie. Wir sprechen über die Vorteile einer Gewerkschaft & welche Forderungen Giesela an die Player der Branche stellt. Außerdem kommt auch Fashion Changers Gründerin Vreni Jäckle zu Wort. Sie wagt ein Fazit der ganzen Konferenz, spricht über die Notwendigkeit von Regulierungen, die EU-Textilstrategie, die Rolle von Innovationen & sie gibt Tipps, auf was wir beim Modeeinkauf achten können. Vreni hat an der Hochschule Neu-Ulm Informationsmanagement & Unternehmenskommunikation studiert, bevor sie 2018 zusammen mit Nina Lorenzen die Fashion Changers gegründete. (Ihr gemeinsames Buch "Fashion Changers - Wie wir mit fairer Mode die Welt verändern können" ist im März 2020 erschienen.) Links Femnet e.V.: https://femnet.de/ Fashion Changers Website: https://fashionchangers.de/ Newsletter: https://mailchi.mp/fashionchangers/fashion-changers-konferenz Fair Fashion Labels: https://fashionchangers.de/nachhaltige-modelabels/ Empfehlung Bücher „Unlearn CO2“ Claudia Kemfert, Nina Lorenzen ua „Disobedient Bodies“ Emma Dabiri ZWEIvorZWÖLF Infos/Kontakt Website: https://www.zweivorzwoelf.info/ Instagram: https://www.instagram.com/zweivorzwoelf/ Produktion & Musik: David Wehle david@zweivorzwoelf.de, https://www.instagram.com/david_wehle/ Redaktion & Interviews: Andrea Gerhard https://www.instagram.com/andreagerhard_tall_area/?hl=de ZWEIvorZWÖLF ist offen für Sponsoren & Partner. Wir wissen, dass Nachhaltigkeits-Unternehmen oft nur ein kleines Marketing-Budget haben. Kontaktiert uns einfach & wir finden eine Lösung. ZWEIvorZWÖLF Infos/KontaktZur WebsiteZu Instagram Produktion & Musik: David Wehle david@ZWEIvorZWOELF.de, https://www.instagram.com/david_wehle/Redaktion & Interviews: Andrea Gerhard @andreagerhardZWEIvorZWÖLF ist offen für Sponsoren & Partner. Wir wissen, dass Nachhaltigkeits-Unternehmen oft nur ein kleines Marketing-Budget haben. Kontaktiert uns einfach und wir finden eine Lösung

Ms. Evelyn Adzovi Addor is a Climate Youth Negotiators Programme-trained Loss and Damage Negotiator for Ghana and the African Group of Negotiators. She is a development communications professional and the communications lead at EcoCare Ghana, a right-based natural resources and environmental advocacy non-governmental organisation in Ghana. Evelyn is passionate about designing campaigns to increase climate change awareness and influencing climate policy at the local, national and international levels. She is also a trained Climate Reality leader, and a member of the African Women's Development and Communication Network (FEMNET), Forest Watch Ghana and the Youth in Natural Resources and Environmental Governance Platform. Through her work, Evelyn develops and implements stakeholder engagement strategies to safeguard the rights of people living in forest-fringed and vulnerable local communities in Ghana. As part of EcoCare Ghana's Cocoa Governance and Advocacy Project, she works on protecting the lands rights of Migrant Cocoa Farmers in the Wassa Amenfi East District of Ghana, securing Tree Tenure Rights for farmers and Living Income for Cocoa Farmers in Ghana. As a member of FEMNET, Evelyn works in solidarity with other women across the continent to promote the voices of African Women in Climate Change at the local, national and international levels. She has been active in the youth climate space in Ghana, enhancing youth voices and has been instrumental in youth-led campaigns in Ghana such as the Anti-Coal Campaign, Renewable Energy for Communities, Climate Strikes, and Save Atewa Forest Campaign among others

Memory Zonde-Kachambwa is a pan-African intersectional feminist, gender, and women's rights activist. She grounds her work on feminist principles. She is the Executive Director at the African Women's Development and Communication Network (known as FEMNET). Memory is a dynamic leader in movement-building, feminist organising in policy advocacy, and networking with over 18 years of experience developing, managing, and implementing programmes promoting women's and girls rights regionally and globally.In this episode, Memory takes us through the work of FEMNET, intersectional feminism movement building, and the role of African philanthropy in empowering movements.

What does it take to make the workplace safe for women, free from sexual harassment and gender-based violence? What are some of the ways women have won improvements, and how did they build their power to do this?In this episode: A union in Indonesia declares an industrial park a ‘harassment free zone': Dian Septi Trisnanti, FBLP, Indonesia An Enforceable Brand Agreement aims to end severe gender-based violence in factories in Lesotho: Motheba Ramaema & Sam Mokhele, NACTWU, Rola Abimourched, WRC. Rukmini tells her story of becoming a union founder, and why more women need to lead worker struggles: Rukmini, GLU, India Campaigns to ratify ILO Convention 190 on Violence and Harassment: Priscilla Robledo, CCC Italy and Sina Marx, FEMNET, Germany Please tell us what inspired you about this show, and share your feedback, comments and questions, by emailing: podcast@cleanclothes.org  Speakers:  Dian Septi Trisnanti, founder of FBLP union (Federasi Buruh Lintas Pabrik) , Chairperson of KPBI union, IndonesiaMotheba Ramaema, shop steward, National Clothing, Textile and Allied Workers Union, LesothoSam Mokhele, General Secretary, National Clothing, Textile and Allied Workers Union, LesothoRola Abimourched, Senior Program Director at the Worker Rights Consortium,  USA. Rukmini Vaderapura Puttaswamy, President of Garment Labour Union (GLU), Bangalore.  Priscilla Robeldo, campaigner and lobby and advocacy coordinator with CCC Italy.Sina Marx, Coordinator International Projects and Campaigns, FEMNET, Germany. Host: Febriana Firdaus (febrianafirdaus.com) Field Reporter: Harsha VadlamaniInterpreter: KaveriSound Engineering Support: Steve Adam (www.spectrosonics.com.au)  Producer: Matthew Abud  Clean Clothes Podcast Team: Anne Dekker, Johnson Ching-Yin Yeung, Liz Parker, Tanne de Goei Full Transcript DIAN:When we built our union in 2009, most of us, the officers, are women. And we have the same vision for the equality and also fight against GBV. We have method in organise women workers as women.  HOST:That's Dian Septi Trisnanti, one of the founders of the Forum Buruh Lintas Pabrik union, or FBLP in Indonesia.  Welcome to episode two of the Clean Clothes podcast. I'm Febriana Firdaus.  This time, we're talking women workers – about the violence and harassment they often endure And some ways of building power and fighting back. In 2014 Dian's union joined with other organisations, to promote women's rights in a large industrial park in North Jakarta, Indonesia.  DIAN:There are two union, one women's organisation, and Jakarta Legal Aid, become one alliance in the women worker committee, to struggle against GBV, gender based violence. We have two programs, the first program is to install warning board that the industrial park is free from Gender Based Violence or sexual harassment. HOST:The warning board was a large sign that announced the industrial park was a zone free of gender-based violence and harassment.  It was part of a strategy to raise the profile and awareness of this as an issue for workers.  And of course, as a warning to any perpetrators.  DIAN:The industrial park, KBN Cakung, in North Jakarta, agreed to install the warning board in 2016 on November, it's the international day against women violence.  HOST:Dian also directed a documentary film, Angka Jadi Suara, which followed this effort.  The film shows the effort behind the campaign. This included lobbying the management of the industrial park, and the Ministry of Women Empowerment and Child Protection.  At the centre of the film though, is the workers – and the sexual harassment and gender-based violence they experience.  DIAN:There were one person, one woman, who want to tell the story. This women, my friend yeah, she has a trauma. The interview takes about five hours and we have to stop about one hour just to give her time to stop and then take a breath and then take a break. And after that I asked to her if she want to stop then we will stop. But she said that she will not stop because if not now, then when? And after the documentary finish the first person that we give the edited version is her.   HOST:The documentary had a number of public screenings, and media coverage.  It took the story beyond the industrial park, to a bigger audience.  The voices of women workers, are at the centre of the union's efforts.  In 2012 they established community radio station Marsinah FM.  The station is named after Marsinah, a female union leader murdered in 1993 under the Suharto dictatorship. DIAN:We know that as a women, the social construction always ask us to be silent and do not have any chance to share our opinion. We have to be brave enough to speak up our mind. The community radio teach us to speak up our mind in our studio. We have journalistic, journalism training. We encourage women workers to write their story. It increase women workers' confidence that they have ability to write, to tell the story and to be recognised by the community because they can speak their mind and share it in the social media.  HOST:Supporting women's leadership, in the union and the community, is the central focus. That includes Dian's friend, who told her story for the documentary film. DIAN:She now go to college. She have scholarship. And she built a house that poor children, they learn about theatre, art, and also about the school the education, and she look for scholarship for the children that want to continue their school.  HOST:Just last year, the FBLP merged with another union to become the All-Indonesia United Workers Confederation, or KPBI.  In the November Congress, Dian was elected chairperson. HOST:In Maseru, Lesotho, workers have been subjected to severe and extensive sexual harassment and sexual violence in the factories of global supplier, Nien Hsing.  An investigation by the US-based Worker Rights Consortium, from 2017 to 2019, documented the scale and nature of the abuse.  This led to a ground-breaking Enforceable Brand Agreement, with a program led by local unions and non-government organisations, to end the abuse.  Matthew Abud has this report. REPORTER:Lesotho has more than forty five thousand garment workers. It's the mainstay of the country's economy.  Around ten thousand work for Taiwanese company Nien Hsing, which owns five factories there.  In these Nien Hsing factories, middle management exploited their power over workers in multiple ways MOTHEBA:My name is Motheba Ramaema. I work as a shop steward. I've been working as a shop steward for a year, but I've been with the factory for three years now. Actually most of the, I could call it abuse, was actually done by supervisors. So they'd ask for favours with the impression if you give them certain favours, then they'd give you more overtime which means better pay. Another thing is that most of the supervisors here, they run loan shark kind of business. And then they'll make you loan money from them at a very high interest rate, claiming that if you loan money from them then you'll be eligible to qualify for overtime. And sometimes like if when we begin work, we are hired on a contractual basis. So they would actually sometimes ask for sexual favours, saying that if you give it up, then you will be employed full time.  SAM:My name is Sam Mokhele. I work for the trade union called National Clothing, Textile and Allied Workers Union. I'm the general secretary of the trade union. They even reported such cases to us as unions. And we took initiative of taking the matter to the police to intervene. But only to find that there were no investigations made thoroughly. The victims at some point, they end up not reporting such cases because they were lacking confidence having realised that some who have reported the incidences, were not properly addressed.  REPORTER:Media coverage of the abuse lists a cascade of terrible details – including of management watching incidents of rape of workers by supervisors on CCTV. US-based Worker Rights Consortium conducted the research that put the workers' stories and experiences into the public sphere.  WRC's Rola Abimourched explains. ROLA:We were commissioned to do an investigation of three factories owned by Nien Hsing. This commission was looking into just labour rights issues within those three factories. And so through that investigation we identified extensive pervasive gender based violence and harassment.  At first it was heartbreaking. I mean I think you read some of the testimony, you just can't get around it. You just have this culture of acceptance, you know there's no other reality but to accept that you could be a target of gender-based violence and harassment. So that was one reaction but I think another is sadly realising that this is not necessarily unique to the country, that we hear and have seen gender based violence and harassment be an issue in many other factories all over the world. I would say all the brands recognised that they did not want their brand to be associated with the type of abuse we had identified. And so that was definitely a motivating factor to find a solution. It was clear that none of their audits had caught this issue, and that there needed to be a comprehensive response and not the normal CSR response. I think the reputational risk was quite clear, and… I think I can stop there! REPORTER:The brands sourcing from Nien Hsing in Lesotho included Levi Strauss, The Children's Place, and Kontoor.  The demand was for an Enforceable Brand Agreement or EBA, between the brands, unions, and NGOs.  This means the brands are committed to supporting real measures to eradicate gender-based violence.  And they're legally liable if they don't follow through.  WRC, Solidarity Center, and others, helped provide the input and support that led to the design of the eventual EBA. SAM:We took a tour to US where we visited Fair Food Program. They were already working on a similar program so we went there for experience. We learned how they are operating, we learned how they are working with the brands, we learned how they are handling the cases. So we took that model to our country, and then conceptualised the model into our context.  ROLA:The Lesotho program includes, or established a independent monitoring entity that would investigate and reach remedy on cases of gender-based violence and harassment.  REPORTER:That entity is run by the unions and the NGOs.  Other key features are a popular education component, which includes two days' training on what Gender Based Violence and Harassment is, as well as how the EBA program operates. There's also a toll-free information line for workers to call, to ask any questions or talk through anything that they've experienced.   ROLA:And of course, there's a oversight committee that's made up of equal votes between the unions and the NGOs and the brand representatives, with a neutral chair, and then WRC has an observer status as does Nien Hsing on that committee.  SFX? REPORTER:But COVID, like just about everywhere else, has put this on hold.  At the time of production Lesotho was in its second lockdown.  But that doesn't mean nothing's changed in the Nien Hsing factories that are operating.  The scrutiny and pressure has made itself felt.  Motheba Ramaema again.  MOTHEBA:I could say like slightly. I want to put a bit of an emphasis on the slightly part. Things slightly changed. Because initially the supervisors were treating us like we are sex slaves. But now, because they know that we know our rights, they try to follow the proper channels when there's conflicts between me and my boss or between me and the big boss, you know. Because initially you'd just be told that you're fired. Now we know that if you do one-two-three, then that could lead to three warnings and then you could be fired. So now they communicate better with us, the treat us more like we are people. Other than earlier, when they used to treat us like we are animals. They haven't completely stopped but they have slightly come to realise that we are human as well.  REPORTER:This is changing the perceptions of some workers.  MOTHEBA:Actually I think workers are now more motivated to join the unions because they too have seen the slight changes that are there in the workplace. So now they see that the unions are actually here to help us. Because initially they thought unions were here to make money, because we have to pay a subscription fee. But now that they're seeing change, and now that we have training workshops and we tell them about their rights, and how to approach certain things, more people are now keen to actually join the union. It's just that now with this whole COVID pandemic, we don't really now have more time to actually talk, because everybody's now concentrating, let me do my work, let me be safe and go home. So I think after this whole pandemic, that's when we'll see a proper change.  HOST: Motheba Ramaema ending that report. Building up women's power to confront gender discrimination at work is a long road.  One union leader who's been walking that road is Rukmini, from the Garment Labour Union in Bangalore, southern India.  Harsha Vadlamani went to find out more.  REPORTER: The Garment Labour Union is a women-led trade union here in Bangalore, in southern India. Its office is bustling with something always on the go – meetings, training sessions for workers, or campaign planning. Probably all three.  I've come to meet Rukmini, the union's President and one of its founders.KAVERII've known her from 2016 so I think that's five years now.  REPORTER:My Kannada language skills are a bit limited – so Kaveri has come along too, to help out. Rukmini's a well-known figure now, leading campaigns for workers' rights, from Bangalore to international forums.  It's been a long journey that's led her to this work.  RUKMINI: [Original in Kannada] KAVERI:She was enrolled in school for three months after which she had to drop out, because her mother was the sole breadwinner in the family and her father used to drink and not take care of the family, so she had to help her mother in the field and also take care of the household chores.  REPORTER:Rukmini married at sixteen.  She says herself, she was too young to understand what that meant.  At first she thought leaving the village for Bangalore was an adventure.  After her first child, she realised the family needed more income.   HARSHA:Can you describe your first day at a garment factory? What was it like?  RUKMINI: [Original in Kannada] KAVERIWhen she started working she did make a lot of blunders which she laughs about even now. But then the whole day, the first day in the factory when she was told not to work, but to just work on the waste pieces, so she could get a hang of what the industry would be and what work she would have to do, so that's how she joined the garment factory.  RUKMINI: [Original in Kannada] KAVERIShe received around 750 Rupees and the day she received that she felt you know it was like a lot of money. And she was really excited because her husband received only 300 Rupees whereas she received around 750 so that was like a big achievement for her. And she did not know what to do with that money because it was huge! HARSHA:Rukmini, what was your first experience with the union? How did it happen? RUKMINI: [Original in Kannada] KAVERI:So initially when she joined with the garments there was a lot of harassment that workers had to face, they were verbally abused, scissors were thrown on them if they did not reach the production targets, the production targets were really high and they were not paid for the overtime work that they did. That is when Cividep in the year 2003 were distributing leaflets to workers in the garment factories saying they're organising a campaign or they're organising a training where workers could attend and understand the rights. And Rukmini did not know how to read it so the entire night she sat down to read and understand what was there in the leaflet that they have given to her. And when she realised that they were doing something for the benefit of the workers, she decided that she would attend this particular meeting and understand what the benefits are, understand the rules and policies. That is when Rukmini really heard the word union and understood what a union was and why a union is important.  REPORTER:After this meeting, Rukmini and others established a self-help group where women could learn about the rules, regulations, and entitlements for workers. This soon become something more formalised. Gender-based violence and harassment, was a big need from the very start.  KAVERI:There are cases of sexual harassment that happens in the factory but women don't really come forward because the moment the co-workers get to know that this has happened, you know the woman is treated in a really bad way. So they don't even share it with their family or with their husband or report it to the police station, because they feel that once the family gets to know, the neighbours, the co-workers get to know about this incident, the family would not allow them to work.  REPORTERThey founded the union – and then held a rally with around a thousand workers – the first time this had happened in the city.  Management tried do discourage her from working with the union. Rukmini says they tried to bribe her and launched a trumped-up investigation against her, which failed.  Her husband was also opposed.  RUKMINI: My husband told you not go to union, so many pressure in management, given lot of money. You take come home, you not go to union. I told my husband, I told you pressurise I not go to union, I give you divorce. I told my husband, my husband not told anything.  REPORTER: This was the first garment workers' union in the city since the industry first started – way back in the mid-seventies. RUKMINI: [Original in Kannada] KAVERI:In the year 2006 Rukmini started working as a full-time union activist. During this time she faced harassment by the male co-workers in the union. This made Rukmini realise that it was very important to form a women-led trade union because majority of the garment workers were women. In the year 2012, is when GLU, Garment Labour Union, a women-led trade union was started in Bangalore.  HARSHA:When you finally started GLU, what were the challenges that you faced?  RUKMINI: [Original in Kannada] KAVERI:So initially when they were part of another union they only worked as field activists. So they did not know how to interact or bargain with the management, or with the government or with the brands. So they found it very difficult. And during this period they took a lot of help from various organisations and NGOs to help them in drafting letters, drafting memorandums.  REPORTER:GLU was making its influence felt in policy.  RUKMINI: [Original in Kannada] KAVERI:In the year 2013, GLU was a part of the Minimum Board Wage Meeting which was organised by the government of Karnataka. The initial wages for the workers today is 9,500, but GLU is working towards making it mandate for the management to provide 21,000 as their monthly wages. The government also made a mandate that the eight hours work would be shifted to 12 hours work. GLU has fought against this announcement made by the government, and they've reduced the number of working hours from 12 to 8 hours now.  REPORTER:GLU's run other successful campaigns – for example, against a proposal to have women work night shift, which was then dropped.  The union now has eight thousand members.  Big challenges loom. India's government want to consolidate forty-four of its current labour laws, into just four.  This would badly affect worker wages, health and safety, and social benefits. It would also make it harder for unions like GLU to organise workers.  GLU's core strategy though, remains unchanged. RUKMINI: [Original in Kannada] KAVERI:Majority of the workforce in the garment factory is women, so it is very important that women folks take up leadership because only a woman can understand another woman's feelings and struggles. In the present scenario majority of the positions, higher positions like production manager, supervisors, are all being taken, all are men. So they wouldn't understand what a woman is going through, hence it's very important that women come forward and take up leadership.  RUKMINI: Together we can achieve anything.  HOST: Rukmini, ending that report by Harsha Vadlamani A major global effort towards outlawing gender based violence, is the ILO Convention 190 against Violence and Harassment.  Adopted in June 2019, it's now been ratified by three countries, Fiji, Namibia, and Uruguay. Italy's Parliament has also approved ratification.  Priscilla Robledo coordinates lobbying and advocacy for the Clean Clothes Campaign in Italy.  PRISCILLA:We had this one MP from the main centre-left party who's, she's very active on women issues and gender issues. She isn't really into labour rights as such but she's very much into the so-called civil rights. So her law proposal was filed on September 2019, and eventually in September 2020 the parliament kind of approved the authorisation to ratification with full unanimity of the chamber, which is pretty a success.  The knowledge and awareness about these topics in Parliament is there, but it's very scattered and belongs to just a very few people, typically women themselves, that really understand and appreciate the issues at stake. The majority of the senators who approved the legislation I think would think yeah, this is just an international convention that will benefit workers in the global south or in global supply chains. And this is also what the press rapporteur of the Senate has actually said, mentioning also the garment industry and of course this is because of our own advocacy upon him.  However though, this is also an issue for this country, Italy. The only data that we have are from the Institute of National Statistics, which in 2016 carried out the very first study on gender-based violence in the workplace. And this study found that two out of ten women in the workplace did experience violence and harassment of any sort. Eighty percent of them didn't report it, didn't defend themselves, and the reason is there are no means at the moment in this country that you can use for enforcing your rights.  C190 is just one step of a bigger puzzle. It's a lot more topical now that the EU is embarking on a process to eventually approve mandatory human rights due diligence legislation. Surely as a campaign we will focus on making sure that some gender, gender-based due diligence requirements will be included. But we know this isn't easy at all.  HOST:That's Priscilla Robledo from Clean Clothes Campaign in Italy. You'll hear more about mandatory human rights due diligence in the EU, in a later episode.  From EBAs, to the ILO convention, to building women's power in the trade union movement.  What does the Clean Clothes Campaign need to consider, on gender and gender-based violence? This is Sina Marx, from FEMNET in Germany. SINA:I think the Clean Clothes Campaign really need to address gender as a cross-cutting issue. I mean we do that since several years but to make it really strong and to really think of it in all areas of work that we are tackling. Because gender-based violence and harassment gets a very strong lobby since the adoption of the ILO convention, but gender is obviously is more than that. It also comes into force when looking at wages, when looking at occupational health and safety. So not say that gender is in all the topics but also say, gender is its own topic and we really want to bring this issue forward. Also looking at our own structures, are we giving it the attention that it needs. Are we addressing power relations within our own structures? Do the trade unions and partner organisations that we're working with, make it a priority within their work? If they don't, why not. I think that it's a very crucial point that trade unions not only in production countries in Asia for example, but also within trade unions in Europe, need to address the issue of hierarchies within their own structures. How can we support our partners in production countries to make gender a top priority but also how to, how are we able to support their struggles in order to bring for example the ILO convention to their national legislative bodies, how can we support the lobby and advocacy activities towards this? I think it's really the time now to make this a forerunner issue within our network.  HOST:That's Sina Marx.   And that's the end of our show.  Please send your ideas, feedback, and questions.  Email us at this address: podcast@cleanclothes.org. You can also see the email address on the podcast webpage. Matthew Abud produced this episode, with Anne Dekker, and the Clean Clothes Podcast team. Liz Parker, Tanne de Goei, and Johnson Chin-Yin Yeung. Steve Adam gave sound engineering support.  I'm Febriana Firdaus. See you for the next episode.  

What doesn't mainstream economics “get” about Africa? What is the future of the state itself in Africa? And how much should we really be focusing on corruption within Africa? Max and Nabil have a riveting conversation with Pan-African feminist Crystal Simeoni – who is Director at Nawi: Afrifem Macroeconomics Collective (which is well worth checking out here!). Previously, she was head of the economic justice department at FEMNET, one of the largest African women's rights networks. She is an Atlantic Fellow for Social and Economic Justice at the London School of Economics. This is the second of a two-part special deep dive into African economics. The last episode, with Zambian economist Grieve Chelwa, took us back recalling history and how it's shaped economics in Africa today. This episode looks forward. Please do listen and share the episode on your social media platforms. If you're joining us on EQUALS for the first time, tune in to our earlier interviews – from talking with award-winning journalist Gary Younge on what we can learn from MLK Jr on how to fight inequality, to best-selling author Anand Giridharadas on whether we need billionaires, and from Turkish author Ece Temelkuran on beating fascism, and climate activist Hindou Ibrahim on nature, to IMF Chief Kristalina Georgieva on what comes after the pandemic, and Zambian music artist PilAto on the power of music. See acast.com/privacy for privacy and opt-out information.

How is the situation of Indian textile workers one year after the start of the pandemic and the lockdown in India? How are they affected by the Indian Labour Law Reforms which provoked a massive wave of protests? Parvathi Madappa works for the Indian labour rights organization CIVIDEP and Lea Kress for the German NGO FEMNET. In collaboration with partners in the Global North, CIVIDEP seeks to hold brands accountable for rights violations in their supply chains. For example, CIVIDEP cooperates with the civil society members of the “Textilbündnis” to improve the situation of textile workers. Due to the Corona crisis millions of workers lost their livelihood, that is why CIVIDEP started distributing relief aid and German partners have set up emergency funds. Everyone who wants to show solidarity can donate, for instance, via: https://femnet.de/solidarisch-wirken.html If you want to know more about CIVIDEP than check out their website: http://cividep.org/about-cividep/

The year 2020 Marks the 25th anniversary of the Fourth World Conference on Women and the Beijing Declaration and Platform for Action (Beijing Platform for Action), a pivotal agenda towards achieving gender equity. Significant progress have been made to this end and as Crystal Simeoni, Director at Nawi: Afrifem Macroeconomics Collective and Memory Kachambwa of FEMNET clarify major work is still yet to be done that in the end can ensure equal access to justice, equity, mobility and resources.

This episode shares the live recording of an event held with Christian Aid in 2019, with guests: Memory Kachambwa Executive Director of FEMNET, the African Women’s Development and Communication Network; Marianna Leite, international human rights lawyer and activist; Talat Yaqoob, co-founder of the Women 5050 campaign and member of the First Minister's National Advisory Council on Women and Girls. And discusses intersectional policy making around the world. Access a transcript of this discussion here. Resources and organisations mentioned in this episode: Women 50:50 campaign  Christian Aid  FEMNET  Equate Scotland and their research on women studying/working in STEM experiencing multiple discriminations  Pass the Mic – Women of Colour Experts in Scotland (the spreadsheet Talat mentions in the podcast is now a whole initiative!) Christian Aid's 'Leave No Woman Behind' report 'Christian Aid and the Leave No One Behind Agenda' Produced by Amanda Stanley for Engender. Jingle by Bossy Love. 

Durch kreative Protestaktionen macht der Verein Femnet immer wieder auf Missstände in der Textilindustrie aufmerksam und versucht die Leute direkt in den Innenstädten vor Modeketten abzufangen und in den Bann zu ziehen. Wir haben uns mit Katharina Edinger unterhalten, die bei Femnet für das Thema Presse- und Öffentlichkeitsarbeit zuständig ist. Sie erklärt uns heute wie Femnet arbeitet und wie sich der Verein für die Rechte von Frauen in der globalen Bekleidungsindustrie einsetzt. https://femnet.de

In dieser Folge sprechen wir über das Thema Kleidung. Was verbinden wir mit unseren Klamotten, wie haben wir früher eingekauft und warum haben wir unser Konsumverhalten geändert? Warum beeinträchtigt das, was wir tagtäglich auf unserer Haut tragen, das Leben von Millionen von Menschen und bestimmt die Gesundheit unserer Ökosysteme? Und welche Alternativen gibt es, wenn wir uns gegen Unterdrückung und Menschenverachtung entscheiden wollen. Wenn wir uns wieder für mehr Wertschätzung und Respekt einsetzen möchten? Hier findet ihr mehr von uns: claraundpia.de Und hier könnt ihr uns mit eurer Liebe unterstützen: https://www.patreon.com/claraundpia Links zum Thema: FEMNET e.V. https://femnet-ev.de/ „FEMNET setzt sich mit politischem Engagement, Bildungs- und Beratungsarbeit sowie einem Solidaritätsfonds für die Rechte von Frauen in der globalen Bekleidungsindustrie ein. Wir fordern, dass Unternehmen Verantwortung für ihr Handeln übernehmen und die Politik verbindliche Regeln schafft.” DariaDaria – Bücher, Artikel und TedTalks zum Thema https://www.dariadaria.com/fashion TRUE COST Documentary https://truecostmovie.com/ The Machinists Documentary https://www.youtube.com/watch?v=AOc9dhmScRY Kristen Leo „Fashion Brands That Use Sweatshops To Make Their Clothes” https://youtu.be/9OfodwRyJPQ Ausstellung - Die Schattenseiten der Mode http://www.fastfashion-rjm-koeln.de/

African Agenda is delighted to bring you our conversations with leading champions for women's rights in Africa; most of whom were central to the journey of the Maputo Protocol from draft to where it is today. In this 4 part series of "Let's Talk Data" on the Maputo Protocol we speak with Nebila Abdulmelik, a poet, photographer and in the past heading communications at FEMNET and later working at the African Union Commission. She was central to the #JusticeForLiz and #BringBackOurGirls campaigns online. #FollowTheProtocol #MaputoAt15 #LetsTalkData

African Agenda is delighted to bring you our conversations with leading champions for women's rights in Africa; most of whom were central to the journey of the Maputo Protocol from draft to where it is today. In this 4 part series of "Let's Talk Data" on the Maputo Protocol we speak with Nebila Abdulmelik, a poet, photographer and in the past heading communications at FEMNET and later working at the African Union Commission. She was central to the #JusticeForLiz and #BringBackOurGirls campaigns online. #FollowTheProtocol #MaputoAt15 #LetsTalkData

African Agenda is delighted to bring you our conversations with leading champions for women's rights in Africa; most of whom were central to the journey of the Maputo Protocol from draft to where it is today. In this 4 part series of "Let's Talk Data" on the Maputo Protocol we speak with Nebila Abdulmelik, a poet, photographer and in the past heading communications at FEMNET and later working at the African Union Commission. She was central to the #JusticeForLiz and #BringBackOurGirls campaigns online. #FollowTheProtocol #MaputoAt15 #LetsTalkData

African Agenda is delighted to bring you our conversations with leading champions for women's rights in Africa; most of whom were central to the journey of the Maputo Protocol from draft to where it is today. In this 4 part series of "Let's Talk Data" on the Maputo Protocol we speak with Nebila Abdulmelik, a poet, photographer and in the past heading communications at FEMNET and later working at the African Union Commission. She was central to the #JusticeForLiz and #BringBackOurGirls campaigns online. #FollowTheProtocol #MaputoAt15 #LetsTalkData

In der ersten Folge unseres Podcasts fragen wir nach der Bedeutung, die wir unserer Kleidung beimessen. Dazu hat Meike ein Interview mit Vanessa Püllen von FEMNET geführt. Und einen neuen Modetrend könnt ihr darüberhinaus auch noch kennenlernen juhu.

Kennedy Otina from FEMNET talks about Female Genital Mutilation (FGM) as facilitated by families in some African countries and the cultural drivers are behind this practice. Kennedy also discusses the initiatives being implemented to see an end to the practice of FGM in Kenya.