SOCIO-ECONOMIC STATUS OF WORKER IN A READYMADE GARMENT FACTORY OF BANGLADESH

Definitions 1. Socio-Economic Status. Socioeconomic status1 (SES) is an economic and sociological combined total measure of a person's work experience and of an individual's or familys economic and social position in relation to others, based on income, education, and occupation. When analyzing a familys SES, the household income, earners' education, and occupation are examined, as well as combined income, versus with an individual, when their own attributes are assessed. 2. Worker. One who works at a particular occupation or activity: an office worker2. A person who acts and gets things done; "he's a principal actor in this affair"; "when you want something done get a doer"; "he's a miracle worker". 3. Readymade Garments. Ready-made garments3 are mass-produced finished textile products of the clothing industry. They are made from many different fabrics and yarns. Their characteristics depend on the fibers used in their manufacture. Readymade garments are divided into the following types: Outer clothing: work wear and uniform, leisure wear, sportswear (e.g. suits, pants, dresses, ladies' suits, blouses, blazers, jackets, cardigans, pullovers, coats, sports jackets, skirts, shirts (short- or long-sleeved), ties, jeans, shorts, T-shirts, polo shirts, sports shirts, tracksuits, bathing shorts, bathing suits, bikinis etc.) Underclothing (underwear): jersey goods, lingerie (e.g. underpants, undershirts, briefs, socks, stockings, pantyhose etc.) 4. Factory. A factory4 (previously manufactory) or manufacturing plant is an industrial building, or more commonly a complex having several buildings, where workers manufacture goods or operate machines processing one product into another. Most modern factories have large warehouses or warehouse-like facilities that contain heavy equipment used for assembly line production. Typically, factories gather and concentrate resources: laborers, capital and plant.

http://en.wikipedia.org/wiki/Socioeconomic_status, visited on 22 April 2012 http://www.thefreedictionary.com/worker, visited on 22 April 2012 http://www.tis-gdv.de/tis_e/ware/textil/konfektion/konfektion.htm, visited on 22 April 2012 http://en.wikipedia.org/wiki/Factory, visited on 22 April 2012

Abstract Labor Market outcomes in Bangladesh at different stages of industrialization need not be similar as behavioral rationality of economic agents depends on the market context. This paper examines the issues related to socio economic background, characteristics and wage income differentials in RMG sector. In fact wage determination behavior during the last two decades did not follow one of the basic premises in the theory of labor market in economics. In general, employment and wage determined by the marginal productivity of labor in value term. Labor Market outcomes in Bangladesh at different stages of industrialization need not be similar as behavioral rationality of economic agents depends on the market context. Women are increasingly becoming visible in the productive labor force in Bangladesh. The surplus labor is expected to take in the family farms in the rural areas and in other informal enterprise. During the last two decades, rapid changes had taken place in this scenario. Employment in garment factories is one of these changes. The garment sector is rapidly rising in the country since the 1980s. The paper is based survey findings conducted among the workers of RMG industries located at Chittagong. The study was conducted on 50 garment workers of 10 garment industries. This paper investigates the existing labor market and status of workers in the context of wage discrimination based on lifestyle, gender, obstacles of work place environment in and outside of the industries. The study also analyzes the socio economic status of the workers in the export-oriented industries like Ready Made Garments. In terms of social and economic context, that working condition is not favorable for the work place.

SOCIO-ECONOMIC STATUS OF WORKER IN A READYMADE GARMENT FACTORY OF BANGLADESH 2

Introduction The paper is to examine the issues related to socio economic scenario, wage-income differential in Bangladeshi garment workers. Wage determination behavior during the last two decades did not follow one basic premise in the theory of garment in economics. Employment and wage is determined by marginal productivity of labor in value term. Workers are increasingly becoming visible in the productive labor force in Bangladesh. Unemployment is considered as major problem in Least Developing Countries (LDCs) like Bangladesh. The surplus labor is expected to take in the family farms in the rural areas and in other informal enterprise. During the last two decades, rapid changes had taken place in this scenario. Workers employment in garment factories is one of these changes. The garment sector is rapidly rising in the country since the 1980s. The garment sector has ensured huge employment opportunity, which stands an estimated rate of 70.8 percent of the total employed population in this sector (Sobhan and Khundker, 2001). Objective and Methodology The paper is to explore whether there any wage discrimination for workers in the RMG sector of Bangladesh. Considering the amount of contribution in the export volume major sectors such as Ready Made Garments (RMG) would be chosen for the evidence. The paper investigates the gender differentials in wages in RMG labor market. The questions addressed in this paper are: Research questions that are addressed in this study have been answered through systematic process of identification of data requirement, sources of data and method of analysis and possible outcome of the analysis. The study made use of both the information available from secondary sources. Secondary information included published reports monographs, books, websites, articles databases, newspaper reports etc. Tables from national labor force survey reports will be used. The study was also conducted on 50 garment workers of 10 garment industries located in Chittagong. The respondents have been asked to give their opinion on the social environment in and outside of their workplace with the help of the structured interview schedule. Due to the difficulties of accessing, those in their workplace the interviews have been collected from door to door conduction and appointment with the workers. The objectives of the paper is to explores whether workers have secure environment in the garment sector and is there any wage discrimination between male and female workers in the RMG sector of Bangladesh. This paper also investigates the existing labor market and status in the context of wage discrimination based on gender, obstacles of work place environment in and outside of the industries considering the amount of contribution in the export volume major sectors such as Ready Made Garments (RMG) would be chosen for the evidence. Using the stratified sampling technique the data would be collected through the structured.

Respondents Profile The demographic profile of the respondents shows that the majority of the workers are of the age between 22 to 25 years. The maximum age of the workers was interviewed is 47 years where as the minimum age is 18 years. It is found that majority of the workers are unmarried and majority have secondary education The respondents profile indicates that this is the age when a female is emotionally sensitive, sexually vulnerable and need security and protection. This is the age when they are less reactive and easily manageable.
SL Name Fathers Name Akka Kbir Mahmud Riduan Bashir Age Income Marital Status Married Married Married Married Unmarrie d Unmarrie d Unmarrie d Unmarrie d Unmarrie d Married Educati on Class 5 SSC Class 4 Class 9 Class 3 Working Hour 10 11 12 12 14 Health Problem No No Yes Yes Yes

1 2 3 4 5

Md. Faruk Hasina Begum Julekha Akter Nur Nahar Akter Zumur Akter

18 23 24 29 31

3100 3500 3625 3190 3200

Mitu Akter

Mohiuddin

33

3470

SSC

11

No

Farzana Akter

Liakat

35

3560

SSC

12

No

Hasina Akter

Hafiz

28

3860

Class 8

11

No

Pinky Deb

Debopriya

30

2400

HSC

13

10

Sanchana Chakma Shahida Khatun

Okaiya

22

2960

HSC

No

11

Jahid

29

3400

Unmarrie d Unmarrie d Unmarrie d Married

Class 8

10

No

12

Shahida Akter

Tanbir

44

3200

HSC

Yes

13

Nupur Akter

Miraj

37

3920

Class 7

12

Yes

14 15 16 17 18 19 20 21

Rabia Akter Jesmin Akter Parvin Akter Bappy Shorma Shova Nath Prosenjit Barua Rina Begum Joynab Akter

Sharif Sujon Mamun Biplob Priyonath Pankaj Habib Khayer

36 34 27 21 20 37 26 18

3420 3320 4000 3160 3510 3700 3900 3200

Nil HSC

13 12 10 11 11 13 9 10

Yes Yes Yes No Yes Yes

Married Married Married Married Married Unmarrie

Class 2 Class 6 Nil HSC Nil Class 9

No

d 22 Lipi Akter Rahim 26 3490 Unmarrie d Married Unmarrie d Unmarrie d Married Married Unmarrie d Unmarrie d Married Married Unmarrie d Married Married Married Married Unmarrie d Unmarrie d Married Unmarrie d Married Married Unmarrie d Married Unmarrie d Married Unmarrie d Unmarrie Class 4 12 Yes

23 24

Moni Rani Dey Shafia Begum

Dipankar Karim

35 31

3610 3790

Class 6 Class 2

11 13

Yes Yes

25

Amena Akter

Rezaul

35

3841

HSC

14

Yes

26 27 28

Md. Jashim Uddin Nazmun Nahar Humayun Kabir

Hawlader Jabed Monir

28 23 24

3350 3150 3670

Class 3 Class 6 HSC

12 11 10

Yes No No

29

Tripti Datta

Lala

25

3490

Nil

Yes

30 31 32

Doly Chakma Md. Bin-Amin Mos. Fatema Akter Jahanara Akter Mos. Nahar Md. Riaz Moina Akter Ali Azam

Nikil Riyad Jabbar

30 36 31

3650 3920 3450

Nil SSC SSC

12 13 12

No Yes Yes

33 34 35 36 37

Didar Bahar Moin Reza Kader

22 48 35 33 28

3480 3300 3460 3650 3780

Nil SSC Nil Nil Nil

12 11 10 10 10

No No Yes Yes Yes

38

Md. Ali

Babor

31

3420

Nil

11

No

39 40

Abdul Gaffar Shopna

Rashid Faruk

27 39

3800 3900

SSC Nil

11 12

No Yes

41 42 43

Rokeya Borsha Barua Yeasmin Akter

Malek Dipak Babu

26 21 28

3740 3640 3500

Class 7 Nil SSC

12 13 14

Yes Yes Yes

44 45

Lipi Akter Rinky Barua

Habib Uddipon

29 34

3200 3000

SSC Nil

13 8

No No

46 47

Sadia Akter Ruma Shumi Das

Rajon Rajib

31 26

3200 3160

HSC SSC

12 11

Yes Yes

48

Mina Begum

Atik

21

3210

Class 2

10

Yes

d 49 Mahmuda Akter Shafi 22 3350 Unmarrie d Married Class 8 10 No

50

Rofekha Khatun

Imran

18

3000

Class 8

10

Yes

Age of Workers Age Range <19 19-25 25-30 31-40 40+ Total Number of workers 3 26 11 8 2 50

Labor Force Participation in the RMG Sector Womens labor force participation rate increased during the 1990s while male force participate rate declined slightly. A small proportion of the female workers have been categorized as skilled. Percentage of the female workers is much smaller than male workers. Poorer women have less access to education and skill endowment. However, women from this group are more likely to take up paid employment. This implies slow improvement of educational endowment of female labor force. The number and share of women in entrepreneurial status declined during the early 1990s. Female labor force experienced a significant extent of causation during 1996-2003 periods. 6

Social and economic factors influence the gender differential of wage Male and Female wage differential can be attributed to the following factors: The differences in human capital endowment of male and female labor force A differential purely due to gender Job segmentation with womens employment being concentrated in the low productive and low wage segments.

In the traditional economy, it is very difficult to relate wage difference with the productivity difference because most workers are unskilled and the productivity differences may not be captured by human capital variables. Societys perceptions of womens bargaining power play dominant roles in this context. An important sociocultural factor behind the lower wage of women is the perception that women are secondary earners. The perception of women are secondary earners also influences the institutional wage setting process. Male and female wage differentiation, which is apparently link with pure gender bias, reflects the lower bargaining power in the society. Women without male earner in the household are required to earn to ensure survival and many women have to earn to save for dowry that they will pay to their husband.

Marital Status of the Workers

Marital Status Married Unmarried Divorced Widow Total

Number of Workers 36 7 4 3 50

Education Level of the Workers

Level of education

Number of workers

Below primary level Below Secondary Level Total

32 18 50

Working Hour, Wage Payment and Incentives and Facilities According to the CPD-RMG Survey (2006) in most of the sample enterprises, normal working hour (excluding the overtime working hours) was 8.28 hours which was more than working hours set by the law. Normal working hour is high in all categories. From workers point of view, reduction of normal working hour was less important compared to effective working hour, which included overtime working hour along with normal working hour. Working Hours Working Hours Number of Workers

Always 8 hours Always more than 8 hours Sometimes more than 8 hours

0 17 33

Monthly Salary Structure of the Workers (Amount in Taka) Age Range <19 19-25 25-30 31-40 40+ Average Salary in (TK) 3100 3350 3615 3800 3250

Harassment at Workplace The nature of harassment includes teasing, rough behavior, and using slang (sex related words), while working, proposing sexual relationship, personal abuse, allowing minimum personal space, coercion, etc. fifty percent of the respondents opine that harassments are directly work related. These include scolding 50 percent, transferring from one section to another section 9 percent, reduction of wage 4 percent. The women workers also got sexually harassed and abused 13 percent. The respondent s was highly conservative about sexual issues while they were responding.

Health Problems and Diseases among Workers Due To Working Hazards Problem Hazardous working conditions Problem Eye Problems /Irritation Headache (Frequent) Respiratory Problems Stomach Ache/Ulcers Nausea And Vomiting Fainting At The Work Place Frequent Body Ache Backache Skin Irritation Pain In Joints Anemia Others Percentage 67% 62% 97% 26% 34% 28% 18% 18% 31% 18% 21% 28% 18%

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Final Discussion Most of the garment workers lead very poor lives. They come from different areas of Bangladesh. Most of them live in slum areas with inhuman living condition. They come with other garment worker of their native villages. Most of the girls are of 16 to 30 years. This age is proper time for education but they are deprived of that. Garment workers go to factories very early in the morning and return home at 8 or 9pm at night. They most of the times do not get suitable remuneration. Their salary is very poor. Although they work extremely hard but their salary structure is not attractive at all. A girl hardly receives monthly salary of 2900 tk approximately and sometimes even lesser than this amount. Sometimes salary is not paid in due time With this meager amount of money, they can ill afford to think about their reproductive health since the bulk of the 11

amount of their earnings go for the causes of house rent, foods, clothing etc. Most of the garment factories do not follow the labour law and ILO conventions. Most of the cases the workers cannot enjoy the weekly holiday. There is no Job security, social security, gratuity or provident fund for the garment workers. Almost all of the cases the management does not provide appointment letters/ contract letters, identity cards and service books. According to the Labour Law, the maximum working hour per day is 10 including the 2 hours overtime. But in most of the cases workers are forced to work 14 to 16 hours per day. Sometimes they work whole night. Overtime work is compulsory and forceful. There is not housing facilities from the owners. Most of the cases maternity leaves is absence. Most of the cases there is no transportation facilities. Most of the cases, there is no doctor, first aid, sufficient light and ventilation. In some cases there are no sufficient and pure drinking water and toilets for the workers. Most of the cases maternity leaves are absence. Most of the factories do not have the day care centers. Health-safety and security condition are not sufficient. Management does not allow the workers to join the trade union or formation of trade union though the workers have the trade union rights according to the labour law and ILO conventions. Management fires the workers if he/she joint in the trade union. Sometimes they threaded the workers and even close down the plant for the formation of trade union. Management does not ensure the security of the women workers. Women workers faced rape and sexual harassment outside the factories and sometimes inside the factories. There is other form of sex discrimination. Women workers are deprived from Equal wage, Equal dignity, Equal rights and Equal promotions. Their working condition is also not helpful for the cause of their reproductive health. The environment where they work is not suitable for working hours after hours with suffocating heat inside. There is no air condition inside, moreover the sweating girls have to stand up sometimes for various task. Sometimes even a pregnant girl finds it hard to manage a sitting place for completing her tasks. The fact is that these poor girls do not understand the importance of their reproductive health .They think that their employers are not bound to provide them with the facilities they require during their childbirth period. Hence they feel shy to inform their employers about their problems during their pregnancy period. Their employers are not bothered to address the issue properly. .The garments workers have failed to realize properly the gravity and importance of their reproductive health issue and hence they have failed to raise their voice against their employers. After giving birth of a child, these garments workers usually do not get any leave from their employers which they very rightly deserve. As a result of that, these girls have to suffer from malnutrition. They can't take proper care of their new born babies as well. Because of shortage of money, they can't even provide their babies with milk, clothing etc. Moreover, as a mother of a new born child, these girls also deserve proper attention on their own health as well. But the irony is that these girls do not get attention at home or at their workplaces either. When their children grow up, these girls do not care much about their children. They have to join at their works and their children remain at home without anybody to look

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after themselves. So these kids become helpless as none could be available for their care. So these kids grow up without proper care from their mother and as result they can't get the chance of having proper schooling at home. Due to absence of such healthcare along 17 with congested and suffocating working environment, the trend of producing physically disabled babies is reportedly increasing.

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Recommendations: All of us must realize that the current crisis in RMG sector is not something isolated from the overall socio-economic problems. Like everywhere else, there is huge a 'Trust Gap'. The owners and the laborers cannot build enough confidence among themselves to have an equitable solution to the problem. Both the parties must realize that they have bigger interest at stake to protect the industry. Violence, coercion or anything imposed forcefully will not solve the problems. All the parties must come into an equitable solution keeping in mind the bigger interest of the economy.

RMG sector in Bangladesh has come a long way in last two decades. The industry has crossed many hurdles to stay competitive. It has proved many predictions futile and wrong, and compete fiercely even after the abolition of quota. The credit for that achievement goes to both the entrepreneurs and the labourers. Taking that fighting spirit ahead, the RMG sector must formulate an equitable solution for all the involved parties and ensure brighter future for the country as a whole. Last but not the least,the poor female garments workers, who are the major workforce behind this sector must be recognized properly and concrete ideas and their implementation should come to lessen the plight of them. Unless and until we fail to ensure the basic rights of the poor female garments workers, we can't expect this sector to achieve its desired goal. We would like to sum it up by recommending the followings:

Proper work place policy to ensure the basic rights of garments workers. Proper enforcement of existing labour code and improvement of labour inspections at factory level. Freedom of association and right to bargain collectively at factory level need to be ensured by government. Organize extensive workers education and training activity in the area of labour law, occupational health and safety and reproductive heath issue by trade unions and labour rights support group. Extensive sensitization and awareness rising activity at rank and file level on OSH and reproductive health rights issues at workplaces. Development of leadership quality and knowledge among female workers in garments sector to effectively fight to protect reproductive health rights of women workers in RMG sector. Ensure basic occupational health services at factory level for workers by employer and management.

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Promote tripartite relations and active social dialogue among government, employer and trade unions to improve working conditions, occupational safety and health status and other basic workers rights at the factory level of RMG sector.

UITS, Chittagong rabiul007@gmail.com

Shovon Rabiul

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