Perempuan Mahardhika - Ratify C190 The adoption of Convention No.190 and Recommendation No.206 provide us with a tangible framework to work towards the protection of all labor, regardless of their statuses; to ensure that they are free from any forms of workplace violence and harassment. This convention also ensures that all member states respect the convention by carrying out 3 obligations, one of which is to ratify the convention.

The convention is very specific. First, the content doesn’t only regulate violence and harassment that are happening in the workplace, but in all working environments; thus, the convention effectively covers any forms of violence and harassment that are happening at domestic places, streets, and working places. Second, the convention acknowledges the need to provide protection and assist survivors of domestic violence in their recovery. Third, the convention also focuses on inclusivity; by stating that all labor must be protected regardless of the type of working contract, which includes interns, volunteers, job-seekers, employees, retirees, and employers. The clause regarding inclusivity also covers both private and public spheres, formal and informal sectors, and all types of works regardless of the location; be it in urban or rural areas. It also encompasses workers from minority groups such as people with disabilities, LGBTIQ+ community, ethnic minorities, etc. Fourth, the convention recognizes internship students as labor.

Data from various studies that we have in our inventory show that gender-based violence in the workplace is impacting women’s participation negatively; and this is a serious issue. Types of violence and harassment that usually happen to labor, especially female labor, are violence and harassment that are targeting women’s bodies. Informal labor, such as domestic workers and freelancers are experiencing multiple layers of violence, such as: unlimited workloads, long working hours, the absence of social security, etc. These conditions also threatened other vulnerable labor groups, such as people with disabilities. Although according to Law on Disabilities (No.8/2016), 2% of the labor force in government agencies must be allocated to persons with disabilities (and 1% for private companies), the implementation of this law is still farfrom ideal. Disabled workers are becoming victims of violence on multiple layers, mostly in form of workplace discrimination.

In a state of labor vulnerability, Indonesia issued Omnibus Law on Job Creation (Undang-Undang Cipta Kerja), which was passedin 2020. The content of this law might worsen female labor’s condition; due to long working hour,less paid leave allowance, less wages, longer non-permanent working contract duration, and discrimination towards disabled workers.Omnibus Law on Job Creation, together with COVID-19 pandemic, prove to be a heavy blow towards the lives of Indonesian labor. According to the Central Bureau of Statistics Indonesia (Badan Pusat Statistik or BPS - or simply, Statistics Indonesia), 3.5 million labor in Indonesia were fired from their workplace. Aside from losing their jobs, female labor are also faced with the increasing number of domestic violence cases during their work from home days. In regards to this situation, the Omnibus Law on Job Creation might worsen thecondition of female labor due to:
1. Long working hours and decreasing paid leave allowance will impact female labor’s welfare
2. The normalization of non-permanent working contract will put female labor in vulnerable position
3. Discrimination againstinformal workers, as well as disabled workers will cause the loss of opportunity for women with disabilities, that are looking to enterthe work force