Policy Statement on implementing the human and social
rights of visually impaired women
in Europe
Introduction
The Board of the European Blind Union (EBU), when
considering WBU Resolution 96-09, Improvement of services
for blind women and girls - asked the EBU Commission
on Social Rights during the work period 1996-9, to
consider what action may be taken to address the
human and social rights of visually impaired women.
After consulting with the EBU Commission on the
Advancement of the Interests of Blind and Partially
Sighted Women, the Commission on Social Rights
prepared a Policy Statement on this subject.
The statement was included in the Commission's Report
to the 6th General Assembly in Prague in November
1999 and was endorsed by the Assembly.
This Policy Statement has been further developed
by the Commissions on Human and Social Rights and
for the Advancement of the Interests of Blind and
Partially Sighted Women, and has been submitted
to the Board of EBU for endorsement.
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Objective of the policy statement
The Statement is intended to :
- Draw attention to the discrimination experienced by
visually impaired women in Europe
- Recommend action that can be taken by national agencies
representing the interests of visually impaired people
to address this discrimination
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Discussion
A survey in Holland revealed that legislation is gender
neutral, and services are officially available for all,
however provision is male biased. Accounts from other
European countries indicate that women nominally have
the same human and social rights. However, women do
not always gain access to those rights.
The situation of men and women in the workplace illustrates
this discrepancy. A covert hierarchy of opportunity exists.
Able bodied men are in the best jobs, followed by able
bodied women. Next in line are disabled men.
Disabled women are located at the bottom of the
employment hierarchy.
Although theoretically legislation usually offers
women equal opportunities, in practice biological
factors, attitudes, conditioning and inadvertent
discrimination means that women do not have access
to the same life opportunities as men. Visually
impaired women are doubly disadvantaged.
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Recommendations for action by EBU members
This situation is wholly unsatisfactory. However there
are many factors that create this problem. These
include societal attitudes towards women
that are beyond the scope of organisations such as
the EBU and national agencies representing the interests
of visually impaired people to address. It is therefore
recommended that EBU members ensure that their
organisation's internal policies and practices
enable women to :
- Obtain employment at all levels and across the full
range of posts within their organisations ;
- Receive the same pay and conditions of employment
as their male colleagues ;
- Have the same opportunities for training and
professional development as their male colleagues ;
- Receive maternity leave and have the opportunity
to return to their job after the birth of children ;
- Receive encouragement and support to join
Committees and Boards, so they can participate fully
in the organisation's policy and decision making
processes.
The EBU Commissions on Human and Social Rights and for
the Advancement of the Interests of Blind and Partially
Sighted Women and the Board of EBU invite all EBU Members
to review their policies and practices in these five
areas, and to consider what action may be needed to
ensure that visually impaired women have equal rights,
opportunities and responsibilities within
their organisations.
It is also suggested that the progress being made in
achieving gender equity is monitored annually, and the
results published, together with a statement indicating
the action being taken to achieve parity. This initiative
will be seen by visually impaired women as a signal
that the national organisation that represents their
interests is committed to gender equity, and will
encourage more visually impaired women to seek
employment and Committee nomination.
It is often beneficial to form a council of visually
impaired women at a national level. This facilitates
mutual support, and enables women to develop their
confidence, skills and experience. However, a council of
women should be perceived as facilitating, rather than
replacing equality of opportunity for employment or
representation within organisations serving
visually impaired people.
When internal gender equity has been established,
organisations representing the interests of visually
impaired people should encourage public bodies to
give the same opportunities to suitable visually
impaired women.
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