by IUF Asia/Pacific | May 16, 2026 | Collective Bargaining Rights, English language, Labours' Rights, Our Members, Our Union Our Power, Secure Jobs, Youth in Unions
In a continuous endeavour of winning permanent employment, IUF affiliated CSMU at AB InBev India fought consistently with courage to win permanent employment for precarious employees.
India is the largest potential market for beer in the world with suitable demographics and around 23 million young population. For world’s largest beer company and premium beer brand manufacturer like Budweiser, AB InBev sees India as the fourth largest market globally and making new investments. But this investment mostly used for automation, digitalisation and new technology with very limited investment in safe & secure employment. Therefore, unions are constantly subject to pressure of multitasking, excessive workload, increased stress and job insecurity. CSMU in India used this opportunity to combat precarious employment and win permanent employment at AB InBev India.
In the middle of pandemic situation, AB InBev India decided to re-open the closed Foster site at Aurangabad in Maharashtra with new investment and CSMU demanded new recruitment with special focus on gender equality through their collective bargaining agreement proposal. It became the first Indian brewery with gender balance in workmen category.
The union also ensured new investment to install new manufacturing line of premium beer brand like Budweiser and after successful launch of Budweiser beer brand manufacturing, the union started demanding more secure employment to continue producing best quality products. Before making any progress, AB InBev India management delayed and denied but regular follow up with hard struggles, the union successfully negotiated secure employment.
The union also provided all the required support to ensure skill development of these workers, representation with the company and awareness on worker rights through regular education & training activities of the IUF Asia Pacific. https://iufap.org/category/quality-apprenticeship/
In contemporary situation, when unions are experiencing a rise in precarious employment in food system, this victory brings a hope for others to continue their fight for secure employment.
by IUF Asia/Pacific | May 9, 2026 | English language, Women Unions & Power, women's rights
Dr Hidayat Greenfield
IUF Asia/Pacific Regional Secretary
May 8th 2026
It is 25 years – a quarter of a century – since sociologists Michelle Budig and Paula England asked a question that women all over the world knew the answer to: “Does motherhood affect an employed woman’s wages?” The answer – through rigorous research and analysis of statistical data – was “yes”. They called this “the wage penalty of motherhood”, or “the motherhood penalty”.
Through in-depth statistical analysis Budig and England showed that women workers in the USA with children earned less in their jobs as a direct result of motherhood. This was distinct from the existing gender equality pay gap with men. Having children at any point in their work or career translated into a loss of wage earnings.
While paid maternity leave is an essential right of women workers, the loss of income calculated by Budig and England was not related to access to paid maternity leave benefits. The motherhood penalty was the economic loss, usually in terms of wages or income, that women suffer as a result of being mothers: giving birth and raising children.
Budig and England identified three possible causes of the motherhood penalty: the loss of job experience; becoming less productive at work; trading higher wages for so-called mother-friendly jobs; and being discriminated against by employers. None of the first three explained the loss in wages experienced by workers who were mothers. It was discrimination by employers that had the strongest link to the loss in wages resulting in the motherhood penalty.
In the 25 years since Budig and England published their research, there have been in-depth studies in other countries that examined the motherhood penalty and its consequences, considering race, ethnicity and types of jobs. This showed an even greater wage penalty based on employment status, race, ethnicity, and the nature of work – especially work deliberately classified as low-skilled or unskilled. More evidence – everywhere – that women in waged employment who have children end up being paid less.
Of course, women workers were aware of the motherhood penalty long before Budig and England published their research in English in 2001 and gave a name to it. Women workers who were mothers knew the penalties existed because they lived it.
Instead of tackling the systemic, institutionalized inequality and discrimination that creates the motherhood penalty, most trade unions reinforced the position of governments and employers by normalizing this inequality. By narrowly defining women’s rights in terms of paid maternity leave, the subsequent loss of income was not only overlooked, but it was somehow justified: motherhood creates the motherhood penalty.
Few men trade unionists understand that women trade union leaders who are mothers are admired by women union members precisely because they could overcome the barriers of inequality in terms of institutionalized discrimination and attitudes; and overcome the motherhood penalty. This triple sacrifice is sometimes recognized superficially (“well done!”), but only our women members who live the systematic, demoralizing effects of the motherhood penalty truly understand this achievement.
In a recent meeting of our union members in the food and beverage industry in Southeast Asia, three of our women union members made a presentation on the demoralizing and de-motivating effects of institutionalized gender discrimination.
Without mentioning the motherhood penalty, our women union members at a major food company explained several layers of discrimination. Married women workers with a dependent spouse and children are treated as single women in terms of health insurance and medical benefits, whereas men have full family coverage. Women are denied promotions with increased responsibility and better wages because management assumes that they are unable to do these jobs because of their family responsibilities, including taking care of their children. Women face gender bias during performance evaluations, where their performance is often rated lower than their male counterparts. And so on.
As a result, women workers experience a loss of “work motivation”, and this de-motivation leads to lower productivity and performance, and higher absenteeism. This then reinforces the lower performance ratings and loss of income. It also reinforces the gender bias of management that claims women are “too busy” or “too tired” due to responsibilities at home raising children. This has become a vicious cycle.
Even more demoralizing is the fact that all of this discrimination and bias is built into the national collective agreement negotiated by a union that is in collusion with management. Only after establishing their own independent, democratic union could our women union members now speak out with the support of their small union and the IUF.
We do not mention our sisters’ names, union, company or country because they have already shown great courage and sacrifice in exposing this institutionalized discrimination against women who are mothers. It is too much to then expose them to the retribution or ridicule of the establishment union, employer and government officials too.
Ridicule is one the most common weapons of men with power and authority. Eyerolling, smirking, shrugging and “just joking” – that is what prevents us from dismantling the motherhood penalty. It prevents us from ensuring all women have full access to their rights and a right to “a life worthy of human dignity” as guaranteed in the Universal Declaration of Human Rights (1948) – in terms of both just remuneration (fair wages) and freedom from discrimination. Such a failure today is shameful and nothing to laugh about.
Of course there is also outright harassment, intimidation and termination of employment which is devastating for women workers and their families.
We have recently raised awareness of psychosocial hazards at work. The lived experience of the motherhood penalty and its demoralizing, de-motivating impact falls within the scope of these psychosocial hazards. Demotivation, loss of confidence, loss of self-esteem, fatigue and depression are all symptoms of the psychosocial harm that the motherhood penalty generates. So, it is not only a penalty in economic terms, but also a penalty in terms of mental health and wellbeing. This deserves far more attention.
As part of our IUF Asia/Pacific International Women’s Day activities in March 2026, we promoted the campaign “Making unions work for women!” Women union members across the Asia/Pacific region wrote down on posters what unions should do to be effective, relevant and useful for women workers. This included the demands that unions should be making to employers and governments and what should be included in collective bargaining.
Many of the responses dealt with discrimination and inequality at work and unfair treatment that needs to be rectified. Included within this was a clear set of demands for more comprehensive maternity protection and equality in promotion, pay and opportunities.
A woman member from the Philippines calls for a comprehensive maternity protection
Whether we call it the motherhood penalty or not, the discrimination and inequality faced by women workers who are mothers is clear. This compounds the already existing discrimination and inequality faced by women workers regardless of whether they have children.
At a time when our collective social values are being rapidly eroded, it is necessary to reaffirm that motherhood has value and is a tremendous economic, social and cultural contribution to society, to the community and to the organizations, institutions, companies and employers that operate within that society and depend on it.
This does not mean we should invent new ways to determine the economic value of motherhood or determine its financial worth. Given that everything now seems to be judged in terms of financial value, it is likely that there will be well-meaning attempts to demonstrate the economic worth of motherhood, or mothers as financial assets. This will backfire. Just as Gen Z workers will tell us that attributing a person’s value to their economic contribution is meaningless when faced with the possibility of intermittent employment or long-term unemployment. “Are we of no value then?”, they will ask. And they will protest to express their anger and frustration with a system that provides them with no opportunities for quality jobs and decent livelihoods, loads them up with unmanageable debt, yet judges them by their economic contribution to society.
Recognizing the importance of motherhood for ethical, moral, social, cultural reasons and that our very existence, our being, our lives are centred on this has far greater value. It does not need a price tag or barcode. It simply needs to be fully and comprehensively appreciated and respected.
To do this we must dismantle the misinformed assumptions about women who are mothers and their ability, capacity or desire to work. This includes getting rid of the new systems of assessment, performance appraisal and targets that generate the metrics used to discriminate against mothers in the workplace. These metrics – now driven by generative AI – will cause further discrimination, demoralization and demotivation, greater psychosocial harm, greater economic losses for women who are mothers, and still end with the absurd assumption that motherhood is the cause of the motherhood penalty.
by IUF Asia/Pacific | Dec 19, 2025 | Campaigns, English language, Food Service Workers, Our Union Our Power
The United Delivery Riders of the Philippines (RIDERS) is intensifying its campaign to assert the rights of food delivery riders. The wage theft campaign, launched in 2023, challenges platform companies’ narrative that delivery riders are not their employees. Under the guise of partnership agreements, companies avoid their responsibility to provide benefits, insurance, and other forms of social protection for riders – benefits that should be part of their income.
RIDERS chapters across the Philippines have launched the campaign in their respective areas, filing formal complaints against food delivery companies like Grab and Foodpanda. Begin with the RIDERS-Pampanga chapter, the campaign has now been adopted by 10 other chapters. Each of the chapter is working to consolidate members and riders in their area, educating and preparing them to win the fight for a fairer working condition.
During the campaign launch, riders took to the streets, riding around the city to announce their stance and demands. Messages like “complete delivery, means complete income” and “platform companies call us partners, but they rob us” echoed throughout the city in support of the campaign.
Preparation meeting before launch of campaign
Members are holding unity ride during the campaign launching in Tarlac
Food delivery riders are winning and claiming their rights
The determination of unionized riders is paying off as more and more riders become aware of their rights and join the union. The first win of RIDERS-Cebu chapter in October 2024 is followed by several other chapters now, proving the existence of employee-employer relationship and riders’ entitlement to benefits, including the 13th month pay, holiday pay and service incentive leave. Furthermore, the decisions also order that food delivery company to return the diminished income of their riders.
As the union expands, an increasing number of riders are coming together to seek justice.
“Our work, our money, stop wage theft!” said Sister Evangelyn Asiddao, the National Secretary of RIDERS.
Union members are counting monetary award from their diminished income
IUF Asia/Pacific affirms commitment to combat wage theft in the food services sector
At the IUF Asia/Pacific Regional Food Services Workers’ Meeting in Bangkok this June, the region’s priority to fight all forms of wage theft in the sector was reaffirmed. During the meeting, various forms of wage theft and experiences of affiliates were discussed and shared.
From RIDERS, we learned that wage theft occurs when companies withhold workers’ benefit, fail to pay the compensation that they are owed or reduce income and incentives without the consent of affected workers. In some cases, the tips that are meant for delivery riders are also even stolen!
As Brother Lemm Cabantog, the National President of RIDERS, once stated: “Delivery fees are for the delivery riders who solely work for it, don’t take it from them!”
by IUF Asia/Pacific | Dec 17, 2025 | Campaigns, English language, Hotel & Tourism Sector, Our Union Our Power, Sustainable Tourism
In order to bring back and revive the IUF Global Housekeeping Campaign initiative in Indonesia, the Federation of Hotel, Restaurant, Plaza, Apartment, Catering and Tourism Workers’ Independent Union (FSPM) organized series of event in Yogyakarta and Labuan Bajo, to raise awareness of the valuable work carried out by room attendants.
On November 21-22, the FSPM introduce its first campaign in Yogyakarta. They coordinated a joint exhibition at a university to educate general public about the hard and skilled work performed by room attendants every day. While sharing information on the health risks faced by room attendants, people who passed FSPM booth were invited to make a bed themselves, and the time they took to complete the task was recorded. Students and passerby gave testimonials, acknowledging that the work of room attendant is not easy, especially when they are rushed to meet room quota expectation.
Awareness raising with passerby
In Labuan Bajo, one of Indonesia’s main tourism destinations, FSPM launched a campaign initiative on November 22 by organizing a competition for hotel workers and tourism students, as the future workforce of hospitality industry. FSPM conveyed a message that room quota targets put the health and safety of room attendants at risk. Drawing in experiences from previous initiatives carried out by IUF affiliates worldwide, experienced room attendant who participated in the competition, as well as school teachers, affirmed that more respect and dignity toward housekeepers should be shown to appreciate their work. It was emphasized that Labuan Bajo, as super-premium tourist destination, should also provide super-premium working condition for its workers.
Organizing hotel workers in key tourist destination is crucial to ensure that tourism development benefits not only visitors, but also local communities and its workers. Clean, comfortable rooms are at the heart of hospitality business, in which room attendants are playing a vital role in providing excellent experience for guests.
FSPM calls for improved working conditions, including fair employment contracts, end of wage theft and elimination or reduction of room quotas. By recognizing the valuable work of room attendants, the hospitality industry can promote a safer and just tourism for all.
by IUF Asia/Pacific | Jul 3, 2025 | English language, Freedom of Association, Quality Apprenticeship, women's rights, Workplace safety
In India, food sector corporations are following the trend to recruit more women workers but failing to provide safe, secure, and sustainable employment to women workers. Like some major companies are proudly announcing their plans of high number of women workers in their units like Coca Cola at Sanand 66%, Nestle at Sanand 62%, ITC at Medak 50%, AB InBev at Aurangabad 50%, and Ferrero Baramati 33%.
Some companies started the recruitment without any consultation of workers representatives and due diligence and hence, it is failing miserably and leaving women workers with no alternatives other than resigning from work. Many of these women workers are the first generation of industrial workers and failure of these companies to ensure strict implementation of their own policies, impact a large section of women workers in long term. Without sufficient consultation with all stakeholders and trainings, retaining these women workers is going to be very challenging.
In judgement of the honorable Supreme Court of India said there are serious lapse and uncertainty in the implementation of the Protection of Women for Sexual Harassment (PoSH) Act, leaving many working women no choice but to leave their jobs. Indian PoSH act mandates that every employer must form an internal complaint committee at each workplace that has 10 or more employees.
In one of the instances, women workers recruited by labour hire agency in one of major multinational corporation in India reported Sexual Harassment complaints against company HR Executive. Instead of fair investigation, company failed to take any immediate action which helped accused to misuse his authority. Finally, women had to approach the local police station to ensure her safety and justice.
This is not the first incidence and certainly not the last. In the absence of an independent & democratic strong union, women workers especially in precarious employment may continue to suffer.
In one of the major beer sector multinational company manufacturing sites in Maharashtra India, the company ensured gender balance in recruitment but even after five years, due diligence failed to ensure women workers safety through basic amenities like door-to-door transport, separate changing room, hygienic water & sanitation facility.
Image 1: IUF Asia Pacific Educational Training of Young Workers in Maharashtra, India.
All these incidences are self-explanatory in nature to help unions understand that in the absence of their active involvement, all these important policies including related to gender balance & workplace safety are bound to fail and have catastrophic implications.
IUF Action Program for Equality 2023-2027 calls on affiliates and on the IUF itself to make urgent progress and priorities work including preventing and eliminating gender-based violence and harassment. 3rd IUF Asia Pacific Regional Women’s Conference passed resolution which mandates to focus on more women in better paid, skilled, and secure jobs.
IUF Affiliates in India negotiated collective bargaining agreement in Ferrero company site, to form an women workers committee to resolve women workers concerns in the plant and converting precarious employment into permanent employment. Other affiliates in India continues to focus on gender equality and working together with the companies to ensure gender balance.
Despite these legislations, committees & company policies, due to unilateral approach of companies, there remains a significant and important journey ahead to safe, secure, and sustainable employment for these women workers.
by IUF Asia/Pacific | Jun 30, 2025 | Collective Bargaining Rights, English language, Freedom of Association, Labours' Rights, women's rights
Indian rural workers working in these village level primary milk collection centres remains unorganised and deprived of their labour rights but organising and fighting of workers at Kolhapur District Cooperative Milk Producers Union Limited successfully helped them to win their workers right.
The village level primary milk collection centres are responsible to collection, testing of milk, maintain collection records, milk payment to farmers, and also implementation of policies at the local level. These milk collection centres are legally registered with the state authorities as cooperative and provides on ground required support to small-marginal farmers. However,
The workers employed at the centres are from the same village and works in the morning and evening shift at the time of milk collection. Due to lack of implementation of one village, one primary co-operative, in some states like Maharashtra, multiple centres in the villages creates competition and reduce milk collection quantity and ultimately reduces the income of centres and their workers.
The employment of these workers is with the centres and district cooperative pays centres like per litre of milk collection i.e., INR 0.6 paise per litre (means INR 6 for ten litres of milk) as employee cost and 0.8 paise per litre (means INR 8 for ten litres of milk) as centre administrative cost.
Despite all odds, milk collection centres workers at Kolhapur District Cooperative Milk Producers Union Limited (brand name Gokul) organised themselves under the legally registered labour union called Kolhapur Zilha Sahakari Doodh Sanstha Karmachari Sanghatana. Currently, the union represents around 9626 milk collection centre workers from Kolhapur district of Maharashtra and the membership continuous to grow. The union is also officially recognised by Gokul management, and the state authorities and invited for policy discussions.
The union also started different welfare schemes for their members from additional annual collection of INR 400 per member. They provide health insurance, term insurance, accidental insurance, retirement benefits, scholarship for children, etc,. to centre workers and their families.
The union also regularly followed with the social security (Provident Fund) Office and allowed their registration as employees. Hence, their Provident Fund amount is also directly deposited in to their PF account whereas in other state cooperatives like Karnataka Milk Federation (brand name Nandini), PF account is not allowed for centre workers in Karnataka, with the justification that centre does not qualify the requirement of minimum 20 employees at workplace. In an exchange visit, organised by the IUF Asia Pacific, unions from Maharashtra agreed to provide all the required technical support to lobby with concerned authorities to start Provident Fund membership to milk collection centre workers in Karnataka state.
GOKUL center workers representatives at Karnataka Milk Collection Centre
During IUF Asia Pacific outreach in Kolhapur, centre workers mentioned that majority of women workers in rural areas are involved in dairy animal management and bring this milk to centres. Hence, any state decisions directly affects the livelihood of millions of women dairy farmers in rural areas, including women dairy farmers.
Indian dairy production continus to grow annually and at the heart of this success are the unsung heroes of the rural dairy ecosystem—the workers at primary milk collection centers. These individuals serve as the first point of contact between millions of smallholder farmers and the broader dairy supply chain. Their dedication ensures that milk is collected efficiently, tested for quality, and transported under hygienic conditions, safeguarding both farmer incomes and consumer trust.
The Indian dairy industry mainly relies on these workers to collect quality milk supplies but in the absence of stronger union to protect and promote their rights, this whole arrangement is unsustainable. Hence, the future of Indian dairy industry directly linked with safe, secure and sustainable employment to these milk collection centre workers.
Women Dairy Farmer while supplying milk to village level milk collection center of Karnataka Milk Collection Center
