IFJ: Focus on Gender

A Collective Voice for Equal Rights

Putting the fight for equality at the heart of the IFJ

The International Federation of Journalists is a global collective of journalists trade unions and associations. The IFJ puts the fight for gender equality at the heart of its programmes. Discrimination in the workplace, both in terms of pay and conditions, as well as the fight for equality in society remain key issues for IFJ affiliates.

If you want to get involved in your local union contact

Find out more about the IFJ and its struggle for workers’ rights and media freedom at


La Fédération internationale des journalistes est un collectif mondial de syndicats et associations de journalistes. La FIJ place la lutte pour l’égalité des sexes au cœur de ses programmes . La discrimination au travail , à la fois en termes de rémunération et des conditions de travail, ainsi que la lutte pour l’égalité dans la société demeurent des questions essentielles pour les affiliés de la FIJ .

Si vous voulez vous impliquer au sein de votre organisation , contactez

Pour en savoir plus sur la FIJ et sa lutte pour les droits des travailleurs et la liberté des médias, c’est ici :


La Federación Internacional de Periodistas (FIP) es un colectivo global de sindicatos y asociaciones de periodistas. La lucha por la igualdad de género está en el corazón de los programas de la FIP. La discriminación en el lugar de trabajo en lo que respecta tanto al salario como a las condiciones y la lucha por la igualdad en la sociedad suponen asuntos fundamentales para los afiliados de la FIP.

Si quieres involucrarte más en tu sindicato local, contáctanos

Descubre más sobre la FIP y su lucha por los derechos de los trabajadores y la libertad de prensa

Featured post

Singing for justice

Women in Chile are challenging gender-based violence through song, continuing a national tradition of music as a tool of social justice and human rights.

Just as the distinctly Latin American rhythms of Canto Nuevo inspired hope and resistance to the repressive Pinochet regime, ‘Nunca más, mujer’ emerges from a collective effort, striving to become much more than a melodious tune.

Read the full story and watch the video here

Media sexism is bad for business

More and more people are speaking out about sexism and misogyny, and rightly so. For the media, addressing it isn’t just the right thing to do. Sexism is bad for business. It insults our audiences. It denies our readers and listeners and viewers the representation and depth and variety of views and voices they deserve. It also shortens and disrupts careers of women who have to expend energy and time countering it year in year out. This stress and strain is real and exhausting, but we have the power to change it, and we have to start now.

Una Mullally: Gender balance is lacking throughout media
Read the full article here

Fighting for equal pay at the Financial Times

The following statement was passed unanimously at a well-attended meeting at the FT. Journalists at the FT Group are increasingly concerned that the gender pay gap at the Financial Times is worsening and that senior managers are not taking this seriously.

Data provided by the managing editor show that the gender gap for most UK FT journalists is nearly 13 per cent, the widest it has been in a decade, and worse than the previous year.

So far, FT managers appear to have prioritised commercial initiatives over real steps towards pay parity. And targets for action – including increasing numbers of women in senior jobs and improving female pay averages – have become recast as “ambitions” . The company’s recently stated aim for equalising gender pay is 2022.

This is five years away and two years after the BBC’s much criticised deadline for pay parity.

As employees of a media group that holds other businesses to account over transparency and high standards, we, male and female journalists at the FT at every level, want the company to commit to a deadline for ending the gender pay gap as soon as possible and to provide detailed averages showing that the gap is closing for all, not just those in more senior roles. These should include reference to financial incentives and bonuses for senior and executive staff, including the CEO.

We are asking the FT Group to share details of mean and median gross annual earnings of men and women by job title (reporter, correspondent, senior correspondent, assistant editor, deputy editor and editor) and by age, following the example of the Wall Street Journal.

We also ask the management to release information on pay gaps on grounds of ethnicity, social background/education and disability in a similar fashion. Chapel reps will also organise an independent survey on pay.

The year 2020 will mark the 50th anniversary of the passing of the Equal Pay Act and we believe that every company, and especially the Financial Times, ought to be ashamed if it enters that year with anything less than pay equality. As NUJ members, we would be prepared to support industrial action in pursuit of this goal should it be required.

After a recent leader in the paper argued that “women are right to be angry at the pay gap”, it’s time for the Financial Times to put its money where its mouth is.

Steve Bird, NUJ rep at the FT Group, said: “Companies have had 47 years to fix the gender pay gap and have failed. The FT is not alone in falling short but we believe it should lead the way in bridging this historic gap. Male and female journalists are united in their anger over this and NUJ members will do whatever it takes to achieve genuine transparency and end the pay gap at every level.”

  • The managing editor’s pay data are based on 405 staff with a UK contract. These do not include assistant and associate editors, who are predominantly higher-paid men. It is likely that the real gap is wider than 13 per cent.
  • The 13 per cent pay gap was confirmed publicly by James Lamont, managing editor, in an email to staff on 22 March 2017 when he said: “The managing editor’s office is working alongside colleagues in HR and the FT Group board to better understand what influences the gender pay gap and seek interventions to close this, monitoring progress actively on a monthly basis. The gap widened last year 1 percentage point to 87 per cent. We intend to understand the reasons behind this and seek to address it.”
  • Figures provided by HR show that the pay gap for FT Specialist titles – covering 80 journalists – was also 13 per cent in 2016.
  • About 550 journalists are employed by the FT Group, including FT Editorial and FT Specialist. More than 50 per cent are NUJ members.

Tackling gender pay gaps

According to an new ILO report, gender gaps are one of the most pressing challenges facing the world of work today.

Globally, women are substantially less likely than men to participate in the labour market, and once in the workforce, they are also less likely to find jobs than men. Indeed, their access to quality employment opportunities remains restricted. Overall, for example, women are more likely to work longer hours than men when both paid and unpaid work is taken into account. Moreover, when in paid employment, on average, women work fewer hours for pay or profit either because they opt to work part-time or because part-time work is the only option available to them.

These gender gaps persist despite the preference of most women worldwide to work in a paid job – underlining the fact that women’s choices are constrained by a number of factors.

Watch the ILO video

Using data from the 2016 ILO-Gallup survey , the World Employment and Social Outlook – Trends for Women 2017  report assessed the extent to which personal preferences, socio-economic constraints, and gender role conformity were driving gender gaps in the labour market.

Read the analysis by ILO economists, covering 142 countries and territories.

IFJ backs call for inclusion of full role of ILO in the UNCSW61 Conclusions

Global Unions Statement: Support the inclusion and retention of the full and substantive role of the ILO in the UNCSW61 Agreed Conclusions – specifically its implementation and monitoring role

Member states at the annual Sessions of the UN Commission on the Status of Women (UNCSW) are currently negotiating ‘Agreed Conclusions’ on this year’s priority theme: ‘Women’s economic empowerment in the changing world of work’. While the first draft of the Agreed Conclusions contained language on the International Labour Organisation (ILO), Global Unions are appalled and deplore the removal of the substantive role of the ILO from implementation and monitoring of the CSW Agreed Conclusions (Version: CSW61–Rev.2 UPDATED20 March 2017), references to specific ILO Conventions and to the ILO Declaration on Fundamental Principles and Rights at Work.

This deletion, dilution and diminution of the ILO’s role flies in the face of the CSW’s espoused commitment towards women’s economic empowerment. This is a regressive and retrograde step and will leave women and workers bereft of protection and minimum standards at work.

We call on all trade unions, workers and the public to urgently contact and lobby their governments to reject this regressive policy and support the inclusion and retention of the full and substantive role of the ILO in the CSW61 Agreed Conclusions and specifically its implementation and monitoring role.

We further call on Governments and negotiators at the CSW61 to do the right thing and reinforce the rights of women and workers to minimum standards at work. The application of core Labour Standards, the right to decent work, labour and trade union rights are fundamental to protecting women’s economic empowerment, dignity and human rights.

Global Unions represent 72 million women workers worldwide and are present with a trade union delegation at the UNCSW61 represented by:

  • International Trade Union Confederation (ITUC)
  • Education International (EI)
  • International Domestic Workers Federation (IDWF)
  • International Federation of Journalist (IFJ)
  • International Transport federation (ITF)
  • Public Services International (PSI)

Women remain under-represented in US news – new report

Women journalists remain outnumbered by men in US news. These are the results of a study commissioned by the Women’s Media Centre (WMC) across 20 leading national news outlets as part of its Opens external link in new windowannual report on the Status of Women in U.S. Media 2017.

The WMC, a non-profit organisation advocating for making women more visible and powerful in the media, noted that there had been a growth in disparity between men and women in many journalistic spheres.

According to Julie Burton, WMC President “Men still dominate media across all platforms – television, newspapers, online, and wires – with change coming only incrementally, and in the case of broadcast news, regressing at the three major networks…Women are not equal partners in telling the story, nor are they equal partners in sourcing and interpreting what and who is important in the story”.

According to the research, that was conducted over 3 months in 2016, women produced 37.7% of news reports. The number of reports produced by women anchors, field reporters, and correspondents has decreased in comparison to 2016 falling from 32% to 25.2% of reports. The research also shows that the gender gap exists across all news outlets, including newspapers, online news, wire services, and is especially striking in television. While men produce most stories on sports, weather, and crime and justice, women tend to be largely involved in lifestyle, health, and education news items.

To counter the gender gap, WMC has published a special roadmap towards gender parity aimed at media sector in general, and news organisations, entertainment professionals and media consumers, in particular. One of the key recommendations addresses the need to strengthen work-life balance for both women and men. It involves introducing measures such as flexible schedules, paid maternity/paternity/elder-care leave. Opens external link in new windowRead more

Byte Back!

The virtual world mirrors the ‘real’ world, where women journalists are harassed, excluded and subjected to abuse for their work.

Online abuse – a form of gender discrimination and violence against women – must be prevented to enable women to confidently express themselves in the digital space without nasty repercussions.

On International Women’s Day, March 8, 2017, the South Asia Media Solidarity Network (SAMSN) and IFJ, representing unions and press freedom organisations, called for strong action to stop cyber-bullying and online harassment of women journalists.

Journalists of all genders; their unions; media houses; moderators of social media platforms; the public and governments must take firm steps towards ensuring women’s rightful place in the digital world, without harassment, abuse and cyber-violence.

Only then can a diversity of information, analysis and opinion co-exist contribute to building healthy and vibrant democracies in South Asia. Join the IFJ ByteBack Campaign! –

See more at:

El salario anual de las mujeres debería incrementarse un 30% para equipararse al de los hombres

Las mujeres tendrían que trabajar 109 días más al año para ganar el mismo salario que un hombre, por realizar el mismo trabajo o trabajos de igual valor (lo que equivale a una brecha salarial del 30%), según el informe “Brecha Salarial: El peaje de la discriminación” elaborado por la Secretaría confederal de Mujer e Igualdad de CCOO, en el que se analiza la desigual situación de la mujer en el mercado de trabajo y se destacan los factores que inciden en la brecha salarial de género.

Como subraya Ana Herranz, responsable de la Secretaría de Mujer e Igualdad de CCOO “las mujeres tienen una doble brecha en el mercado de trabajo: por una parte, cobran un salario por hora inferior al de los hombres y, por otra, siguen trabajando mayoritariamente a tiempo parcial, lo que conlleva menor salario y cotización, y una mayor desprotección social en las situaciones de desempleo y pensiones por jubilación”.

Según el estudio de CCOO, La población asalariada en España en 2014 ascendía a 14.285.800 personas, de ellas el 48% eran mujeres. La ganancia media anual de las mujeres era de 19.744 euros y la de los hombres 25.727 euros, unos 5.983 euros más que las mujeres. Esta diferencia supone que el salario masculino equivale al 130% del salario femenino, lo que refleja que el salario medio de las mujeres tendría que incrementarse un 30% para equipararse al de los hombres.

Para el sindicato, el menor salario de las mujeres se explica mediante diversos factores (tipo de jornada, tipo de contrato, edad, ocupación, nivel de estudios…) que condicionan su acceso laboral en igualdad con los hombres y el logro de un salario similar.

Así, aún cuando las mujeres son quienes tienen mayoritariamente jornada parcial (27% de las que tienen empleo), los hombres con este tipo de jornada (8%) ganan, de media, 338 euros más al año que las mujeres; una diferencia que en la jornada a tiempo completo asciende a 3.276 euros.

CCOO subraya que el trabajo a tiempo parcial implica, asimismo, menor salario no solo por el número de horas trabajadas, sino también porque se cobra menos por hora. En el caso de las mujeres, las que trabajan a jornada parcial cobran un 26% menos por hora que las que lo hacen a tiempo completo.

Además, las mujeres se concentran en sectores y ocupaciones en las que las remuneraciones son más bajas y las oportunidades de formación y de “carrera profesional” son limitadas.

La brecha salarial entre sexos se produce en todas las ocupaciones, indistintamente de su mayor o menor grado de cualificación. No obstante, la brecha salarial entre ambos sexos es menor en el grupo de ocupaciones “alta” (directivos, técnicos y profesionales y técnicos de apoyo) que en el grupo “media” (administrativos, servicios, trabajadores cualificados agricultura, construcción e industria) y baja (trabajadores no cualificados).

Analizando el nivel de estudios y edad de la persona trabajadora se constata que el mayor nivel de formación de las trabajadoras no se traduce en un mayor salario medio y que el salario aumenta con la edad, ligado a la antigüedad, promoción, experiencia…, pero más entre los hombres. A las condiciones laborales de las mujeres también hay que sumar la asunción, casi en exclusiva, de las tareas de cuidados, situación que influye y condiciona su desarrollo profesional.

Propuestas para la acción

CCOO recuerda que en los últimos años, la brecha salarial entre hombres y mujeres se ha visto agravada como consecuencia de la crisis, las políticas de recortes y por los cambios legislativos introducidos por la regresiva reforma laboral del PP.

Para combatir esta situación de desigualdad y discriminación en las condiciones laborales y salariales, el sindicato insiste en la necesidad de adoptar medidas que fomenten el empleo de calidad entre las mujeres e impulsen la contratación indefinida a jornada completa desde el inicio; así como en incluir en la negociación colectiva cláusulas de acción positiva para la promoción de las mujeres en las empresas, y en hacer cumplir la obligatoriedad de negociar planes y medidas de igualdad en las empresas, entre otras acciones.

Asimismo, para la incorporación igualitaria de las mujeres al mundo del trabajo se deben desarrollar políticas de igualdad de oportunidades que faciliten la conciliación de la vida laboral, familiar y personal, y contribuyan a la permanencia de las mujeres en el mercado laboral, posibilitando su desarrollo profesional libre de toda discriminación.

El Informe completo puede consultarse en

Global survey on women and media releases early findings

Preliminary results from the Global Alliance on Media and Gender’s  (GAMAG)survey on gender policies in public media paint a mixed picture with many countries failing to take action to address inequality.

Among the key findings are that:

  •  96% answered that their government has national gender policies and/or strategies.
  • Only 26% stated that media is covered by governmental gender policies as to decision-making level of organizations.
  • Only 15% of governments have budget to promote gender equality in media staffing, and 29,6% of governments in media content.
  • 30% answered that policies to ensure gender balance in “Board(s) of Directors of publicly-owned media organizations” are in place.
  • 37% stated there have been reviews of existing gender policies of the publicly-owned media or audiovisual regulatory body/authority within the past three years. 
  • 35% of governments indicated that they have mainstreamed media and gender issues by integrating media and gender in national cultural policies and programmes.
  • Only in 19% of countries, publicly-owned media have developed specific programmes to raise awareness on BDPfA, and only in 23,1% of countries have on CEDAW.
  • 54% of governments stated there are programmes of joint initiatives between government, women’s groups, networks, and NGOs that are active in media and gender equality issues.

More details on the findings are available here



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