Journal of Interdisciplinary Cycle Research ISSN NO: 0022-1945

Level of Responsiveness Concerning Women Worker Human

Rights in Garment Industry, Tirupur.

Dr.R.Murugesan., M.Com.,MBA.,M.Phil.,PhD ,
Director/Principal,
Sri Ganesh School of Business Management
Salem, Tamilnadu, India
Mail id: murugesamphd80@gamil.com
Mobile No : 9629857405

ABSTRACT

Women are playing a very important position in earning even net national product of the
country from side to side their income. This study is undertake to study regarding how the
women are use their rights properly particularly in garment industry. The reason to decide the
industry is that the women contribution in the industry is 70,000 especially in Tirupur. This
investigate is undertaken to examine concerning the women‟s rights in garment industry in the
area of Tirupur. This learn is undertaken to make an examination of how women are functioning
in their functioning area and also concerning the amenities provide in the functioning situation
such as crèche amenities, ventilation amenities and compensation reimbursement, work
enrichment opportunity. The prime objective of the here study is to appraise the Women
Employee Rights in garment industry in Tirupur. The study was carry out on the basis of
descriptive investigate. The employees have been chosen by using non-probability expediency
sample system from various sections. Totally 200 example respondents were chosen and
examine using t-Test and Chi-Square test

Key words: Women human rights; Discrimination; Welfare amenities and financial
reimbursement.

I .1 INTRODUCTION

The Indian textile industry is one of the oldest industries in India. Rotating and weave
were the first craft of untimely man. Later when technology better machines for rotating and
weave were introduce, these innovation changed this industry from family to mill industry. This
has a wonderful past in India

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WOMEN WORKER RIGHTS

The factories Act, 2017 regulates the circumstances of employment in developed

establishment which come inside the explanation of the word „factory‟ as used in the Act. a
variety of events have taken concerning security, benefit, service of women, motherhood benefit,
Creche, Harassment, service, operational circumstances, Child labour, Living wages, functioning
hours and bias .

1.2.STATEMENT OF THE PROBLEM

Women are playing a very important role in earning even net countrywide product of the
country through their income. This study is undertaken to study concerning how the women are
utilize their rights correctly especially in garment industry. The reason to choose the industry is
that the women contribution in the industry is more than one lakh especially in Tirupur. This
investigate is undertaken to examine concerning the women‟s rights in garment industry in the
area of Tirupur. This study is undertaken to make an examination of how women are working in
their working area and also concerning the amenities provided such as crèche facilities,
ventilation facilities and imbursement benefits.

1.3..OBJECTIVE OF THE STUDY

To find out the height of responsiveness with admiration to the Women worker human
rights in Garment Industry at Tirupur.

1.4. RESEARCH METHODOLOGY

Research plan is Descriptive in nature. Sample Size is 200 respondents. The information
is composed from side to side survey various which is composed from garment companies.
Instrument used in the learn is Chi-square test

2. REVIEW OF LITERATURE

Sharma (2012) has exposed that “there is straight link between a country‟s approach
toward women and its development communally and inexpensively.

Ekore (2013) originate personnel in an association, irrespective of their gender, are

classified into organization/older workers and others.

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Journal of Interdisciplinary Cycle Research ISSN NO: 0022-1945
Guo (2014) discuss the harmful property the rule of dissimilar departure age for men and
women made on women‟s equivalent service human rights.

Mahmud (2016) showed harassment by male generation or by organization in the place

of work is very ordinary for the female personnel in the garment industries.

Shan Wenjie (2016) recognized gender excellence board and the Gender parity
Ombudsman scheme to examine and regulation violation of laws against gender discrimination.

N Nahar, R N Ali and F Begum (2017) establish that employment pattern in the garment
plant severely exaggerated worker‟s health, as they were reserved in a closed situation.

3. DATA ANALYSIS AND INTERPRETATION

3.1.HYPOTHESIS

H1: There is no involvement between Age and Level of responsiveness

H2: There is no involvement between Qualification and Level of responsiveness

H3: There is no importance between Monthly Income and Level of responsiveness

Characteristics Frequency Percentage

< 23 53 26.5

Age 23- 37 120 60

> 37 27 13.5
Single 61 30.5
Marital Status
Married 139 69.5
Illiterate 49 24.5

Education School Level 134 67.0

College level 17 8.5

Nuclear family 124 62.0

Type of family
Joint family 76 38.0

Up to 2 Members 16 8.0

Family members 3- 4 Members 110 55.0

Above 4 Members 74 37.0

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Journal of Interdisciplinary Cycle Research ISSN NO: 0022-1945
Less than 5000 56 28

Income group 5001-10000 137 68.5

Above 10000 07 3.5

Accountant 04 2.0

Checker 19 9.5

Cutter 06 3.0

Helper 12 6.0
Designation
Packers 17 8.5

Power tapers 21 10.5

Quality 02 1.0

Tailor 119 59.5

Up to2 years 19 9.5

Experience 2-10 years 154 77.0

Above 10 years 27 13.5

Accounts 04 2.0
Department
Production 196 98.0

3.2. FINDINGS AND RESULTS

CHI-SQUARE TEST:

H1: There is no involvement between Age and Level of responsiveness (Accepted)

H2: There is no involvement between Qualification and Level of responsiveness

(Rejected)

H3: There is no importance between Monthly Income and Level of responsiveness

(Accepted)

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LEVEL OF RESPONSIVENESS

S.NO. LEVEL OF RESPONSIVENESS MEAN

1 Provision of written employment contract 1.64
2 Itemized wage slip 1.43
3 Minimum wages 1.33
4 Extra wage for over time 2.50
5 Provision for bonus 3.10
6 Absence for forced work 1.90
7 Non-discrimination of wages based on gender 1.45
8 Equal opportunity in promotion 1.88
9 Provision of good working condition 1.30
10 Provident fund facilities 1.38
11 Medical facilities 1.60
12 Maternity facilities 1.90
13 Crèche facilities 1.22
14 Freedom to form and join the union 1.15
15 Treatment with dignity 1.58
16 Leave facilities 2.88

4. SUGGESTIONS

the majority of the women workers are not conscious of their human rights. They are not
much responsive of stipulation of written worker agreement, itemized wage slip, smallest amount
wages, non discrimination of wages based on gender, equal chance in encouragement, provision
of good working circumstances, provident finance amenities, medical amenities, maternity
amenities, liberty to shape and join the union, action with dignity and leave amenities. So, the
women worker must be aware of their human rights..The companies should provide itemized
wage slip to their workers to be familiar with the particulars of their salary/income. The
organization must give written service agreement, i.e, provide the appointment order to the
workers.

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5. CONCLUSION

Women are functioning in all spheres of the world but they are not allowable to
contributor actively in community, financial and political sphere of decision making. This state
requirements to be changed and women should be confident to contributor in all levels of
organization. Though women are working in all the section of our chosen companies, they are
not aware of their entitled rights. Hence organization should make awareness among the women
workers concerning their rights through a variety of program. Nowadays a good number of
women workers are operational in garment companies actively but a number of the companies
do not give the essential provisions, wages, amenities and appropriate situation to them. So the
organization should try to address the above said problems. Women should be treat regularly
among men and care should be taken by the companies to make sure that women are not
suppressed, oppressed and dishonored.

BIBLIOGRAPHY

 Afsar, Rita (2000) “Female Labour Migration and Urban Adaptation.” A paper presented
at the national seminar on Growth of Garment Industry in Bangladesh: Economic and
Social Dimensions, 21-22 January, 2000 organized by BIDS in collaboration with
OXFAM-GB, Bangladesh.

 Ali, R.N, Begum, F.Salehin, M.M. and Farid, K S. (2008) Livelihood pattern of rural
women garment workers at Dhaka city,J. Bangladesh Agril. Univ. 6(2): 449–456.
Bangladesh Employers‟ Federation (2009)A Handbook on the Bangladesh Labor Act,
2006.
 Bharara P, Sandhu and M. Sidhu (2012) “Issues of Occupational Health and Injuries
among Unskilled Female Labourers in Construction Industry: A Scenario of Punjab
State,” Studies of Home Science, Vol.6, Vo.1, pp. 1-6
 Bhattacharya, Debapriya. 1997 “Women and Industrial Employment in Bangladesh:
Challenges and Opportunities in the Era of New Technologies.” A Research Report,
Bangladesh Institute of Development Studies (BIDS).
 Deng & Li (2007) “Legal Analysis of Discrimination in Employment Faced by Female
College Graduates: From the Perspective of the Rights to Equality.” Heilongjiang
Researches on Higher Education. 11, (2007):123‐126.

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 Drusilla K.B,Deardorff, A.V. and Stern, R.M. (August 19, 2011) Labor Standards and
Human Rights: Implications for International Trade and Investment. International Policy
Center; Gerald R. Ford School of Public Policy; University of Michigan, IPC Working
Paper Series Number 119.

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