This blog is written by a journalist based in Mumbai who writes about cities, the environment, developmental issues, the media, women and many other subjects.The title 'ulti khopdi' is a Hindi phrase referring to someone who likes to look at things from the other side.
Sunday, November 27, 2011
Another battle won
The Hindu, Sunday Magazine, November 27, 2011
The HinduEqual at last... Photo: V. Sudershan
The Supreme Court clears the way for women to become In-Flight Supervisors in Air India. Thanks to those women who believed in and fought for equality at the workplace.
This judgment passed virtually without comment. The media ignored it. Why should the rights of a relatively small group of women concern the rest of us? Yet the November 17 Supreme Court judgment, by Justices Altamas Kabir and Cyriac Joseph, upholding Air India's 2005 decision to remove the precondition that an In Flight Supervisor could only be a male, and that women cabin crew could also be appointed to that position, is significant.
The troubled airline has not been a shining example of gender equity. Yet, finally wisdom dawned and it did accept that there was no justification for a rule that held a particular job only for men when the men and women on flights had the same training and did virtually identical tasks.
What is fascinating about this case is the manner in which the male cabin crew opposed the new rule and challenged it in court. In 2007, the Delhi High Court upheld Air India's right to make this change and held that it saw nothing wrong in the rule. That judgment is worth reading in its entirety as it spells out the history of the struggles of women cabin crew in Air India to assert their right to equal treatment. There have been innumerable court cases, on issues ranging from a different retirement age for male and female crew members to a rule at one point where women who became pregnant within four years of being appointed had to quit to one where women cabin crew were grounded if they exceeded a certain weight.
It is hard to fathom why a ‘national' airline should lag so behind the times on these issues. The women employed by Air India have had to turn to the courts on all these issues. These were not battles for additional powers. The women were simply asserting that they should have the same rights as other employees in a country where equality is guaranteed and where one is working for a ‘national' airline that ostensibly wishes to promote India's ‘national' image.
This last battle, to get the airline to remove the anomaly where a particular job was virtually kept as a ‘male only' designation for no reason at all, was in some ways the strangest. Senior women cabin crew members of Air India, some of whom trained other cabin crew members including men, had to contend with serving under the same men they had trained simply because, regardless of seniority or experience, they could never get the designation of In-Flight Supervisor. Even after private airlines came on the scene where there was no discrimination between male and female cabin crew, Air India persisted. And when it finally changed the rule, the male cabin crew objected, calling this positive change “discriminatory” and challenged it in Court.
In 2007, the Delhi High Court was quite clear in its ruling. It stated:
“The Court finds that IFS (In-Flight Supervisor) is no longer a post, much less a promotional post. It is a function that one among the cabin crew, on the basis of seniority, is asked to perform during the flight. This Court is unable to discern in any of the settlements any assurance or promise held out to the pre-1997 male cabin crew that a female colleague of theirs will never ever be asked to perform the function of an IFS. Nor do the judgments of the Supreme Court say so. The impugned order dated 27.12.2005 is not discriminatory to the male cabin crew. In fact, far from eliminating the possibility of the male cabin crew performing the function of IFS, it provides a chance to their female colleagues as well. In effect it removes the ‘ men only' tag on the function of IFS. We are asked by the pre-1997 male cabin crew to hold this to be unreasonable. We decline to do so. This Court finds nothing arbitrary, unreasonable or irrational in the pre-1997 male cabin crew being asked to serve on a flight which has their female colleague as an IFS. This then is the jist of the lengthy judgment that follows.” (http://delhicourts.nic.in/Oct07/ Rajendra%20Grover%20Vs.% 20Air%20India%20Ltd..pdf.) (LPA Nos. 122-125 of 2006, Date of Decision: October 8, 2007.)
Representatives of the male cabin crew had argued that they would not work under women, even if they were senior. The job had been promised only to men and they were determined to hang on to it. And women could not claim the right to equality in this matter because the job of a woman on flight and a man on flight were substantially different, they argued. Yet passengers on flights can observe for themselves that the men and women in the cabin crew do exactly the same things — welcome you, make announcements about safety regulations, serve you food and drink, clear up after you, help anyone needing help, remain alert in case there is an emergency and act if such an occasion should arise.
All this is so obvious that it does not need repeating. Yet, none of this convinced the flight pursers employed by Air India who challenged the Delhi High Court judgment. The Supreme Court ruling, one hopes, has settled the matter and Air India will now be permitted to join the 21st century. And perhaps it will finally also decide to use gender-neutral terms to describe the men and women who are part of the cabin crew.
The court battles fought by women cabin crew of Air India are significant for other reasons. Many of the women who went to court could just have sat back and accepted conditions as they prevailed. After all, they had a secure job and a reasonable salary. But because some of them took the risk of even losing their jobs and challenged these discriminatory provisions, those who join the airline now will be much better placed than their seniors. The lesson these battles hold out is that discrimination does not disappear on its own and that managements are not struck by a sudden realisation that they should be fair to their employees. Positive change is more often than not the result of battles fought by those who believe strongly in equity and justice.