450. In the concern to eradicate illiteracy, notably among women and particularly
among those in the rural areas, a « National Adult Education Programme »
(PNEA) had been implemented in 2000. This Programme which targets, first and
foremeost, the youth and the women, notably the rural women, recorded the
massive membership of women representing 87.6% of learners in 2006.
Thanks to the national efforts, the rate of illiteracy among women had been
reduced to 42.3% in 1994 and to 31% in 2004.
451. Furthermore, Tunisia made commitments at the international level for the
promotion of gender equality in the field of work through the ratification of the
« ILO Convention (n° 111) pertaining to discrimination in the area of employment
and of profession » of 25th June 1958 and of the « ILO Convention (n° 100)
relating to equal remuneration between male labour and female labour for work of
equal value » of the 29 June 1951 as well as the « Convention on the Elimination
of all forms of Discrimination Against Women » of the 18th December 1979.
452. Tunisia has made the stimulation of the role of women and her active
participation in the development effort one of the essential components of its
model of society. Towards this end, the increased presence of women in all the
domains and in all the sectors of activity sanctions the principle of gender
equality. According to the 2004 census, women represented 26.6% of the active
population in Tunisia against 5.5% in 1966.
Moreover, the number of women-promoters of projects has developed
remarkably. Thus, the number of women heads of Companies in the structured
sector rose from 1,000 in 1991 to 10,000 in 2003.
453. Tunisian legislation grants the working woman specific rights linked to
delivery and to maternity. Besides, she enjoys breastfeeding hours. It is in this
regard that the employers, having at least 50 women on their payroll, are
compelled to prepare a special room for breastfeeding (Article 64 of the Labour
Code and Article 19 of the Decree n° 68-328 of 22nd October 1968 establishing
the general rules of hygiene applicable in the Businesses subjected to the Labour
Code).
454. It is also necessary to point out that Tunisian legislation has made provision
for other arrangements for the working woman such as early retirement, part time
work (private sector), part time work (in the public service and the public
enterprises) and extended leave.
455. The Labour Code, revised in 1994 and 1996, the « Collective Framework
Convention » concluded in 1973, the « Sectoral Collective Conventions »
(currently numbering 51) do not allow any form of discrimination.
456. Apart from this legal arsenal, a new Article (5 bis) had been added to the
Labour Code under the terms of a law n° 93-66 of 5th July 1993, amending the
Labour Code relating to gender non-discrimination. This Article explicitly
establishes the principle of gender non-discrimination in the implementation of the
provisions of the Labour Code.
The presence of women in decision making positions within the Public Service
has also progressed reaching the rate of 22.7% in 2003 against 12% in 1994.
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