equal opportunities and freedom from discrimination
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Equal opportunities and freedom from discrimination
The ILO and equality
1944 Declaration of Philadelphia
“All human beings, irrespective of race, creed or sex, have the
rights to pursue both their material well-being and their
spiritual development in conditions of freedom and
dignity, of economic security and equal opportunity”
Equality in other international instruments
Universal Declaration of Human Rights, 1948International Covenant on Civil and Political
Rights, 1966International Covenant on Economic, Social
and Cultural Rights, 1966International Convention on the elimination of
all Forms of Discrimination against Women (CEDAW), 1979
CEDAW
• Definition of « discrimination against women » (article 1)
• Positive actions (article 4)
• Discrimination in employment (article 11)
The ILO and equalityHistorical evolutionAccent on protection: Women are protected as a vulnerable
group subordinate to men
C.3 Maternity protection, 1919
C. 4 Night Work (Women), 1919
Fundamental social rights
C. 100 Equal remuneration, 1951
C. 111 Discrimination (Employment and Occupation), 1958
Accent on the promotion of equality
C.100 Equal remuneration, 1951
C.111 Discrimination (Employment and Occupation), 1958
Positive action
Comprises special temporary measures to redress the effects of past discrimination in order to establish de facto equality of opportunity and treatment between men and women.
Positive action
C. 156 Workers with Family Responsibilities, 1981
It promotes a real equality of opportunity and treatment in employment for man and women workers with family responsibilities
Accent on protection
Accent on promotion of equality
Positive actions
ILO principles of equality of opportunity and treatment between men and women
It is a matter of human rights
It is a matter of social justice and poverty alleviation
It is a matter of social and economic development
ILO Strategy to promote equality
Gender Mainstreaming
?
Gender mainstreaming
It is the strategy of introducing a gender perspective in all areas and at all levels.
Any policy, project, programme and activity must integrate the gender dimension as an integral component of the pursued strategy.
Structure of the ILO to promote gender equality
Bureau for Gender Equality (former FEMMES)
In charge of the co-ordination of policies, strategies, programmes and activities related to equality between men and women at headquarters and in the field
ILO structure to promote equality
Focal points in the technical departments at headquarters
Senior specialists on gender issues in the field
Turin Centre
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