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

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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