In China, as elsewhere in the world, the existence of employment discrimination prevents too many men and women from participating in the labour market and reaching their full potential. In keeping with China’s objectives of achieving more harmonious and equitable development, the Standing Committee of the National People’s Congress approved the ratification of the ILO Discrimination (Employment and Occupation) Convention, 1958 (No. 111) in August 2005.
ILO Convention No. 111 on discrimination in employment is one of the core conventions of the International Labour Organization. Non-discrimination is designated as one of the four fundamental international labour principles and rights at work, along with the promotion of freedom of association and collective bargaining, the abolition of forced labour, and the elimination of child labour. This Convention is one of the eight ILO Conventions setting out these fundamental rights and principles, which are seen as an essential package in establishing and enhancing any national labour market and industrial relations system. To effectively implement the Convention and promote social justice and human rights through equality in employment in China, the Chinese Ministry of Human Resources and Social Security (MOHRSS) and ILO jointly designed the project to develop effective strategies and build capacities among the labour departments and the social partners, including employers’ and workers’ organizations.
The aim of the project is to promote compliance with ILO Convention No. 111 in China in order to achieve equal employment opportunity and treatment.
Outcome 1 - Strengthened capacity to promote equal employment opportunity and treatment throughout the country within the MOHRSS and other organizations with a mandate for labour market policy formulation and implementation.
- A significantly higher number of labour officials will have an increased awareness and understanding of the definitions, concepts and requirements contained in the newly ratified ILO Convention No. 111 and related Conventions;
- A significantly higher number of policy-makers, labour officials, advisors, employers, and persons involved in the settlement of labour disputes will have a more in-depth understanding of the concepts of discrimination and equal employment opportunity in terms of access to employment, conditions of work, wages and work security; and
- A sustainable mechanism is developed and implemented which will facilitate information exchange and training on Convention No. 111 and related Conventions.
Outcome 2 – Working women and men, particularly those facing multiple forms of discrimination such as migrants and ethnic minorities, are able to enjoy equal employment opportunity and treatment, without discrimination based on gender, ethnicity, age, health, social status, or any other unrelated variables.
- Improved laws, employment policies, labour contracts and enterprise level agreements to promote the application of fundamental rights and principles with an emphasis on non-discrimination, fairness and equality; and
- More equal and fair employment conditions for women, migrant workers and ethnic minorities.
1. Conduct training on equal employment opportunity in accordance with international labour standards for policy and lawmakers, advisors, labour inspectors, employers and persons involved in the settlement of employment discrimination disputes;
2. Develop training and educational materials to raise awareness of fundamental labour principles and rights; and develop case studies to showcase the prevailing forms of discrimination and good practices in its elimination;
3. Review the existing body of research to identify the knowledge gaps and pressing issues to be addressed and actions to be taken; and
4. Develop an internet based resource platform for knowledge and information sharing on Convention No. 111 and discrimination issues.
For further information please contact:
Ms Zhang Hongman
National Project Manager
ILO Country Office for China and Mongolia
Tel: +86 10 6532 5091