12 December 2011
Multiple discrimination has always existed; yet it has not always been recognized as a legal concept. African-American women first spoke out about the ways in which single ground approaches to anti-discrimination law failed to capture the lived realities of inequalities linked to gender, race and ethnicity. Given the early mportance of racial and sexual equality rights movements, it is not surprising that the concept of multiple discrimination first emerged to describe the complex interplay of racial and gender inequalities. More recently, persons with disabilities, indigenous peoples, members of religious minorities, members of the LGBT community, the elderly and youth have also been increasingly vocal about how their experiences of disadvantage and exclusion are deeply affected by the multiple dimensions of their identity. Thus, many forms of multiple discrimination are becoming more widely recognized (e.g. disability and age, religion and age, race and disability, ethnic origin, religion and sexual orientation). Economic vulnerability and social class also impact upon the multidimensional and complex character of discrimination.
03 November 2011
The global economic and financial crisis, which has predictably turned into a major employment crisis, forms the background to the third Global Report on discrimination. The aim of the Report is to provide a dynamic picture of trends over the last four years and present some findings, conclusions and recommendations for future action by the ILO and its constituents. This Report contains both good and bad news about recent worldwide trends regarding discrimination in employment and occupation. On the positive side, there is more legislation, there are more institutional initiatives, and, in general, a growing awareness of the need to overcome discrimination at work. However, capacity does not keep pace with the political will, and a prolonged economic downturn exposes structural weaknesses and even aggravates structural discrimination. Furthermore, the agenda of discrimination at work is continuously diversifying, and new challenges arise where old ones remain at best only partially answered.
07 October 2011
Le présent document de travail a été conçu dans le cadre de PAMODEC et présente le principe d’élimination de la discrimination en matière d’emploi et de profession au Cameroun. Son objectif est, en premier lieu, d’apporter un nouveau point de vue sur les différents aspects de la discrimination ; l’auteur préconise, en second lieu, un plan d’action pour éradiquer toute forme de discrimination dans l’emploi et la profession.
02 March 2009
La discrimination sur le lieu du travail, quelle que soit sa forme ou manifestation, doit être combattue et éradiquée, car elle demeure un obstacle à la justice sociale. Par la Déclaration de l’OIT relative aux principes et droits fondamentaux au travail en 1998, les Etats membres se sont engagés à oeuvrer, entre autres objectifs, en faveur de l’élimination de la discrimination en matière d’emploi et de profession et tendre vers plus d’égalité au travail. Madagascar a ratifié les conventions N°100 sur l’égalité de rémunération, 1951, qui consacre le principe de l’égalité de rémunération et de prestations entre les femmes et les hommes pour un travail de valeur égale et N° 111 concernant la discrimination dans l’emploi et la profession, 1958. La présente étude a pour objet de contribuer à générer une meilleure prise sur la réalité de la discrimination et de l’inégalité dans le monde du travail à Madagascar et asseoir une plus grande efficacité des actions.
10 January 2009
This Guide, to be used when mplementing the principle of equal remuneration for work of equal value, free from discrimination based on sex, as enshrined in the ILO Equal Remuneration Convention, 1951 (No. 100), is in keeping with the Follow-up to the ILO Declaration on Fundamental Principles and Rights at Work and, in particular, with the 2003 and 2007 Global Reports devoted to equality at work. It is meant as a tool to be used to promote this principle in many different workplace environments. To date, the ILO Convention No. 100, adopted in 1951, has been ratified by 167 countries. However, despite this broad consensus regarding the principle enshrined in it, the pay gap between women and men remains a persistent and universal fact of the labour market. Recent statistical surveys have revealed that this gap exists in countries with very diverse economic structures and that, although the gap is decreasing in most of these countries, this progress is being achieved very slowly. The gap persists despite the significant gains women have made in terms of education and work experience.
07 October 2008