Elimination of discrimination in respect of employment and occupation

Namibia - Country baselines under the ILO Declaration Annual Review (2000-2008): Elimination of discrimination in respect of employment and occupation (DISC)

15 February 2008

Malaysia - Country baselines under the ILO Declaration Annual Review (2000-2008): Elimination of discrimination in respect of employment and occupation (DISC)

15 February 2008

Myanmar - Country baselines under the ILO Declaration Annual Review (2000-2008): Elimination of discrimination in respect of employment and occupation (DISC)

15 February 2008

Liberia - Country baselines under the ILO Declaration Annual Review (2000-2008): Elimination of discrimination in respect of employment and occupation (DISC)

15 February 2008

Lao people's democratic Republic - Country baselines under the ILO Declaration Annual Review (2000-2008): Elimination of discrimination in respect of employment and occupation (DISC)

15 February 2008

Kuwait - Country baselines under the ILO Declaration Annual Review (2000-2008): Elimination of discrimination in respect of employment and occupation (DISC)

15 February 2008

Kiribati - Country baselines under the ILO Declaration Annual Review (2000-2008): Elimination of discrimination in respect of employment and occupation (DISC)

15 February 2008

Japan - Country baselines under the ILO Declaration Annual Review (2000-2008): Elimination of discrimination in respect of employment and occupation (DISC)

15 February 2008

Brunei Darussalam - Country baselines under the ILO Declaration Annual Review (2000-2008): Elimination of discrimination in respect of employment and occupation (DISC)

15 February 2008

Bahrain - Country baselines under the ILO Declaration Annual Review (2000-2008): Elimination of discrimination in respect of employment and occupation (DISC)

15 February 2008

Equality at work : tackling the challenges. Global report under the follow-up to the ILO Declaration on fundamental principles and rights at work. Report of the Director-General, 2007

10 May 2007

Provides a global picture of job-related discrimination, citing both progress and failures in the struggle to fight discrimination ranging from traditional forms such as sex, race or religion, to newer forms based on age, sexual orientation, HIV/AIDS status and disability.

A Comparative Analysis of Promoting Pay Equity: Models and Impacts

01 October 2006

The variety of causes leading to gender inequalities in pay makes it apparent that no single policy measure is sufficient to reduce them. A set of interventions that simultaneously address each cause of the gender pay gap is necessary. Job evaluation methods help tackle discrimination in remuneration by comparing and establishing, on the basis of objective criteria, the relative value of two different jobs. Job evaluation helps to determine when two jobs that differ in content are of “equal value” and, thus, entitled to equal remuneration.

Pay equity, minimum wage and equality at work

01 November 2003

Professor Jill Rubery was commissioned by the ILO to write this Working Paper, as an input for the preparation of the 2003 Global Report on the elimination of discrimination in the world of work2. The establishment of a floor to the wage structure is of paramount importance to groups of workers discriminated on grounds such as sex, ethnicity, national origin, age and disability, as these groups are disproportionately represented at the bottom of the occupational hierarchy. By identifying the role that minimum wages can play in reducing gender discrimination in pay, Jill Rubery’s paper contributes to our understanding of the forms of labour market processes compatible with the promotion of non-discrimination, equality and decent work.

Gender-based occupational segregation in the 1990's

01 September 2003

The importance of occupational sex segregation as a form of discrimination is recognised in ILO Convention on Discrimination (Employment and Occupation), 1958 (No. 111). It is one of the most insidious aspects of gender inequality in the labour market, since it is generally accompanied by lower pay and worse working conditions in female occupations. It is also one of the most enduring aspects of labour markets around the world.

Equal Opportunities Practices and Enterprise Performance: An Investigation based on Australian and British Data

01 September 2003

Professor Virginie Pérotin2, Dr. Andrew Robinson and Dr. Joanne Loundes were commissioned by the ILO to write this Working Paper, as an input for the preparation of the ILO Director-General’s Global Report to the 2003 session of the International Labour Conference3. The paper examines the incidence of policies and practices for combatting discrimination and promoting equal opportunities among enterprises in Britain and Australia, and investigates the factors that lead enterprises to adopt such practices and their effect on productivity. The paper focuses on small and medium-sized enterprises (SMEs) and compares their case with that of larger firms at each stage of the analysis.

Time for equality at work. Global report under the follow-up to the ILO Declaration on Fundamental Principles and Rights at Work. Report of the Director-General, 2003

03 April 2003

The ILO’s most comprehensive study to date on discrimination, this timely report argues that the benefits of eliminating discrimination in the workplace transcend the individual and extend to the economy and to society as a whole. While the most blatant forms of discrimination at work have faded, the report reveals that many remain a persistent and daily part of the workplace or are taking on new, more subtle forms that are cause for growing concern