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While all staff in the ILO are responsible for promoting gender equality in their work, the Bureau for Gender Equality supports and advises constituents and Office staff at headquarters and in the field on matters concerned with promoting and advocating for gender equality in the world of work. It also manages an extensive knowledge base on gender issues, conducts ILO Participatory Gender Audits, and has a Gender Helpdesk which responds to queries to help to strengthen the capacity of staff and constituents to address questions of equality in their work.

The Bureau for Gender Equality coordinates the global ILO Gender Network, which brings together gender specialists and gender focal points at headquarters and in the field offices.

Highlights

  1. Briefing Note

    Discrimination at work on the basis of
    sexual orientation and gender identity:
    Results of the ILO’s PRIDE Project

  2. Working paper

    PRIDE at Work - A study on discrimination at work on the basis of sexual orientation and gender identity in Thailand

    14 May 2015

    Working Paper No. 3 / 2015

  3. Comment by Martin Oelz, ILO Legal Specialist

    World Conference on Indigenous Peoples - When indigenous and world leaders meet, what does it mean for the ILO?

    17 September 2014

    In a few days the World Conference on Indigenous Peoples will open at the United Nations General Assembly in New York – the first time several Heads of Governments and States will meet indigenous peoples’ representatives from all over world in the same venue.

  4. Publication

    Maternity and paternity at work: Law and practice across the world

    14 May 2014

    The study reviews national law and practice on both maternity and paternity at work in 185 countries and territories including leave, benefits, employment protection, health protection, breastfeeding arrangements at work and childcare.

  5. Publication

    Equal Pay - An introductory guide

    4 Octobre 2013

    Ensuring that the work done by women and men is valued fairly and ending pay discrimination is essential to achieving gender equality. However, pay inequality continues to persist and gender pay gaps in some instances have stagnated or even increased.

Key resources

  1. ILO Action Plan for Gender Equality 2010-15 - Phase III: Aligned with Programme and Budget 2014-15

    Following submission to the Governing Body in March 2012, the ILO Action Plan for 2010-15: Phase III is aligned with the Programme and Budget 2014-15. Phase III reproduces the gender-related strategies and indicators of outcomes in the P&B 2014-15 and links them to the corresponding conclusions contained in the 2009 ILC Resolution on Gender Equality.

  2. ILO Action Plan for Gender Equality : Phase II (2012-13)

    This Action Plan reproduces the gender-related strategies and indicators of outcomes in the P&B 2012-13 and links them to the corresponding conclusions contained in the 2009 ILC Resolution concerning gender equality at the heart of decent work.

  3. ILO Participatory Gender Audits

    ILO uses participatory gender audits to promote individual and organizational learning on ways to mainstream gender in order to help achieve equality between women and men.

  4. ILO Gender Network Handbook

    This handbook is targeted to ILO Gender network members as well as all ILO staff and representatives of constituents – governments, and employers’ and workers’ organizations – as a support to effectively mainstream gender in all their work.

  5. Reports and conclusions of the ILC 2009 Committee on Gender Equality