Gender, Equality and Diversity Branch (GED)

The Gender, Equality and Diversity Branch (GED), part of the Conditions of Work and Equality Department, is responsible for promoting equality and respect for diversity in the world of work. GED expertise focuses on issues related to equal opportunities and treatment for all women and men in the world of work, and eliminating discrimination based on gender, race, ethnicity, indigenous identity and disability. The Branch provides policy advice, tools, guidance and technical assistance to constituents on issues such as promoting more inclusive workplaces and ensuring that policies, programmes and institutions are gender-responsive.

The Branch coordinates the global ILO Gender Network, the ILO Action Plan for Gender Equality, and the Disability Inclusion Strategy and Action Plan. It also conducts participatory gender audits and training, including at the ILO Gender Academy. GED participates in United Nations inter-agency initiatives on gender equality and women’s empowerment, decent work for persons with disabilities, and on rights of indigenous and tribal peoples.

Key resources

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

    3 The ILO Action Plan for 2010-15: Phase III was submitted to the Governing Body in March 2012 and 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. The Action Plan is to be independently evaluated in 2015.

  2. 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.

  3. 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.

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