Gender, Equality and Diversity Branch (GED)

The Gender, Equality and Diversity Branch (GED), part of the Conditions of Work and Equality Department of the International Labour Office, 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 including with respect to promoting more inclusive workplaces, and ensuring that policies, programmes and institutions are gender-responsive.

GED coordinates the ILO Action Plan for Gender Equality, which is the results-based tool for operationalizing the 1999 policy on gender equality and mainstreaming in the International Labour Office.

The Branch oversees the ILO global Gender Network comprised of headquarters-based Gender Coordinators and field-based Senior Gender Specialists, along with gender focal points in all units and offices.

GED participates in United Nations inter-agency initiatives that promote gender equality and women’s empowerment, as well as decent work for persons with disabilities, and the rights of indigenous and tribal peoples. The Branch also liaises with civil society groups and academic institutions.


  1. Status Report

    Indigenous Peoples in the World of Work in Asia and the Pacific

  2. Event

    International Day of Persons with Disabilities 2015: A Day for All

  3. Decision from the ILO GB 325th Session

    Violence against women and men in the world of work

    ILO Governing Body agrees to placing a standard setting item on the agenda for the 2018 International Labour Conference on 'Violence against women and men in the world of work' and asks the ILO to convene a Tripartite Meeting of Experts to discuss the subject in 2016.

  4. Working Paper

    Domestic work, wages, and gender equality: Lessons from developing countries

    Working Paper No. 5/2015

  5. Working Paper

    Cash transfer programmes, poverty reduction and empowerment of women in South Africa

    Working Paper No. 4 / 2015

  6. Issue Brief

    Maternity, paternity at work - Baby steps towards achieving big results

  7. Issue Brief

    Work and family - Creating a family-friendly workplace

  8. Issue Brief

    Pay Equity - A key driver of gender equality

  9. Issue Brief

    Women on Boards-Building the female talent pipeline

  10. International Day of the World's Indigenous Peoples

    Indigenous Peoples in the World of Work in Asia

  11. Briefing Note

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

  12. 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

  13. Working Paper

    The motherhood pay gap: A review of the issues, theory and international evidence

    Working Paper No. 1 / 2015

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