- Eustaquio Santimano
- Hashoo Foundation USA - Houston, TX
- Gaganjit Singh / UN Women
- Jobson / UNICEF
- Thierry Falise / ILO
- M. Rakusen / AFP
The ILO Policy on Gender Equality and Mainstreaming supports a two-pronged approach of gender mainstreaming: analysing and addressing in all ILO initiatives the specific needs of both women and men, and targeted interventions to enable women and men to participate in, and benefit equally from, development efforts.
News and articles
ILO Research Department Seminar
The 2019 Edition of the ITC Turin Gender Academy includes a panel presentation and an orientation session on cooperatives
19 November 2019
18 November 2019
Time to Act for SDG 8 : Integrating Decent Work, Sustained Growth and Environmental Integrity [Summary]
31 October 2019
Employment Situation in Latin America and the Caribbean (Number 21): Evolution of and prospects for women's labour participation in Latin America
28 October 2019
26 September 2019
Beyond mainstreaming gender into all its development cooperation projects, the ILO coordinates a portfolio of specific projects.
Despite significant progress over the past century, women are still a long way from achieving gender equality in the workplace. In many parts of the world, women are still trapped in low-skilled work and work longer unpaid hours. Explore the chart to learn how working women are faring around the world.
Women at work: 20 years of progress and challenges
More young women and men aged 15 to 24 are out of work today than 20 years ago. The number of young women working is much lower than young men – less than 40 per cent are in the labour force.
Today, fewer women are in vulnerable employment than 20 years ago, and their risk of having such work has declined more than it has for men.
There are now more women in government than before; however, in 2015 only one out of twelve heads of government are women worldwide.
German Foreign Minister Guido Westerwelle listens to his Pakistani counterpart Hina Rabbani Khar (2011)
In 2015 women head up only 5 per cent of the Fortune 500, up from zero in 1995. Women have a better chance of becoming managers, but mostly in certain areas – human resources, communications, finance and administration.
Virginia M. Rometty, Chairwoman, President, and CEO, IBM
More than half of all countries worldwide today offer 14 weeks or more of maternity leave, but only 41 per cent of all women benefit. Fathers now enjoy paid paternity leave (between one to 90 days) in at least 78 countries.
The gender pay gap is closing, but at a glacial rate. Women still earn on average 23 per cent less than men. At the current rate of change, that gap won’t close for another 70 years.
Mothers not only bear the main responsibility for childcare, but earn less as a result.
While men are beginning to spend more time on providing care, women still shoulder the lion’s share of unpaid care work at home. The more time spent on unpaid care work, the less likely a woman will have a decent job.
Women with disabilities are at greater risk of poverty and unemployment than disabled men. In most countries, men with disabilities are twice as likely to have work and earn more than women with disabilities.
In Asia, more women are moving away from employment in the agriculture sector to work in the industry and the services sector.
Sub-Saharan Africa has the highest labour force participation rate for women (65 per cent versus a global figure of 50 per cent).
There are now 17 million more women working in the Arab States than in 1995 and there are more women employed in high-skilled jobs, which are generally better paid. Over the last 20 years, the number of women working in the Middle East almost tripled (from around 6 million to 15 million). However, there are wide gender gaps in participation, as more than three times as many men are working than women in the region.
Today, most women in Latin America work in the services sector.
There are more women working in Developed Countries and the European Union today than before.