As one employer to another ... What's all this about Equality? Bureau for Employers´ Activities. ILO Geneva, February 1996

FOREWORD

What is all the talk about equality? And why should we, as employers, be concerned? Of course we already know what equality, that is, equality between men and women, means to our businesses. Or do we? These are but a few of several questions we may have and which we may need to explore further.

Major changes are occurring in the world of work as we recognize the capabilities and potential contributions of all groups of society. Equality initiatives will be increasingly prevalent in our thinking since gender issues are becoming more focused and as we acknowledge the reliable contributions of our human resources, irrespective of whether they are male or female, for economic and social development. The guidelines were written in order to enable employers to gain a clear understanding about equality between men and women at work, what it is and what it is not, and to strengthen and contribute to equitable employment by:

• recognizing the problems and the complexity of change which confront employers in the process of implementing gender equality;
• informing staff and members of employers. organizations of the benefits of gender equality
  as we examine our own attitudes and practices in the workplace;
• helping to alleviate unemployment and poverty by expanding opportunities for competitive and productive positions;
• promoting gender sensitivity and integration by encouraging the design and implementation of relevant guidelines, policies, and programmes.

These guidelines do not seek to provide final solutions to problems requiring more profound examination. They do address issues such as the importance of valuing the contribution made by any specific individual, and the irrelevance of sex when set against competence. They consider the concepts and the problems of quotas and targets and the need to make only those changes which are beneficial to all. They promote better communication, without the confusion of dogma and jargon. Gender equality leads towards greater efficiency, not away from it, and is an objective all employers can share.

The ILO Bureau for Employers. Activities (ILO ACT/EMP) endorses these guidelines for use as reference and training material in .rewriting the rules. for equality in our own work environments. Thanks go to the collaborative efforts of the employer consultant, to the gender focal points and staff in ACT/EMP, EGALITE, and ETUDES, to FEMMES, and to the Media Design and Production section of the International Training Centre of the ILO for the drafting, editing, layout, and printing of text and graphic material to present a most informative and entertaining finished product. Finally, thanks in advance to all those who will further collaborate by exploring the material and taking the appropriate action to foster equitable promotion of human resources and private sector development.

CONTENTS

Part 1. INTRODUCTION
Employers: the villains of the piece?

Part 2. EQUALITY ISSUES
What is meant by .Equality at work.?
Why should employers take action about equality?

Because it is the law?
Because of social and employee pressure?
Because equality is good for business?

Part 3. INTRODUCING AN EQUAL OPPORTUNITY POLICY
Senior management responsibility
Legislation
Communication
Procedure

Policy introduction
Planning for change
Consultation
Training
Assessment and maintenance
External publicity

Part 4. SPECIFIC ISSUES AND PROBLEMS
Quotas and targets
Job specifications
"Fitting in"
Segregation
Positive action
New employees
Availability for work
Pregnancy and maternity
Special leave for men
Sexual harassment

Part 5. CONCLUSIONS
APPENDICES
APPENDIX 1: Definitions
APPENDIX 2: Developing a company equal opportunity policy
APPENDIX 3: How did we get here anyway?
The problem of "jargon"
Diversity and overlap

Complete pdf document: http://www.ilo.org/public/english/dialogue/actemp/papers/1998/equal.htm

 

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