Elimination of discrimination in respect of employment and occupation


  1. Towards gender equality and women’s empowerment in the occupied Palestinian territory Project

    01 January 2015

    The ILO aims to improve access to equal employment opportunities for women in the occupied Palestinian territory through decent jobs, market-driven skills, stronger cooperatives, improvement of working conditions as well as legal, economic and social empowerment.

  2. Gender identity and sexual orientation: Promoting rights, diversity and equality in the world of work (PRIDE) Project

    01 January 2015

  3. Re-valuing Women's Employment: Implementing Equal Pay for Work of Equal Value in Jordan Project

    01 January 2015


  1. Promoting pay equity in Jordan

    07 October 2011

    In Jordan, statistics show that the average monthly wage for women is 314 Jordan dinars (US$443), compared to 364 Jordan dinars (US$514) for men. Also significant is the fact that almost half of employed women in Jordan are professionals who earn 33 per cent less than their male counterparts. Since March 2010, the ILO has been working in Jordan in close collaboration with the Ministry of Labour (MoL) and the Jordanian National Commission for Women (JNCW) to build a knowledge base on pay discrimination that enables decision makers to formulate evidence-based policies to promote pay equity. The ultimate goal of this project is to contribute to the the country’s development goal of increasing women’s participation in the labour market. The creation and launch of a tripartite plus National Steering Committee for Pay Equity (NSCPE) in July 2011 has been one of the most important achievements of the project. NSCPE’s mandate is to promote cooperation among its members in implementing a National Action Plan on Pay Equity and to coordinate activities aimed at achieving equal pay for work of equal value. The NSCPE is fully operational and has created two subcommittees: a legal subcommittee, which focuses on enhancing policies and legislation for equal pay and making recommendations regarding legislative amendments; and a research subcommittee, which focuses on conducting in-depth research on pay-based discrimination in the private education sector to inform policy and programmes. In the framework of this project, the ILO has provided technical support for pro-pay equity provisions in the National Employment Strategy and the National Women’s strategy for 2011 – 2015. It has also provided training to members of the NSCPE to improve their understanding of the principle of equal pay for work of equal value and gender-neutral job evaluations methods.

  2. Promoting gender equality and non-discrimination in Azerbaijan

    07 October 2011

    During 2011, the ILO undertook work in Azerbaijan as a follow up to two in-depth ILO studies on discrimination and gender which were commissioned in 2009-2010. The findings of these two studies confirmed the need for continued legislative reform, especially to prevent discrimination based on sex in Azerbaijan. The studies pointed to a need for awareness on the part of workers and employers on relevant legal norms. In May 2011, constituents validated these studies and agreed on the way forward to implement the recommendations emanating from them that will ultimately lead to establish new or modify laws, policies, action plans and/or programmes to be adopted and brought into line with international standards on non-discrimination, as well as implement an awareness raising strategy on non-discrimination. Two crucial activities have been undertaken to date: 1) an in-depth review of the labour code, and 2) translation into Azeri of the equal pay guide on gender neutral job evaluations.

  3. Promoting equality at work in China

    07 October 2011

    The main objective of the project is to improve the legal and policy framework on non-discrimination and equality in employment. For this purpose, the project seeks to increase awareness and enforcement of labour standards on non-discrimination and equality in employment through the development of a compendium of court and labour arbitration cases on non-discrimination and a field study “Discrimination in Employment in China” undertook in 5 different Chinese provinces. The project has also organized awareness raising workshops for constituents and judges on the principles enshrined in ILO Conventions Nos. 100 and 111. The ultimate goal of the project is that constituents agree on and adopt an action plan on non-discrimination

  4. Promoting equality in employment for the Dalit Community in India

    07 October 2011

    With a view to strengthening follow-up to the comments of the ILO supervisory bodies, US$200,000 has been allocated from the Special Programme Account by the Governing Body for NORMES and DECLARATION to work together in 2011 to strengthen national capacities to apply international labour standards on non-discrimination in employment and occupation and on freedom of association and collective bargaining. Within this framework, $100,000 has been allocated for work in India.

  5. Promoting equal employment opportunities at the workplace in Morocco

    07 October 2011

    Through the Middle East Partnership Initiative, this pilot program was aimed at promoting employment equality at the workplace in Morocco based on a bottom-up approach.

  6. Decent Employment for Women - India (DEW)

    07 October 2011

    With the main objective of improving the employability of poor women in the informal sector in India, the ILO implemented the pilot project “Decent Employment for Women in India Project (DEW)” from 2001 to 2005. This project was funded by the U.S. Department of Labor (USDOL). The main target group of this project was poor and often illiterate or semi-illiterate women living in slum areas in the metropolitan areas of Delhi and Bangalore.

  7. Women's Empowerment through Employment and Health (WEEH)- Bangladesh

    07 October 2011

    From 2001 to 2005, the ILO with financial support of the United States Department of Labor (USDOL) implemented the Project “Women’s Empowerment through Employment and Health (WEEH)”. The project comprised two sub-projects; 1) Women’s Empowerment through Decent Employment (WEDE), and 2) Micro-Health Insurance for Poor Rural Women in Bangladesh (MHIB). The WEDE sub-project included two components: Gender and Employment (G&E), and Private Sector Initiative (PSI). The G&E component promoted skills development and awareness raising, and provided training for micro and small women entrepreneurs. The PSI component promoted decent work in the formal sector, i.e., tea plantation in particular, through training and awareness on gender and women’s rights at work, and supported local dialogue between employers and employees. The MHIB sub-project also included two components: Micro-Health Insurance Schemes (MHIS), and Knowledge Development and Advocacy (KDA). The MHIS component provided affordable and quality primary health care services to targeted poor rural women and their families through micro-health insurance schemes. The KDA component increased support for MHI policy makers and partner organizations, and promoted the application of MHI best practices and lessons learned.

  8. Improvement of Labour Relations and the Promotion of Women's Economic Equality in Colombia, 2001-2005

    07 October 2011

    Funded by the U.S. Department of Labor (USDOL), the project “Improvement of Labor Relations and the Promotion of Women's Economic Equality in Colombia” was implemented by the ILO, from November 2001 to September 2005. The project had two components: 1) labor relations and 2) women's economic equality. Labour relations component: The activities undertaken under this component were oriented to the promotion of fundamental principles and rights at work through national and regional fora and training activities. Women's Economic Equality component: Under this component, the project developed a microenterprise/gender training methodology in collaboration with its social partners. The project organized five regional methodology transfer seminars where 133 professionals representing 15 public and private institutions received microenterprise/gender training. Moreover, the Presidential Council on Women's Equity initiated a program using the microenterprise/gender methodology in ten universities, where business and economics students would conduct microenterprise/gender training for women in low-income communities, as part of their curriculum. The major impact of training was the empowerment of female entrepreneurs at the personal as well as the household level. Women's groups learned how to prepare project proposals, including business plans. As a result of this training, some women received funding from the government for the proposals they developed.

  9. Convention de Partenariat entre l’Organisation Internationale du Travail (OIT) et la haute autorité de lutte contre les discriminations et pour l’égalité (HALDE) 2008

    07 October 2011

    En 2008, l’OIT et la HALDE ont signé une convention de partenariat dont l’objectif a été de développer, dans la limite des ressources disponibles, des initiatives de recherche, d’études et d’échanges afin d’observer, évaluer et comparer les pratiques des entreprises françaises à l’égard de la non-discrimination et la promotion de l’égalité.

  10. Programme d'appui à la mise en oeuvre de la Déclaration de 1998 (PAMODEC)

    07 October 2011

    Financé par le gouvernement français, le Programme d’appui à la mise en œuvre de la Déclaration de 1998 (PAMODEC) a été lancé en 2000, il se trouve maintenant à sa troisième phase d’exécution qui a commencé au début de 2012. PAMODEC III couvre 17 pays situés en Afrique Centrale, en Afrique de l’Ouest et à Madagascar : Bénin, Burkina Faso, Cameroun, République Centrafricaine, Congo, Côte d’Ivoire, Gabon, Guinée Bissau, Guinée Conakry, Guinée Equatoriale, Madagascar, Mali, Mauritanie, Niger, Sénégal, Tchad et Togo ; ainsi que 6 pays de l’Union pour la Méditerranée : Maroc, Tunisie, Algérie, Liban, Syrie et Jordanie.


  1. Combating inequalities and discrimination in the world of work

    14 November 2008

    “Combating Inequalities and Discrimination in the World of Work” was financed by the Government of Norway and implemented from 2006 to 2009. The programme had two main objectives: 1) to promote equal opportunities at the workplace and within trade unions and employers’ organization, with an emphasis on racial/ethnic discrimination, including against migrant workers, and 2) to reduce the earnings gap between men and women and racial/ethnic groups.