Publications on Equality and discrimination
August 2020
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ILO Working paper 7
What drives CSR? An empirical analysis on the labour dimensions of CSR
05 August 2020
Relying on the data provided by an ESG rating agency, this paper aims at bringing more understanding on the diversity of firms’ behaviours in terms of labour related CSR and filling a gap on the potential role of labour market institutions, including workers’ collective rights, to contribute to an effective CSR policy.
December 2019
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Issue Brief no. 5 - Labour Relations and Collective Bargaining
Negotiating for decent working time - a review of practice
10 December 2019
This Issue Brief gives an overview of the regulation of working time through collective agreements in different regions of the world and outlines innovative solutions by the bargaining partners. It presents practices from various countries, which can advance a human-centered approach to the regulation of working time through collective bargaining.
February 2019
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Publication
Rules of the Game: An introduction to the standards-related work of the International Labour Organization (Centenary edition 2019)
20 February 2019
A brief presentation of the ILO’s standards policy with a view to facilitating understanding and ownership by the ILO’s traditional constituents, as well as the United Nations system, non-specialists and the broader public.
March 2018
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Factsheet no. 5 - Labour Relations and Collective Bargaining
Grievance handling
19 March 2018
Workers have rights and entitlements that are established in laws, employment contracts, collective agreements and workplace rules, as well as in custom and practice (the way things are normally done – and have been done for a long time – in a particular workplace, industry or occupation). We say that workers have a grievance when they believe that some aspect of these is not being respected by their employer. Grievances are usually described as ‘individual’ when only one worker is involved and ‘collective’ when a group of workers all believe they are suffering from the same breach of the rules. Grievances relate to addressing infringements of existing rights and entitlements, from bullying or harassment, to underpayment of wages, refusal to grant rest periods, weekly rest days or public holidays, discrimination or underpayment of bonuses or other entitlements.
October 2017
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Good Practice
Outcome 10: Thematic funding for 2014-15 (Norway-ILO Partnership Programme 2012-15) - Final evaluation
24 October 2017
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Good Practice
Tripartite action to protect migrants from labour exploitation (ASEAN TRIANGLE) - Final evaluation
24 October 2017
March 2016
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Publication
Illustrated guidelines for gender-responsive employment intensive investment programmes
15 March 2016
This guide is the outcome of a study carried out on gender and public works, and has been developed using evidence from 43 EIIPs implemented in 27 countries in Africa, Asia, the Caribbean and Latin America between 1995 and 2013.
February 2015
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Report III (Part 1B)
Giving a voice to rural workers
05 February 2015
October 2013
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Guidelines
Equal Pay - An introductory guide
04 October 2013
Ensuring that the work done by women and men is valued fairly and ending pay discrimination is essential to achieving gender equality. However, pay inequality continues to persist and gender pay gaps in some instances have stagnated or even increased.
August 2013
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Technical brief
Gender equality in tripartite social dialogue in Europe and Central Asia
14 August 2013
This technical brief presents unique data on the participation of men and women in tripartite social dialogue in 50 countries in Europe and Central Asia (ECA region). Despite tangible progress, women remain under-represented in national social dialogue institutions in the ECA region (18 per cent of participants). The target set by the United Nations of at least 30 per cent of women at decision-making level is achieved only in 15 per cent of social dialogue bodies. In 18 per cent of countries women are not represented at all. The best results are in Western Europe (17 per cent), followed by Eastern Europe and Central Asia (14 per cent), and Central and South Eastern Europe (8 per cent). More encouraging figures come from the analysis of the gender composition of tripartite delegations in the International Labour Conference. In 2012, the best result among regions was that of the European delegations (36 per cent), while the whole Conference registered 27 per cent women participants. The European Regional Conference in Oslo in 2013 gathered delegates from 42 countries out of whom 41 per cent were women. The brief concludes with some policy advice for further promoting gender equality in social dialogue institutions at national, regional and international level.