Publications on Equality and discrimination
February 2020
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Report
Implementing the ILO Indigenous and Tribal Peoples Convention No. 169: Towards an inclusive, sustainable and just future
03 February 2020
This report examines the implementation of the Convention No. 169 and the current social and economic situation of indigenous people across the world.
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
December 2015
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Publication
Indigenous Peoples in the World of Work in Asia and the Pacific: A Status Report
01 December 2015
Concerns for indigenous peoples’ rights and well-being are an integral part of the 2030 Agenda for Sustainable Development, which seeks to tackle poverty and inequality by empowering groups experiencing socioeconomic vulnerability. This report compiles, systematizes and analyses information on indigenous peoples in the world of work in 14 countries in Asia and the Pacific.
December 2014
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Publication
Creating a conducive environment for the effective recognition and implementation of fundamental principles and rights at work in Egypt (Final Evaluation Summary)
18 December 2014
Project: EGY/11/03/USA Evaluation Consultant: Nahla Hassan
June 2014
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Publication
Reaffirming and promoting rights during transition: development results 2012-2013
30 June 2014
By looking at a narrow set of indicators, such as the rate of privatization, trade openness, debt, inflation and foreign direct investment, most analysts had concluded that Arab countries were on the right track economically in the lead up to the Arab uprisings.
October 2012
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Publication
Gender Equality and Decent Work: Selected ILO Conventions and Recommendations that promote gender equality as of 2012
17 October 2012
This guide provides the text of some of the key Conventions for promoting gender equality in the world of work
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Publication
Pioneering Partnership Responds to HIV/AIDS in the World of Work
11 October 2012
This article deals with the joint action of the ILO, Sierra Rutile and NAS to evaluate Sierra Rutile’s HIV/AIDS programme.
June 2012
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Domestic workers
Decent work for domestic workers in Asia and the Pacific: Manual for trainers
27 June 2012
Invisible and undervalued no more! Domestic work is now recognized as a true occupation and domestic workers have the right to decent work, respect and dignity just like all other workers. These principles are now enshrined in international labour standards aimed at improving the working and living conditions of the millions of workers - many of them women and girls, and often migrants - caring for the families and households of others.
May 2012
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International Labour Review, Vol. 151 (2012), No. 1–2
Mapping anti-discrimination law onto inequality at work: Expanding the meaning of equality in international labour law
08 May 2012
This article explores the evolving relationship between the concept of discrimination in international labour law and the socio-economic phenomenon of inequality at work. While non-discrimination was initially understood as a fairly limited legal principle mandating equal treatment for similarly situated individuals, it subsequently expanded to address indirect discrimination resulting from apparently neutral rules, standards and practices at work. It has expanded further to take on group-based patterns of inequality at work related to the structural constraints of the market, the family and community life, ultimately resulting in convergence between anti-discrimination law and legal initiatives to reduce class-based socioeconomic inequality and poverty.