Download ABC of Women Workers Rights’ and Gender Equality by ILO International Labour Office PDF

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By ILO International Labour Office

On the way to advertise equality among men and women on the earth of labor, foreign hard work criteria and nationwide laws were followed on a variety of similar concerns. in spite of the fact that, staff are usually blind to their rights derived from those criteria —a indisputable fact that has been more and more pointed out as an incredible concern to their potent use. This revised and improved variation specializes in states' or employers' duties and staff' rights, when it comes to gender equality on the planet of labor. The publication contains very important info proper to girls staff on themes together with sexual harassment, ladies in improvement, and the glass ceiling. different significant advancements for either male and female employees are incorporated below gender mainstreaming and different gender matters, primary ideas and rights at paintings, globalization, export processing zones, part-time paintings, and staff with relations duties. With an easy-to-follow layout, this advisor is a vital software for elevating wisdom and criminal literacy on serious paintings and gender equality concerns.

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Some South Asian countries, notably Pakistan, are becoming increasingly committed to tackling bonded labour both in farms and industries. C. 11: Right of Association (Agriculture), 1921 C. 129: Labour Inspection (Agriculture), 1969 C. 141 and R. 149: Rural Workers’ Organisations, 1975 C. 184 and R. 192: Safety and Health in Agriculture, 2001 ➜ 20 See also Child labour; Forced labour; Freedom of association and the right to organize; Occupational safety and health; Plantation workers A Atypical work The category atypical work (also known as non-standard work) covers a large and growing variety of forms of work and employment characterized by flexibility (see Flexibility of labour, p.

Convention No. 183 is a recent example (see Article 2 of the Convention) Whereas men are over-represented in “typical” or “standard” employment relationships, women have always been over-represented in atypical forms of work, especially as part-time or casual workers. Women’s massive incorporation into atypical work in the globalized economy has both positive and negative aspects. On the one hand, it has improved the social and economic status of a great many women through waged employment and has made it easier for them to combine work outside the home with housework and family responsibilities.

191: Maternity Protection, 2000 ➜ See Family responsibilities, workers with; Paid educational leave; Vocational guidance; Vocational training; Work–family balance; Work–life balance 29 ABC of women workers’ rights and gender equality Career opportunities All employees, irrespective of their sex, should be informed equally about promotion, mobility and training opportunities and equally encouraged to pursue suitable opportunities. It should specifically be ensured that: • all employees are informed of forthcoming vacant positions in a systematic and equitable manner; • application requirements and procedures for mobility, promotions and training programmes are clearly defined and followed, and information on them is made available to all employees; • restrictions deriving from agreements or arrangements of custom and practice are removed when they operate to exclude workers of one sex from promotion, transfer and training opportunities, or affect them disproportionately; • a career progression plan is introduced whereby all job promotion opportunities are made known to encourage the participation of all employees, particularly those who have traditionally been excluded from career progression; • training and mobility opportunities are available to all employees to avoid occupational segregation in the workplace; • training programmes are developed and regularly reviewed to assist all employees, in particular women, in overcoming obstacles to their development in employment, specifically in adjusting to structural change and technological innovation, with a view to increasing management and other skills; • efforts are made to reduce inequalities in participation in training.

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