3. Main International Labour Standards on Equality and Discrimination Other relevant ILS: C1981 (No.156) on Workers with Family Responsibilities C 2000 (No.183) on Maternity Protection C 1999 (No. 175) on Part-Time Work C 1996 (No. 177) on Home Work Convention 1951 (No. 100) Equal remuneration 168 countries Convention 1958 (No. 111) Discrimination 169 countries
9. Sexual harassment Harassment: where an unwanted conduct related to the sex of a person occurs with the purpose or effect of violating the dignity of a person, and of creating an intimidating, hostile, degrading, humiliating or offensive environment. Sexual Harassment: any form of unwanted verbal, non-verbal or physical conduct of a sexual nature, with the purpose or effect of violating the dignity of a person, in particular when creating an intimidating, degrading or offensive environment. What is punished by LI is not the harassment situation in the workplace but the company tolerance with these behaviours.
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13. Stereotypes and gender-based division of labour Sex discrimination originates from values, beliefs and stereotypes entrenched in people’s minds and behaviours as to what male and female roles are Sex discrimination occurs when these stereotypes prevail over the law The right not to be discriminated against consists on the right to be treated according to one’s own merits and capabilities and not to suffer prejudice on the grounds of characteristics that social stereotyping imposes on a giving sex
20. Enterprise analysis: step 4 Subject Procedures, criteria or practices Access to employment Recruitment, contracting, interviews Job categories Formal or informal systems for assessing jobs and determining the salary for each post Pay Wage, fringe benefits, subsidies, rewards, non statutory pay Career Promotion procedures, access to life-long training Incidence of temporary contracts Recruitment practices, incidence of part/time work, types of contracts
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23. Enterprise analysis: step 5 Discrimination test The principle of equality does not forbid all inequality of treatment but only those that are injustified because not based on reasonable objective criteria. The inspector must assess if a given practice, criteria or action is justified or discriminatory, through the discrimination test , by judging on its suitability , necessity and proportionality .
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25. Enterprise analysys Professional categories Comparing the number of W and M in each job and professional category according to the job requisites demanded and considering if the requisites are masculinised or feminised according to stereotypes, values, etc. Requisites shouldn’ t be masculinised or feminised: example, strenght CONV. 100: equal remuneration for work of equal value Category Men Women Requisites Salary A % % B % %
26. Enterprise analysys Job promotion Are vacancies made known to all male and female workers? The assessment criteria are known by all employees? The results are published once the promotion process has ended? Transparency Vertical segregation? Category Men Women Total A % % % B % % %
27. Enterprise analysys Employment relationship (temporary contracts) According to category and job Breakdown by type of contracts Category Job Women % Men % Total A A1 A2 B B1 B2 Job Women % Men % Total Full-time temporary Part-time temporary Full-time permanent Full-time temporary
28. Enterprise analysys Conciliation of personal, familiy and professional life Situation Women % Men % Total Parental leave Adoption Flexible working times Leave for family reasons
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