International Labour Standards, Rights at Work and Gender Equality

International Labour Standards, Rights at Work and Gender Equality

International Labour Standards, Rights at Work and Gender Equality

Learning and training opportunities that advance decent work for all women and men

This programme provides training to promote international labour standards, including rights at work, to strengthen their application and to advance the achievement of decent work for all women and men.

The programme offers learning and capacity development opportunities to governments, employers’ and workers’ organizations, international and national actors, companies and non-governmental organizations. 

All the regular curricula can be tailor-made and run in country upon request. In addition, the programme designs learning and advisory services tailoring the needs of institutions or specific target groups.

Since 1919, the International Labour Organization has established and promoted a system of international labour standards (ILS) that cover a wide range of subjects in the world of work. ILS, agreed upon by governments, employers, and workers, are a key legal component in the international framework for governing globalization, promoting sustainable development, eradicating poverty and ensuring that everyone can work in conditions of freedom, equity, security and dignity.

ILS for constituents

ILO constituents are key actors in the procedures of standard setting, submission, ratification and supervision in the fields covered by the ILO’s mandate, as well as in the promotion and the application of ILS at the national level. 

ILS for judges, lawyers, and legal educators

International labour standards are not only important tools for the development of national legislation. Together with the work of the ILO’s supervisory bodies, they can also contribute to strengthening domestic case law on labour matters. Read more

ILS for media

International labour standards and the work of the ILO’s supervisory bodies are important resources for accurate and responsible media reporting on social and development issues.

Maritime labour

The Maritime Labour Convention, 2006 includes compliance and enforcement components that protect seafarers’ rights to decent work. It sets minimum requirements for working and living conditions, including recruitment practices, employment conditions, and occupational safety and health.

ILS and non-standard forms of employment

Temporary employment, part-time work and on-call work, agency work and multi-party employment, as well as disguised employment and dependent self-employment are non-standard forms of employment arrangements in today’s world of work. International labour standards help regulate and govern these evolving forms of employment relationships.

ILS implementation and reporting

Member States capacity to address international labour standards application gaps identified by the ILO’s supervisory bodies and to comply with standards-related reporting obligations under the ILO Constitution is strengthened using an integrated approach at national level that targets a range of actors. They include: officials of governmental institutions (Ministries of Labour and other Ministries providing inputs for the reports on international labour standards), representatives of employers’ and workers’ organizations, parliamentarians, judges, lawyers, university law professors, journalists and media professionals.

ILS, social responsibility, and sustainable development

Development agencies and companies must comply with international labour standards and fundamental principles and rights at work. Practical tools, such as face-to-face training courses, online courses, and country profiles, improve knowledge and understanding around international labour standards and development issues.

Advancing human rights at work

The Turin Centre promotes respect for fundamental rights at work through an offering of  courses on freedom of association, the elimination of child and forced labour and non-discrimination.

Child labour, forced labour, human trafficking and discrimination have high costs that can be mitigated through integrated processes and policies. Private enterprises may also require guidance on how to eliminate the negative impacts their operations may have on the fulfilment of fundamental rights at work. 

Freedom of association and the right to collective bargaining

Freedom of association and the right to collective bargaining are fundamental “enabling” rights, which enable workers and employers to establish rules in the field of working conditions, including wages, to pursue more general claims and to reconcile their respective interests with a view to ensuring lasting economic and social development. 

Gender equality promotes equality in the world of work, aims to foster gender-responsible programmes and institutions, and creates the conditions for more inclusive workplaces. Equality-related international labour standards also target specific categories, such as women, indigenous peoples, and workers with disabilities.

Indigenous and tribal peoples

Indigenous and tribal peoples have the right to participate in development processes. This segment of society disproportionately experiences poverty, gender-based discrimination, and human rights abuses, and must be a part of inclusive projects and programmes that support their communities.

Disability in the workplace

People with disabilities face attitudinal, physical, and informational barriers to equal opportunity in the world of work. Disability inclusion involves disability-specific programmes and inclusive measures in mainstream services and activities. 

HIV/AIDS in the world of work

Discrimination against people living with HIV/AIDS persists. Rights-based policies, prevention models, and social protection approaches can reduce stigma in the world of work.


Innovative training and learning initiatives for global development

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International Labour Standards, Rights at Work and Gender Equality

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