International Labour Standards, Rights at Work and Gender Equality

The Centre aims to ensure that everyone can work in conditions of freedom, equity, security and dignity. This Programme offers training and learning activities focussing on four main thematic areas:

• International labour standards
• Fundamental principles and rights at work
• Gender, equality, diversity and inclusion
• Maritime labour law

All the 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 - governments, employers’ and workers’ organizations, international and national actors, companies and non-governmental organizations.

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.

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. 

The Centre promotes equality in the world of work, aims to foster gender-transformative policies and institutions, and create the conditions for more inclusive workplaces so that "no one is left behind". Equality-related international labour standards also target specific categories, such as women, indigenous peoples, and workers with disabilities.

Gender mainstreaming and equality

Gender equality is a fundamental right and an essential ingredient for sustainable societies and organizations.   The Centre offers training services on how to promote gender equality and diversity inclusion in the world of work, inclusive leadership for organizational change, and gender mainstreaming and rights-based approaches in development planning.

Inclusive and safe workplaces

Everyone has the right to a world of work free from violence and harassment. To achieve this goal, governments and the social partners must come together and adopt inclusive, gender-responsive and integrated solutions. 

Indigenous and tribal peoples

Indigenous and tribal peoples have the right to participate in development processes. They disproportionately experiences poverty, gender-based discrimination, and human rights abuses. Access to decent work enables indigenous women and men to harness their potential as change agents in poverty reduction, sustainable development and climate change action.

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.

The Maritime Labour Convention, 2006 of the ILO promotes decent working and living conditions on board ships. Entered into force on 20 August 2013, it is having a concrete impact thanks to efficient Flag State inspections and Port State control based on its novel “no more favourable treatment” provision, which aims to ensure that all vessels are subject to inspection, irrespective of whether its Flag State has ratified the instrument. The Committee of Experts on the Application of Conventions and Recommendations (CEACR) – one of the main ILO supervisory bodies – has begun examining application by countries which are party to the Convention and are under the obligation to provide reports in accordance with article 22 of the ILO Constitution. The comments of the CEACR provide clarifications on specific issues and on application in law and in practice.