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ILO Director-General calls for an end to discrimination based on sexual orientation and gender identity, saying it is “a factor leading to violence and harassment in the world of work."

The ILO joins the international community to mark this International Day against Homophobia, Transphobia and Biphobia. Standing together under the banner of Alliances for Solidarity , we highlight the importance of human rights for all, irrespective of actual or perceived sexual orientation, gender identity or expression. 

Discrimination against lesbian, gay, bi, trans and intersex (LGBTI) people doesn’t just hurt them; it hurts families, companies and entire countries. The ILO’s Constitution affirms that all human beings “have the right to pursue both their material well-being and their spiritual development in conditions of freedom and dignity, of economic security and equal opportunity”. Each of us has a part to play in ensuring that this aspiration becomes a reality for all workers, regardless of sexual orientation, gender identity, gender expression and sex characteristics.

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ILO releases new guide to promote diversity and inclusion at the workplace

GENEVA (ILO News) – On the occasion of International Day of Persons with Disabilities (marked annually on 3 December), the International Labour Organization (ILO) is releasing a new publication to provide step by step guidance on how and when to provide workplace adjustments – also called accommodations – for workers with specific needs. 

Promoting diversity and inclusion through workplace adjustments: A practical guide highlights that while all workers should enjoy equal access to employment, some of them face barriers that may put them at a disadvantage. Such barriers can prevent them from accessing or remaining in employment and, if not addressed, they can also deprive companies of a broader, more diverse pool of workers from which to recruit. 

“Reasonable adjustments contribute to harnessing the full professional potential of workers and thereby to business success,” says Shauna Olney, Chief of the Gender, Equality and Diversity Branch 

While recognizing that the need for a reasonable accommodation may arise in a variety of situations, the guide focuses on four specific categories of workers: workers with disabilities, workers living with HIV, workers with family responsibilities and workers with a particular religion or belief. 

Reasonable accommodation means providing one or more modifications that are appropriate and necessary to accommodate a worker or job candidate’s individual characteristics so that he or she may enjoy the same rights as others. 

Taking effective measures for the inclusion of all workers in the workplace is essential for the promotion of equality and to ensure that the rights and protection contained in International Labour Standards are a reality for all. “This guide constitutes a great tool for those committed to the realization of this objective,” states Horacio Guido, Chief of the Application Branch of the International Labour Standards Department. 

They also point out that these adjustments can be done at little or no cost to the employer and result in concrete benefits to both the employer and the worker. 

The publication is designed to help the user understand the concept of reasonable adjustments, accompanying measures, as well as the process and steps to provide workplace adjustments throughout the employment cycle, including practical examples. 

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