1. Equal opportunities and freedom from discrimination

2. The ILO and equality 1944 Declaration of Philadelphia “All human beings, irrespective of race, creed or sex, have the rights to pursue both their material well-being and their spiritual development in conditions of freedom and dignity, of economic security and equal opportunity”

3. Equality in other international instruments íUniversal Declaration of Human Rights, 1948 íInternational Covenant on Civil and Political Rights, 1966 íInternational Covenant on Economic, Social and Cultural Rights, 1966 íInternational Convention on the elimination of all Forms of Discrimination against Women (CEDAW), 1979

4. CEDAW Definition of « discrimination against women » (article 1) Positive actions (article 4) Discrimination in employment (article 11)

5. The ILO and equality Historical evolution Accent on protection: Women are protected as a vulnerable group subordinate to men C.3 Maternity protection, 1919 C. 4 Night Work (Women), 1919

6. Fundamental social rights C. 100 Equal remuneration, 1951 C. 111 Discrimination (Employment and Occupation), 1958

7. Accent on the promotion of equality C.100 Equal remuneration, 1951 C.111 Discrimination (Employment and Occupation), 1958

8. Positive action Comprises special temporary measures to redress the effects of past discrimination in order to establish de facto equality of opportunity and treatment between men and women.

9. Positive action

10. C. 156 Workers with Family Responsibilities, 1981 It promotes a real equality of opportunity and treatment in employment for man and women workers with family responsibilities

11. Accent on protection Accent on promotion of equality Positive actions

12. ILO principles of equality of opportunity and treatment between men and women It is a matter of human rights It is a matter of social justice and poverty alleviation It is a matter of social and economic development

13. ILO Strategy to promote equality Gender Mainstreaming ?

14. Gender mainstreaming It is the strategy of introducing a gender perspective in all areas and at all levels. Any policy, project, programme and activity must integrate the gender dimension as an integral component of the pursued strategy.

15. Structure of the ILO to promote gender equality Bureau for Gender Equality (former FEMMES) In charge of the co-ordination of policies, strategies, programmes and activities related to equality between men and women at headquarters and in the field

16. ILO structure to promote equality Focal points in the technical departments at headquarters Senior specialists on gender issues in the field Turin Centre