The IOE recognizes, as is supported by significant empirical evidence, that in general, women face unique challenges throughout the various stages of employment. The specific nature of these challenges and the means to address them will, however, depend entirely on the national, social, cultural and economic contexts.


Business can have a role to play in the promotion of gender equality. It is generally in an employers’ interest to promote workplaces that are free from discrimination against women such that decisions related to employment should be rooted in an individual’s merit rather than gender.


This does not, however, mean that business should take on the role of governments in setting and enforcing standards that are appropriate to the national circumstances. A company’s obligation is first and foremost to comply with applicable legislation. To the extent that steps can be taken above and beyond the legal requirement, this must be determined by the business itself based on its ability and means.


Employers do not support the use of quotas to achieve equality, which can serve to undermine the credibility of women through “tokenism”.


The IOE is developing a broad body of knowledge in the area of gender equality and related ILO Conventions. We remain available to provide guidance and feedback on gender related issues.