The ILO, the private sector, and gender equality and non-discrimination

The ILO has a wide variety of techniques to support gender equality and non-discrimination in the workplace.

For example, participatory gender audits, which are conducted during a two-week period by a team of four trained facilitators, encourage dialogue and reflection among members of organizations, departments or offices that have volunteered to undertake this highly participatory exercise. At the end of the audit, a report is submitted to management and staff in order to share the good practices identified in promoting equality between women and men, as well as challenges and recommendations.

As well as tools available for use by multiple entities, individual partnerships have specific targets and outputs such as the ITC partnership with the ENI Corporate University. This focused on international labour standards dealing with discrimination in order to promote a common understanding among staff, to contribute to the sustainability global image of ENI, and to prevent discrimination through specific training for managers and human resources staff.

Another example is the partnership with the FIAT Group, where the International Training Centre developed a package of on-line learning modules in the areas of equality and non-discrimination at the workplace specifically tailored for the FIAT Group and its affiliated companies worldwide.