International Labour Organization and Gender Equality
Gender equality is essential for the realization of human rights and delivers benefits to both men and women in society. Scholars and governments worldwide widely recognize these benefits, which are well documented. Several international frameworks have affirmed gender equality as central to human rights and sustainable development. One key example is the Beijing Declaration, unanimously adopted by participating nations, which strongly advocates for legal equality for women (Zaiats et al., 2024).
According to the United Nations Universal Declaration of Human Rights and national constitutions, gender equality (also known as sexual equality or equality of the sexes) holds that all people, regardless of gender, should receive equal treatment and should not face discrimination. This principle is enshrined in the UN Universal Declaration of Human Rights and in the constitutions of many nations. It seeks to ensure equality both in law and in practice — including in democratic participation and equal pay for equal work.
Gender equality means that women and men enjoy equal access to socially valued goods, opportunities, resources, and rewards. It does not imply that men and women become the same, but rather that their opportunities and life chances are equal. In essence, it ensures that women and men enjoy the same status and rights (Toporkova, 2024).
The International Labour Organization (ILO)
The International Labour Organization (ILO) is a specialized United Nations agency mandated to promote social and economic justice through the development of international labour standards. Established in 1919 under the League of Nations, the ILO currently has 187 member states. Its headquarters are in Geneva, Switzerland, supported by field offices worldwide. The organization employs approximately 3,381 staff across 107 countries, with a significant portion working on technical cooperation programmes and projects.
The ILO has long recognized work-life balance as a cornerstone for achieving gender equality. Women often face greater challenges in balancing paid employment with unpaid caregiving responsibilities, which can limit their career progression. To address this, the ILO adopted Convention No. 156 on Workers with Family Responsibilities (1981). This convention calls on member states to introduce measures that enable workers — especially women — to reconcile professional and family duties without discrimination (Razavi, 2020).
Key ILO Standards on Gender Equality
Maternity Protection The ILO’s standards on maternity protection are particularly important. Article 9 of the relevant convention prohibits the dismissal of a woman during pregnancy or maternity leave (and for a prescribed period after returning to work) except for reasons unrelated to pregnancy, childbirth, or nursing. The burden of proof lies with the employer. Additionally, women are guaranteed the right to return to their former position or an equivalent one with the same pay.
The convention also requires member states to take measures to prevent maternity from becoming a source of discrimination in employment, including access to jobs. It prohibits pregnancy testing as a condition of employment, except in specific cases where national laws restrict such work for pregnant or nursing women or where there is a significant health risk to the woman or child.
Flexible Working Arrangements The ILO promotes flexible working options such as flexible hours, telecommuting, and part-time work. These arrangements help working parents — particularly mothers — manage domestic responsibilities while maintaining their careers.
Childcare and Maternal Health Services The organization encourages member states to establish affordable, quality maternal health services and childcare support. This enables women to participate in the workforce with greater confidence. Various countries have adopted diverse childcare models, including employer-provided services, state-funded provision, and cooperatives. Childcare cooperatives have proven especially effective in rural areas and for informal workers, offering flexible and community-responsive care for children, the elderly, and persons with disabilities (O’Brien, 2012).
Convention No. 111 on Discrimination The ILO also adopted Convention No. 111, which promotes equal opportunity and treatment in employment and occupation, irrespective of race, sex, political opinion, social origin, or colour. Many countries have ratified this convention, demonstrating commitment to non-discrimination in the labour market. However, implementation varies depending on national legal, cultural, and economic contexts. Discrimination based on gender and other grounds remains a challenge in many regions, requiring continued efforts by the ILO, governments, and civil society (Boris & García, 2021).
Gender Equality in Uganda
Uganda’s 1995 Constitution reflects these international principles. Article 21 states that all persons are equal before and under the law in all spheres of life and shall enjoy equal protection. It explicitly prohibits discrimination on grounds of sex, race, colour, ethnic origin, tribe, birth, creed, religion, social or economic standing, political opinion, or disability.
The Constitution further protects public servants from unfair termination and guarantees the right to a fair hearing. Disciplinary actions must follow due process under the relevant constitutional provisions (e.g., Articles 166, 42, and 128). No public officer may be punished without just cause and adherence to natural justice principles.
Gender Mainstreaming
Gender mainstreaming is a key strategy employed by the ILO. It involves integrating gender perspectives into all policies, programmes, and planning processes to achieve equitable outcomes. The ILO supports capacity-building initiatives for governments, employers, and workers’ organizations to promote gender-sensitive policies and practices.
In Uganda, gender mainstreaming efforts include legislative and policy measures to combat harmful practices such as Female Genital Mutilation (FGM), which is prevalent in parts of eastern Uganda. Uganda has ratified key international instruments, including the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW), which addresses such harmful traditional practices.
References
- Boris, E., & García, M. R. (2021). (In) Decent Work: Sex and the ILO. Journal of Women’s History, 33(4), 194-221.
- O’Brien, M. (2012). Work-family balance policies. Background paper. UNDESA, New York.
- Razavi, S. (2020). What does the UN have to say about family policy? … The Palgrave handbook of family policy.
- Zaiats, N., et al. (2024). Ensuring gender equality and legal protection of women’s rights… Multidisciplinary Science Journal, 6.
- Toporkova, M. (2024). … (as cited).
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