C190 Resources
A range of unacceptable behaviors and practices, or threats thereof, whether a single occurrence or repeated, that aim at, result in, or are likely to result in physical, psychological, sexual or economic harm, and includes gender based violence and harassment
Violence and harassment directed at persons because of their sex or gender, or affecting persons of a particular sex or gender disproportionately, and includes sexual harassment.
Includes:
Employees, as defined by national law and practice, as well as persons working irrespective of their contractual status, persons in training, including interns and apprentices, workers whose employment has been terminated, volunteers, jobseekers, and job applicants, and individuals exercising the authority, duties or responsibilities of an employee.
A legally binding international agreement.
When governments agree to put the contents of an internationally agreed standard into national law and practice and it becomes binding (obligatory).
Non-binding guidelines which give important guidance to governments and are important tools for campaigns and negotiations.
C190 was adopted at the International Labour Conference in 2019 as a tripartite treaty, consolidating input and discussion from governments, workers, and employers’ groups. C190 is the first Convention enshrining the right of everyone to a world of work free from violence and harassment.
R206 was adopted in 2019 in conjunction with Convention 190, and complements the scope of action in C190 with practical guidelines towards implementing C190, and ending violence and harrassment in the world of work.
Women being paid less than men.
Generalized views about the characteristics and roles that men and women should have.
Violence and harassment directed at persons because of their sex or gender or affecting persons of a particular sex or gender disproportionately.
Inequality in the allocation of women and men across different job categories.
This is when someone abuses their power to sexually exploit someone in return for a service
Holding the victim rather than the perpetrator responsible.
Behaviors, practices, or threats, whether one-off or repeated, that aim at, result in, or are likely to result in physical, psychological, sexual, or economic harm.
Fear or hatred of that which is perceived to be foreign or strange.
An organization that represents a group of trade unions at the national or international level, advocating for workers’ rights and interests.
An international federation of national trade unions that represent workers in specific industries or sectors across the globe.
An agreement between multinational companies and global trade unions to ensure respect for labor rights and standards across all operations, including those of suppliers and subcontractors.
A process of negotiation between employers and a group of employees (often represented by a trade union) aimed at reaching agreements to regulate working conditions.
A form of negotiation involving three parties: the government, employers, and workers’ representatives, often used in labor and industrial relations discussions.
A specialized agency of the United Nations that sets international labor standards and promotes social justice, decent work, and workers’ rights worldwide.
An organized effort to bring about a particular social, political, or workplace change, often involving a series of planned activities or events aimed at influencing decision-makers or raising public awareness.
The practice of taking direct action to promote social, political, or environmental change, often through protests, demonstrations, or advocacy efforts.
A set of resources, guidelines, and practical tools designed to help individuals or groups effectively address or manage a specific issue or campaign.
The International Labour Organisation defines decent work as “productive work for women and men in conditions of freedom, equity, security, and human dignity”. Work is consirers decent if it pays fair compensation, provides job security, maintains safe and healthy working conditions, grants the potential for personal development, guarantees social protection, ensures equal opportunity and treatment for all, and allows workers freedom to organize and express concerns.
The 17th ICLS defined informal employment as the total number of informal jobs, whether carried out in formal sector enterprises, informal sector enterprises, or households. Included are:
The labor force comprises all persons of working age who furning the supply of labour for the production of goods and services during a specified time-reference period/ It refers to the sum of all persons of working age who are employed and those who are unemployed.
Socially created and oppressive system in which men are more likely to hold positions of power, leadership, authority, and privilege.
Identifying underlying deep-rooted inequalities between women and men, and then working to transform them.
The characteristics, including norms, behaviors, and roles, of men and women that are socially constructed and learned.
A person’s manifestation of their gender identity, and/or as perceived by others.
A person’s understanding or experience of their gender, which may or may not correspond with the sex assigned to them at birth.
Norms considered appropriate for men and women.
When people experience more than one discrimination.
Prejudice or discrimination against women or girls.
The characteristics that are biologically determined.
The chromosomal, gonadal, and anatomical features of a person.
A person’s physical, romantic and/or emotional attraction towards other people.
An individual whose sexual and/or gender identity or appearance differs from the sex they were given at birth.
Anything in the design, management or organization of work that increases the risk of work-related stress and violence and harassment.