Diversity, Equality and work-life balance

Conversations: Women, and leadership: together towards greater gender equality in the ILO:

Coordinator: Clara van Panhuys


  • Work-Life Balance : Maria Prieto, Yuka Okumura, Clara van Panhuys
  • Diversity : Ludovic Caprini, Chantal Nahimana, Clara van Panhuys
  • Disability : Séverine Deboos, Azza Talaab, Yuka Okumura

Technical Advisers:  Jurgen Menze, Lou Tessier

Objective: To promote equality and improve working conditions for women and men working in the ILO, focusing on the following identified key areas:

  • maternity and paternity protection
  • childcare
  • lesbian, gay, bisexual and transgender (LGBT)
  • disability inclusion
  • harassment
  • working-time arrangements
  • gender and diversity mainstreaming

Means of action

Work-life balance:

  • Maternity and paternity protection: signature and implementation of a collective agreement covering maternity and paternity protection in the ILO.
  • Childcare: develop an internal note regarding childcare facilities available for headquarters staff; initiate discussions with HRD to enable staff members to take sick leave to care for disabled children.


  • LGBT: negotiate a revision of the ILO’s Personal Status Policy; launch/disseminate the ILO’s LGBT/diversity survey; request the CCISUA to recognize formally and work with UN Globe; organize brown-bag lunches for interns on discrimination and UN GLOBE.
  • Disability inclusion: collaborate with the administration and the GED in order to improve the implementation of the ILO policy on the employment of persons with disabilities; ensure the protection of ILO personnel from disability-based discrimination; increase the disability knowledge of staff.
  • Harassment: follow-up with HRD on the establishment of a pool of independent investigators and negotiate a prevention policy/strategy as stipulated in the new collective agreement.
  • Working-time arrangements: follow-up on the draft part-time work policy.
  • Gender and diversity mainstreaming: coordinate and facilitate gender and diversity mainstreaming in the work of the other SUC working groups.

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