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Latest items for ERBG-LAW-2

May 11, 2018, 12:35 p.m.
Countries: Belarus
Variables: ERBG-LAW-2

"The Committee takes note of the high rate of female participation in the labour force. It is concerned, however, about persistent discrimination against women in employment, including the significant gender wage gap in many fields of employment, and about horizontal and vertical segregation in employment. Furthermore, it is concerned about: The conduct of job interviews during the course of which women are often asked about their marital status and their parenthood" (pg 9).
May 4, 2018, 10:03 a.m.
Countries: Australia
Variables: ERBG-LAW-2

"Australian, state and territory government anti-discrimination legislation and policies uphold Australia’s commitment to equal rights for women and obligations under CEDAW. The Sex Discrimination Act 1984 (SDA) is the key Commonwealth legislation for making discrimination against women unlawful. It gives effect to many of Australia’s obligations under CEDAW, as well as to aspects of International Labour Organization (ILO) Conventions, including Convention 100 concerning equal remuneration for men and women for work of equal value, Convention 111 concerning discrimination in respect of employment and occupation, Convention 156 concerning equal opportunities and equal treatment for men and women workers: workers with family responsibilities, and Convention 158 concerning termination of employment at the...more
April 26, 2018, 3:28 p.m.
Countries: Norway
Variables: ERBG-LAW-2

"The law provides that “employees shall not be subjected to harassment or other unseemly behavior,” and the government effectively enforced this provision. Employers who violate this law are subject to fines or prison sentences of up to two years, depending on the seriousness of the offense" (11). "The law mandates that 40 percent of the members of boards of directors of publicly listed companies be women, and virtually all public companies complied with the law" (11).
April 25, 2018, 3:38 p.m.
Countries: Norway
Variables: ERBG-LAW-2

"The law provides that “employees shall not be subjected to harassment or other unseemly behavior,” and the government effectively enforced this provision. Employers who violate this law are subject to fines or prison sentences of up to two years, depending on the seriousness of the offense" (11). "The law mandates that 40 percent of the members of boards of directors of publicly listed companies be women, and virtually all public companies complied with the law" (11).
April 25, 2018, 2:40 p.m.
Countries: Japan
Variables: ERBG-LAW-2

"The law does not criminalize sexual harassment but includes measures to identify companies that fail to prevent it, and prefectural labor offices and the Ministry of Health, Labor, and Welfare (MHLW) provided these companies with advice, guidance, and recommendations" (15). "The law prohibits discrimination with respect to employment and occupation based on race, sex, personal or political beliefs, national origin or citizenship, social status or origin, disability, age, and some communicable diseases, such as leprosy...In 2014 the enforcement regulation of the equal employment opportunity law was revised to cover 'indirect discrimination' for all types of workers related to recruitment, hiring, promotion, and changes of job type, but the enforcement mechanism...more
April 23, 2018, 7:43 p.m.
Countries: Vietnam
Variables: ERBG-LAW-2

"The law prohibits discrimination based on race, gender, disability, language, or social status, but enforcement of these prohibitions was uneven" (38). "The law prohibits sexual harassment in the workplace (see section 7.d.)" (40).
April 20, 2018, 4:05 p.m.
Countries: Hungary
Variables: ERBG-LAW-2

"The Committee, while noting the establishment of the Commissioner for Fundamental Rights (CFR) in the State party, is concerned about its limited mandate with regard to addressing complaints of all forms of discrimination against women, including against women belonging to disadvantaged groups" (3).
April 20, 2018, 3:05 p.m.
Countries: Fiji
Variables: ERBG-LAW-2

"Today, through progressive legislation reforms that...put in place protection against sexual harassment in the workplace" (4). "Sexual harassment 76. — (1) An employer is liable under this section, together with a worker who sexually harasses another worker if the employer fails to take the reasonable steps necessary to prevent sexual harassment of the employer’s worker. (2) An employer must develop and maintain a policy to prevent sexual harassment in his or her workplace, consistent with any national policy guidelines under subsection (3). (3) The Minister may direct the Board to develop a national policy guideline for preventing sexual harassment in workplaces. (4) Where a complaint of sexual harassment has been...more
April 11, 2018, 9:04 p.m.
Countries: Albania
Variables: ERBG-LAW-2

"The Committee welcomes the reform of the State party’s legislation concerning the employment of women, namely, the amendment of the Labour Code defining and reversing the burden of proof in cases of sexual harassment" (Pg 8).
April 11, 2018, 9:23 a.m.
Countries: Burkina Faso
Variables: ERBG-LAW-2

"In the Labour Code of 2008, prohibition of sexual harassment in the workplace under article 37 and punishment of all forms of that offence under article 422" (18). "In addition to the Constitution and the Personal and Family Code, the Labour Code, governed by Act No. 028-2008/AN of 13 May 2008, contains various provisions in support of women’s work and vocational training. Such provisions relate to discrimination, sexual harassment, dismissal, equal pay and sanctions for non-compliance" (26).
April 10, 2018, 4:23 p.m.
Countries: Mongolia
Variables: ERBG-LAW-2

"The lack of information on legislation prohibiting sexual harassment in the workplace and providing for civil and/or criminal remedies, as well as on the number of prosecutions, convictions and sentences imposed upon perpetrators" (Pg 9).
April 4, 2018, 4:40 p.m.
Countries: Vietnam
Variables: ERBG-LAW-2

"Amendment to the Labour Code, which prohibits sexual harassment at work, in 2012" (2). "The Committee welcomes the adoption of the Law on Domestic Violence Prevention and Control in 2007 and the revised Labour Code in 2012, which prohibited workplace sexual harassment" (5).
April 4, 2018, 9:59 a.m.
Countries: East Timor
Variables: ERBG-LAW-2

"Labour Code (Law No. 4/2012) of 21 February 2012 guaranteeing equality of opportunity and treatment in employment and prohibiting verbal, non-verbal and physical sexual harassment" (2).
April 3, 2018, 10:42 p.m.
Countries: Madagascar
Variables: ERBG-LAW-2

"The Committee notes with concern that the current legislation in the State party does not appear clear and that it may not adequately protect women against sexual harassment in the workplace. It also notes with concern the lack of statistical data on and the difficulties faced by women to prove sexual harassment in the workplace. The Committee recommends that the State party: (a) Amend and clarify its legislation to broadly define sexual harassment in the workplace, ease the burden of proof for victims and provide victims with effective redress, including compensation; (b) Widely disseminate information on the procedures for reporting cases of sexual harassment in the workplace; (c) Conduct regular...more
April 2, 2018, 8:19 a.m.
Countries: Bolivia
Variables: ERBG-LAW-2

"The Committee is concerned about a persistent gender gap in employment, including...The lack of measures to protect women from harassment and discrimination in the workplace" (9).
March 28, 2018, 10:04 a.m.
Countries: Uzbekistan
Variables: ERBG-LAW-2

"The Committee is concerned, however, at: ...The lack of information on legislation prohibiting sexual harassment in the workplace, on the number of prosecutions and convictions and on the sentences imposed on perpetrators" (7).
March 27, 2018, 8:23 p.m.
Countries: Indonesia
Variables: ERBG-PRACTICE-3, ERBG-LAW-2

"New York based rights group Human Rights Watch (HRW) has urged President Joko 'Jokowi' Widodo to order the chiefs of the National Police and Indonesian Military (TNI) to immediately ban virginity testing for female applicants, saying the practice is a form of gender based violence. The decades old practice that includes a 'two-finger' test to determine whether a female applicant’s hymen is intact was degrading and discriminatory, as well as harming women’s equal access to job opportunities, HRW women’s rights advocacy director Nisha Varia said" (para 1-2). "Despite criticism from human rights campaigners, security forces continue to impose the test, classified as psychological examinations, on the grounds that the virginity...more
March 21, 2018, 5:20 p.m.
Countries: Namibia
Variables: ERBG-PRACTICE-2, ERBG-PRACTICE-3, ERBG-LAW-2, ERBG-DATA-5, DLB-DATA-1, GIC-LAW-1, GIC-LAW-2, GIC-LAW-3

"The Committee is concerned about the high rates of unemployment among women in the State party. It also notes with concern the continued occupational segregation between women and men in the labour market and the low representation of women in managerial positions in the private sector. The Committee is also concerned that, notwithstanding the concentration of women in domestic work in private households, it has not ratified the Domestic Workers Convention, 2011 (No. 189), of the International Labour Organization. It is further concerned at the lack of statistical data on cases of sexual harassment in the workplace and measures taken to address it. In addition, the Committee is concerned that...more
March 20, 2018, 1:29 p.m.
Countries: Gambia
Variables: ERBG-LAW-2

"The Committee welcomes the progress achieved since the consideration in 2005 of the State party’s combined initial, second and third periodic reports (CEDAW/C/GMB/1-3) in undertaking legislative reforms, in particular the adoption of the following legislation: (a) Domestic Violence Act, in 2013; (b) Sexual Offences Act, in 2013; (c) Women’s Act, in 2010; (d) Legal Aid Act, in 2008; (e) Trafficking in Persons Act, in 2007" (page 1-2) (Coder comment: the 2010 Women's act includes provisions for equality in employment, access to education, and property ownership - ARR). "While noting that the Women’s Act prohibits discrimination against women in employment, the Committee is concerned about: (a) The low participation of women...more
March 14, 2018, 6:54 p.m.
Countries: Senegal
Variables: ERBG-PRACTICE-1, ERBG-PRACTICE-2, ERBG-LAW-2, ERBG-DATA-1, ERBG-DATA-2, ERBG-DATA-5, GIC-LAW-1, GIC-LAW-2, GIC-LAW-3

"The Committee welcomes the adoption of the 2009-2015 plan for the implementation of the National Gender Equality and Equity Strategy, which includes measures for economic empowerment and autonomy of women. It remains concerned, however, about: (a) The persistent gender wage gap and occupational segregation of women and men; (b) The high unemployment rate among women and the concentration of women in the informal sector; (c) The absence of legal provisions explicitly criminalizing sexual harassment in the workplace; (d) The existence of discriminatory legal provisions allocating child benefits only to the father (art. 21 of the Code of Social Security), excluding the children of a deceased employed woman from her pension...more
March 14, 2018, 3:42 p.m.
Countries: Guinea
Variables: ERBG-LAW-2

"The Committee is concerned, however, about: (a) The continued existence of discriminatory provisions in the State party’s legislation, including provisions on the payment of family benefits of civil servants to fathers only" (12). "The Committee recommends that the State party...Revise its labour legislation to bring it into conformity with the Convention and remove all discriminatory provisions, including the provisions on the payment of family benefits of civil servants to fathers only and on the prohibition of night work for women civil servants" (12-13).
March 14, 2018, 12:08 p.m.
Countries: Swaziland
Variables: ERBG-LAW-2

"The Committee also notes with concern that a number of draft laws and policies with an important bearing on women’s rights, such as the bills on marriage, administration of estates, transnational crime, employment, legal aid, sexual offences and domestic violence and the land policy, are pending, with no specific time frame for their adoption" (page 2). "The Committee is concerned about the continued occupational segregation between women and men in the labour market and the fact that women are concentrated in low-paid jobs in the informal economy. The Committee is also concerned about the non-compliance by the private sector with the provisions of the Employment Act that provide for 12...more
March 9, 2018, 8:49 a.m.
Countries: Saudi Arabia
Variables: ERBG-LAW-2

"Numerous legislative and non-legislative measures have been taken to empower women and strengthen protection of women's rights, particularly the following…Minister of Labour Decision No. 2370/1 of 18/19/1431 A.H. (28/8/2010) stipulating the 'prohibition of wage discrimination between male and female workers for work of equal value'" (21-22). "The laws of the Kingdom guarentee the right to work without discrimination" (37). "Regarding equal opportunity, hiring criteria, wage equality and social security, article 1 of the Civil Service Law, which regulates labour in the public sector, states, 'Ability shall be the basis for the selection of employees to hold public positions'. All male and female public-sector employees are subject to the same laws...more
March 7, 2018, 9:50 p.m.
Countries: Mexico
Variables: ERBG-LAW-2

"The General Law for Equality Between Women and Men (LGIMH) had five reforms, outlining the obligation to assign state budgets for the equality policy, equality in employment and work conditions" (page 5). "The Federal Work Law (LFT) was reformed, incorporating concepts such as substantive equality, salary equality, decent work, prohibition of assault and labor and sexual harassment, non-discrimination, paternity and vocational training, among others. The current law protects equality, eliminates discrimination against women and guarantees the exercise of their rights and occupational liberties, as well as access to the same opportunities; it incorporates new prohibitions for the employers, such as requiring medical certificates of non-pregnancy, or coercing a pregnant worker...more
March 7, 2018, 6:52 p.m.
Countries: Sri Lanka
Variables: ERBG-LAW-2

"The Ministry of Labour with the ILO and the Employers Federation of Ceylon (EFC) worked together to bring about policies and a code of conduct and guidelines for the prevention of and to respond to sexual harassment at the workplace during 2012-2014. The Ministry of Labour has been conducting awareness raising programmes on prevention of sexual harassment at the workplace for its own employees while EFC has conducted similar programmes with private sector institutions" (21). "Sri Lanka continues to have a non-discrimination policy in the employment sector" (39).
Feb. 28, 2018, 5:36 p.m.
Countries: Kenya
Variables: ERBG-LAW-2

"Sexual harassment at workplace is prohibited by law and an employer is supposed to create a policy statement prohibiting sexual harassment at workplace. However, law does not propose any punishment (section 6 of the Employment Act). However, under section 28 of the Sexual Offences Act of 2006, 'Any person, who being in a position of authority, or holding a public office, who persistently makes any sexual advances or requests which he or she knows, or has reasonable grounds to know, are unwelcome, is guilty of the offence of sexual harassment and shall be liable to imprisonment for a term of not less than three years or to a fine of...more
Feb. 27, 2018, 11:14 p.m.
Countries: Niger
Variables: ERBG-LAW-2

"As regards the right to decent working conditions, articles 109 to 113 of the Labour Code code enshrine the rights to protection of women and motherhood. Article 109 provides that work of a kind that may impair a woman’s procreative capacity is forbidden and, in the case of a pregnant woman, that work that may affect her health or that of the child is also prohibited. Article 110 provides that a pregnant woman whose condition has been medically certified or who is visibly pregnant may leave her work without notice and without having to pay a fine for breach of contract" (pg 23).
Feb. 23, 2018, 8:47 p.m.
Countries: Moldova
Variables: ERBG-LAW-2

"The Legislation of the Republic of Moldova provides for legal measures to combat discrimination, including the right to seek legal protection. Particularly, the unjustified refusal to hire a person, illegal dismissal and other violations of employees’ rights can be challenged under Articles 329 – 332 of the Labor Code" (Pg 6). "Article 9 of the Law no.5-XVI on Gender Equality proclaims equal access and treatment of women and men in employment. Article 10 determines the employer's obligations concerning the need to ensure gender equality. Article 11 provides a list of possible actions by an employer to be regarded as discriminatory against persons of a particular gender. Also, the person who...more
Feb. 16, 2018, 9:12 a.m.
Countries: Oman
Variables: ERBG-LAW-2

"The Committee welcomes the progress achieved since its consideration in 2011 of the State party's initial report in undertaking legislative reforms, in particular the adoption of the following...Royal Decree No. 78/2013, in 2013, providing for the principle of equal pay for work of equal value in the civil service" (1-2). "The Committee notes with appreciation that the Labour Law (2003) affirms the prohibition of sex discrimination and prevents an employer from dismissing a female worker on the basis of maternity" (12).
Feb. 14, 2018, 11:45 a.m.
Countries: Palestine
Variables: ERBG-LAW-2

"Like the Amended Basic Law, those laws do not discriminate between women and men with respect to the right to work, employment opportunities, wages, or any other rights related public, private or civil-sector employment" (42). "The Civil Service Act does not differentiate between male and female employees with regard to wages and benefits for public posts. That is true for base salaries, bonuses and any other compensation. Female employees have the right to equal pay for equal work. The same applies to the Labour Law, which explicitly prohibits discrimination between men and women as regards working conditions and terms of employment, including all financial benefits including wages, allowances, bonuses and...more