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The ILO Governing Body decided in 2013 to place an item on decent work in global supply chains on the agenda of the 105th Session of the International Labour Conference. Many studies have explored the economic and trade dimensions; however, less attention has been paid to the implications for employment, working conditions and labour rights, including freedom of association and collective bargaining. The general discussion therefore has an original contribution to make to the global debate.

This guide provides information for employers, workers and their respective organizations on how to promote and value ethnic diversity in the workplace through the design, implementation and monitoring of a workplace ethnic diversity policy. The guide provides a framework that can be adapted to regional and national realities, variations in sector and enterprise size, as well as throughout supply chains where applicable. This is the second guide in a series on promoting equity in the workplace and follows Gender Neutral Job Evaluation for Equal Pay. Users are encouraged to follow either all of the guide or those parts that are relevant to their strategic objectives, priorities, codes of conduct, and national legislation and local context. Parts of the guide can also be adapted to accommodate the various stages of diversity interventions. The guide is neither prescriptive nor binding. Workplace diversity initiatives are a legal imperative in many countries. Moreover, workplace diversity initiatives improve organizational adaptability and competitive advantage as well as reduce legal risks to the enterprise. Despite knowing this, many enterprises are unsure of how to implement sustainable and credible diversity initiatives. This guide is a step by step approach to preparing, implementing and monitoring a diversity policy in the workplace. Clear definitions and concrete examples allow the user to implement a diversity policy that is aligned to the enterprise's values and strategic objectives.

The report brings together data collected from the ILO global company survey in 2013 on gender diversity in the workplace, specific to the Asia-Pacific region, and also incorporates other latest data to provide overview of the status of women in business and management. The evidence is showing that gender diversity is good for business, and women increasingly represent an important source of talent, the data clearly illustrates a lack of women in top management positions and a concentration of women in certain types of management and occupations. Some progress has been made but much remains to be done in terms of gender equality in the workplace. The report serves to highlight the key role of employers'organizations in supporting business and advocating for gender equality and women's equal opportunity employment in the workplace and provides an overview of key actions for business

Ce double numéro du Journal international de recherche syndicale explore les causes de la répartition inégale des richesses le long des chaînes d'approvisionnement mondiales et analyse des mécanismes qui peuvent mieux veiller à ce que l'immense richesse que les chaînes génèrent soit plus équitablement répartie.

Le présent rapport a pour but de fournir aux délégués de la 104e session de la Conférence internationale du Travail des informations actuelles sur le rôle des petites et moyennes entreprises (PME) au regard de l'emploi, sur les principales difficultés auxquelles elles-mêmes et leurs travailleurs se trouvent confrontés ainsi que sur l'efficacité des mesures prises pour soutenir cette catégorie d'entreprises.

Las mujeres han hecho muchos avances en el acceso a la educación, y como resultado ha aumentado el acceso al empleo. La mujer en la gestión empresarial: Cobrando impulso reúne todos los datos disponibles, incluidas las estadísticas de la OIT, para proporcionar una imagen global y actualizada de las mujeres en los puestos de dirección en el mundo empresarial. En el informe se destacan no solo los obstáculos que todavía enfrentan las mujeres, sino también las ventajas de negocios de la diversidad de género, ofreciendo recomendaciones sobre el camino a seguir.

The annual Global Employment Trends reports provide the latest global and regional estimates of employment and unemployment, employment by sector, vulnerable employment, labour productivity and working poverty. They also analyse country-level issues and project trends in the labour market up to 2019. The 2014 report highlights the factors preventing a broad-based recovery in labour markets. Some countries have started to remain trapped in a downward spiral of high unemployment, stagnant or falling disposable incomes and weak aggregate demand. The multi-speed recovery in labour markets has had an impact on developing countries as well; reversals in in international capital flows, slower than expected growth in world trade and uncertainty about future global policymaking are adversely affecting job creation both in advanced and emerging economies. The rise in unemployment duration and the particularly severe situation for young workers are increasing the risk of long-term scars of the crisis on job and productivity growth. The report argues that countries need to step up their efforts to support aggregate demand. Those countries with improvements in employment need to allow their recovery to benefit those more affected. This can be achieved through job guarantee programmes for targeted labour market groups or through social protection measures. Also, new opportunities for growth and improvements in education and training systems can help jobseekers find jobs in new industries or occupations. The strong cut-back in public investment at the beginning of the crisis should also be reverted, helping countries both in the short and long run to promote growth and employment.