CALL FOR PROPOSALS
GRANT FOR ORGANIZATIONS TO CONDUCT A RESEARCH STUDY ON WORKPLACE SEXUAL HARASSMENT IN BUSINESS IN LAO PDR
Eligibility
National non-governmental organizations, including Civil Society Organizations and non-governmental academic or educational institutions
Maximum Grant Available
USD 25,000
Expected Duration
9 months
Deadline
Proposals must be submitted by 23:59 5 June 2022 to lao.procurement@undp.org with the subject line: Submission of Proposal to Research Workplace Sexual Harassment in Business_Name of Organization
1. (...) The UNGPs contain 15 principles related to sexual harassment in business , which, inter alia , call for:
· Governments to create a regulatory framework to prevent, investigate and punish sexual harassment in business; and guide and incentivize business enterprises to eliminate workplace sexual harassment;
· Business enterprises to establish a corporate policy of zero-tolerance for workplace sexual harassment; and prevent and mitigate risks relating to sexual harassment throughout their operations;
· Both governments and businesses to establish effective remediation mechanisms to support survivors of workplace sexual harassment.
(...) UNDP GRANT AWARD
Grant’s Overall Objective:
The UNDP Grant to “Conduct a Research Study on Workplace Sexual Harassment in Business in Lao PDR” aims to strengthen the expert capacity of national non-governmental organizations in Lao PDR in collecting and analyzing data on workplace sexual harassment in business, as well as to advocate for evidence-based legislation and regulations to prevent, investigate, punish and redress workplace sexual harassment, in compliance with the UNGPs, and other Lao PDR’s international commitments.
Language:English
Score: 821081.1
-
https://www.undp.org/sites/g/f...ddd777c30784ccf5d5c063015.docx
Data Source: un
Workplace compliance is the concrete result that workers, employers and governments
seek to achieve together through a set of strategies, actions and policies to improve
working conditions, productivity, competitiveness, and social development, whilst
considering the diverse development levels of all countries.
(...) The common goals of the ILO and the AICESIS were highlighted in the joint cooperation
agreement concluded in 2012, the Hague Declaration on workplace compliance aims at
giving effect to the agreement and mobilizing ESC-SIs on this strategic issue.
(...) We request the ILO, as a strategic partner, to consider the following action:
Promote exchange of experience amongst tripartite constituents with the support of broad platforms, including ESCs-SIs, in the formulation and implementation of
integrated workplace compliance strategies, including in global supply chains;
Analyse the trends on workplace compliance in the world, including in global supply chains, and provide policy tools and training to support national processes
of social dialogue;
Offer expertise to help ESCs-SIs to formulate strategies that aim at strengthening capacities of their members, especially the social partners, on workplace
compliance.
Language:English
Score: 820119.8
-
https://www.ilo.org/wcmsp5/gro...enericdocument/wcms_421263.pdf
Data Source: un
Compliance
Code of Conduct gives Viet Nam hope to address workplace sexual harassment, protecting workers and benefiting business
A new Code of Conduct developed with ILO support is expected to help the Government, employers and workers in Viet Nam identify sexual harassment in the workplace, prevent and address it through practical guidance which is missing in the laws.
(...) “The ILO will stand side by side with Viet Nam in the process of improving the legal gaps in dealing with this sensitive issue in the workplace for both workers’ benefits and business sense.”
(...) Tags: sexual harassment, social dialogue, labour law, gender equality
Regions and countries covered: Asia, Viet Nam
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Code of Conduct on Sexual Harassment in the Workplace Brochure
Key resources
Occupational safety and health country profile: Viet Nam
See also
Publication
Viet Nam Code of Conduct on Sexual Harassment in the Workplace [pdf 1012KB]
News
Government, employers and trade union commit to tackling workplace sexual harassment
© 1996-2022 International Labour Organization (ILO) | Copyright and permissions | Privacy policy | Fraud alert | Disclaimer
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Language:English
Score: 820119.8
-
www.ilo.org/hanoi/Infor...WCMS_370968/lang--en/index.htm
Data Source: un
Workplace compliance is the concrete result that workers, employers and governments
seek to achieve together through a set of strategies, actions and policies to improve
working conditions, productivity, competitiveness, and social development, whilst
considering the diverse development levels of all countries.
(...) The common goals of the ILO and the AICESIS were highlighted in the joint cooperation
agreement concluded in 2012, the Hague Declaration on workplace compliance aims at
giving effect to the agreement and mobilizing ESC-SIs on this strategic issue.
(...) We request the ILO, as a strategic partner, to consider the following action:
Promote exchange of experience amongst tripartite constituents with the support of broad platforms, including ESCs-SIs, in the formulation and implementation of
integrated workplace compliance strategies, including in global supply chains;
Analyse the trends on workplace compliance in the world, including in global supply chains, and provide policy tools and training to support national processes
of social dialogue;
Offer expertise to help ESCs-SIs to formulate strategies that aim at strengthening capacities of their members, especially the social partners, on workplace
compliance.
Language:English
Score: 820119.8
-
www.ilo.org/wcmsp5/grou...enericdocument/wcms_421263.pdf
Data Source: un
Babatunde Ipaye describes a pattern of relative workplace equality in Nigeria which is very different from Charles Goolsby's description of marked gender inequality in low-pay workplaces in the USA. (...) Provided we acknowledge local diversity, there are issues that can and should be taken up on an international basis.
2. TYPES OF WORKPLACES
The postings mention at least five different types of workplaces. (...) FORMS OF GENDER INEQUALITY IN THE WORKPLACE
Workplace gender inequality is multidimensional - it is not a single problem.
Language:English
Score: 820119.8
-
https://www.un.org/womenwatch/...en-boys2003/reports/week1.html
Data Source: un
Compliance
Code of Conduct gives Viet Nam hope to address workplace sexual harassment, protecting workers and benefiting business
A new Code of Conduct developed with ILO support is expected to help the Government, employers and workers in Viet Nam identify sexual harassment in the workplace, prevent and address it through practical guidance which is missing in the laws.
(...) “The ILO will stand side by side with Viet Nam in the process of improving the legal gaps in dealing with this sensitive issue in the workplace for both workers’ benefits and business sense.”
(...) Tags: sexual harassment, social dialogue, labour law, gender equality
Regions and countries covered: Asia, Viet Nam
Tools
This content is available in
tiếng Việt
A
A+
A++
Print
Share this content
in
Code of Conduct on Sexual Harassment in the Workplace Brochure
Key resources
Occupational safety and health country profile: Viet Nam
See also
Publication
Viet Nam Code of Conduct on Sexual Harassment in the Workplace [pdf 1012KB]
News
Government, employers and trade union commit to tackling workplace sexual harassment
© 1996-2022 International Labour Organization (ILO) | Copyright and permissions | Privacy policy | Fraud alert | Disclaimer
Skip to top
Language:English
Score: 820119.8
-
https://www.ilo.org/hanoi/Info...WCMS_370968/lang--en/index.htm
Data Source: un
Under this year’s banner of ‘Mental health in the workplace’, the day seeks to raise awareness of mental health issues in the workplace and support initiatives that promote better mental health.
The 2017 workplace theme is based on an understanding that we spend a significant part of our adult lives at work – however this environment can have both positive and negative impacts on a person’s mental health.
Increased workload pressures and responsibilities, poor management and organizational culture and workplace harassment or bullying can significantly impact on a person’s mental health, leading to depression or anxiety.
Language:English
Score: 819521.2
-
https://www.who.int/micronesia...0-2017-world-mental-health-day
Data Source: un
Under this year’s banner of ‘Mental health in the workplace’, the day seeks to raise awareness of mental health issues in the workplace and support initiatives that promote better mental health.
The 2017 workplace theme is based on an understanding that we spend a significant part of our adult lives at work – however this environment can have both positive and negative impacts on a person’s mental health.
Increased workload pressures and responsibilities, poor management and organizational culture and workplace harassment or bullying can significantly impact on a person’s mental health, leading to depression or anxiety.
Language:English
Score: 819521.2
-
https://www.who.int/kiribati/n...0-2017-world-mental-health-day
Data Source: un
The ILO Code: 10 Key Principles
Recognition of HIV/AIDS as a workplace issue
Non-discrimination on the basis of real or perceived HIV status
Gender equality must be an integral consideration in a workplace response
Healthy work environment for all concerned parties
Social dialogue in developing and implementing a workplace strategy
No screening for purposes of exclusion from employment
Confidentiality of HIV-related personal information
Continuation of employment relationship
Prevention strategies in the workplace
Care and support for infected and affected workers
In 2007, ILO’s constituents decided that the time had come to raise the HIV response in the world of work to a different level through the development and adoption of an international labour standard on HIV and AIDS and the world of work, The aim was to ensure optimal utilization of the potential of the workplace in the global, regional and national responses towards universal access to prevention, treatment, care and support.
(...) ILO accelerated its workplace response in 2003, mainly in partnership with the United States Department of Labor and the Organization of Petroleum Exporting Countries. (...) As a result of these initiatives, several countries, including Belize, Guyana and Trinidad and Tobago have adopted national workplace policies on HIV and AIDS and established sustainable workplace programmes.
Language:English
Score: 819479.3
-
www.ilo.org/caribbean/a...ction/aaids/lang--en/index.htm
Data Source: un
The ILO Code: 10 Key Principles
Recognition of HIV/AIDS as a workplace issue
Non-discrimination on the basis of real or perceived HIV status
Gender equality must be an integral consideration in a workplace response
Healthy work environment for all concerned parties
Social dialogue in developing and implementing a workplace strategy
No screening for purposes of exclusion from employment
Confidentiality of HIV-related personal information
Continuation of employment relationship
Prevention strategies in the workplace
Care and support for infected and affected workers
In 2007, ILO’s constituents decided that the time had come to raise the HIV response in the world of work to a different level through the development and adoption of an international labour standard on HIV and AIDS and the world of work, The aim was to ensure optimal utilization of the potential of the workplace in the global, regional and national responses towards universal access to prevention, treatment, care and support.
(...) ILO accelerated its workplace response in 2003, mainly in partnership with the United States Department of Labor and the Organization of Petroleum Exporting Countries. (...) As a result of these initiatives, several countries, including Belize, Guyana and Trinidad and Tobago have adopted national workplace policies on HIV and AIDS and established sustainable workplace programmes.
Language:English
Score: 819479.3
-
https://www.ilo.org/caribbean/...ction/aaids/lang--en/index.htm
Data Source: un
