ITF violence free workplaces 4 women


ILO Convention

ILO Violence and Harassment Convention and the COVID-19 crisis

C190 – Violence and Harassment Convention that promises a world of work that is free of violence and harassment came into existence during the ILO centenary year, on June 21st 2019.

This Convention was won when we did not know that we would be living through COVID 19 – a health and economic crisis that is severely impacting our world of work.   The Pandemic has intensified the already existing discrimination and violence in the world of work. The marginalised, minority and other vulnerable groups including informal and migrant workers are facing disproportionate impacts of the virus, making this inclusive Convention a crucial instrument to protect workers rights.

ILO Convention 190 addresses violence and harassment including gender-based violence in the world of work for all workers.

Convention 190 is an instrument to protect and promote rights of all workers against violence and harassment including gender based violence, during this crisis and beyond.

The convention 190 applies to all sectors, whether private or public, both in the formal and informal economy, and whether in urban or rural areas. (Article 2)

Having said that, it’s important to note that women workers – who are over-represented in the informal economy, precarious work, and in gender-segregated roles, especially in male-dominated sectors like transport – are facing specific and additional impacts of the pandemic. They are often working in the frontline in customer-facing roles like ticket sellers, cabin crew, cleaners, conductors and airport workers with increased vulnerability to violence, health and economic impacts during the Pandemic. 

Violence and harassment in the world of work 

There has been a global surge in domestic violence incidents and reports. One of the reasons being the overnight change of physical workplace as many countries are/have been in complete lockdown, leaving many survivors isolated in their homes with their abuser.  

Addressing the cause of the dramatic increase in domestic violence during the pandemic, Barb Macquarie from the DV@Work network states that  ‘Isolation is already an established tactic of domestic violence abusers even outside of a pandemic context’

According to a recent national study led by transport unions in India, in which 15,561 people shared their personal experiences of domestic violence, a response that resonated throughout was my workplace was the only place that kept me sane and helped me cope when I was facing domestic violence at home’.

ILO Convention 190 recognises domestic violence as a workplace issue, and states that employers, governments and unions shall take appropriate measures to recognise and mitigate the impacts of domestic violence in the world of work. (C190 Preamble, Article 10(f), Recommendation core principle, III(18).

Read here how employers can extend support to workers vulnerable to domestic violence during the Pandemic, on DV@Work network website. 

Increased risk of violence at workplace Women were already under-represented in male dominated sectors and are further isolated in their workplace during this Pandemic due to massive reductions in labour force participation – temporary or permanent – or through border closures leaving millions of workers stranded.

For example – More than 200,000 seafarers including women who have finished their contracts aboard the world’s ships and they want to go home. Government restrictions on travel and transit have prevented them from doing so during the Covid-19 pandemic.  This isolation during time of crisis has  increased the vulnerability to violence in the workplace for women.

The same risks, along with increased exposure to the virus, exist for customer-facing workers in urban transport.  For women of color, immigrant women or women with disabilities there are intersecting impacts, one fatal example happened when a black women railway worker in London died after being spat on at work by a man who said he had the virus.

ILO Convention 190 applies to violence and harassment in the world of work occurring in the course of, linked with or arising out of work.  This includes the commute to and from work and  employer-provided accommodation. Article  3 (a), (e), (f), and equips the workers to address a workplace crisis like this in the framework of Violence and harassment.

The world of work is being redefined every day 

Work-related communications, through information and communication technologies – already part of our world of work – has increased because of the Pandemic.  There is a rapid shift in ways of working including online meetings, digitalisation/e-offices, to adapt to the challenges of remote working during the Pandemic. There is an increased risk of harassment and violence in these new ways of working including cyber bullying and trolling.

C190 includes violence and harassment in the world of work occurring in the course of, linked with or arising out of work including in work-related communications, including those enabled by information and communication technologies; (Convention 190, Article 3 d)

Occupational health and safety As a result of the gender-segregated nature of the transport industry, women are concentrated on the frontlines of this pandemic in customer-facing and cleaning roles with a higher risk of infection and psychological impacts. This increased exposure, combined with a lack of adequate and appropriate personal protective equipment (PPE) and no psychological support to process the experiences of customer anxiety, fatal risks at workplace, increased stress at home due to risk to the family, and the fact that women also make up the majority of precarious workers, means that women transport workers will disproportionately suffer the negative impacts of the coronavirus crisis.

We are lacking PPE kits and fear carrying the virus home, so we try to keep our children away from us. Even with these challenges, we feel proud to play an important role maintaining cleanliness for everyone.” – Railway worker, India

Convention C190 recognises violence and harassment and associated psychosocial risks as health and safety risk and states that steps should be taken by governments in consultation with representative employers’ and workers’ organisations, to ensure that violence & harassment  are integrated in relevant national policies, including by extending or adapting existing occupational safety and health measures. (Convention 190 – Article 9,11,12)

Visibility of women workers and inclusion in the COVID-19 response 

As we know COVID-19 will have a long-term impact on the global economy, and the most vulnerable groups that are being affected first, will also be the groups that will be affected most, including women.

Backed by research by Professor Tessa Wright on gender and male-dominated industries including transport, we know that strategies for improving the status of women workers succeed when positive gender action forms part of core project objectives and due diligence, with particular opportunities linked to public finance, and private finance for public infrastructure and service delivery.

As we navigate through pandemic, governments have essential responsibility in rebuilding the economy.  With substantial economic stimulus through public and private funds, it’s vital that gender justice is integrated within core investment criteria. The relief fund, economic policies, unemployment benefits need to be informed through the gender lens to make it truly inclusive. Thus it’s critical to ensure a gender lens is applied to COVID-19 response including through gender impact assessments.

Recommendation No. 206 recognises the importance of data. It calls upon states to make efforts to collect and publish statistics disaggregated by sex, forms of violence and harassment, and sector of economic activity, as well as by characteristics of groups in vulnerable situations. This is necessary to inform and monitor policy responses to prevent and address violence and harassment in the world of work (Para. 22 R206).

The Convention 190 provides a roadmap for a just, safe work environment and equality for all workers, which is critical for sustainability of businesses as the ILO highlights ‘violence and harassment is incompatible with the promotion of sustainable enterprises and impacts negatively on the organisation of work, workplace relations, worker engagement, enterprise reputation, and productivity’ (Convention 190 Preamble). Thus the Convention is also central to rebuilding the global economy. 

Find more about the ITF demand for Women transport workers’ rights and COVID-19 here.  

The ITUC has  produced a number of materials including:

  • Social media graphics and GIFs
  • FAQs
  • Mini guide to C190
  • Sample letter for lobbying governments

All the material are available at:

To know more about ITF C190 Campaign, to share information about ratification action by your union or government, or to get involved, write to us at 

Featured post

‘Domestic Violence and the Workplace: A Qualitative Study with Men’

Domestic violence and the workplace

When workers are experiencing or engaging in violence at home, the impact is felt in the workplace. Historically, workplace policies on violence and harassment have been limited to workplace issues, however with global evidential studies and new policies, including ILO Convention 190 (on violence and harassment in the world of work), domestic violence is increasingly recognised as a workplace issue, as it impacts not only individuals and families, but also communities and society as a whole. When workers are experiencing or engaging in domestic violence, its impacts resonate in the workplace – affecting employment, productivity, and health and safety.

In 2019, the ITF conducted a qualitative study with male perpetrators of domestic violence in the state of Maharashtra, India – working with the Pune based NGO SAMYAK (Samyak is a Communication and Resource Centre on gender, masculinities, health and development) – to understand how work is impacted by domestic violence. This is the first ever study in Asia/Pacific that highlights the link between domestic violence and its impact at work. The study had its own set of challenges and constraints because of the sensitivity of the issue.

Alongside this study, unions in India, with support from the ITF, are leading a national study on understanding the impacts of domestic violence at work from a survivor’s perspective.  Read more here about this groundbreaking study.  Email to find out more about research on domestic violence at work.

A full report of this qualitative study with men will be available soon!

Some of the key findings from the study are:

1. Male respondents feel pressurised by patriarchal social norms to ‘perform’ control over women and children in their family.

“….. my grandfather and my father did control women in our family… I feel that I also need to control my wife to maintain the tradition and keep our family intact”.

2. Male respondents justify their actions of domestic violence, power and control.  Almost all respondents agreed with the statement that ‘men should control their wives’ and gave various reasons for their entitlement to this behaviour.

“If man is under stress, he commits violence. If woman does any mistake in household work then it’s okay to beat her”.

“It is a family… such incidences are going to happen…not a big deal. A man can slap his wife if she does any mistake”.

Text Box: Almost all male respondents agreed with the statement that ‘men should control their wives’.

“It is a family… such incidences are going to happen…not a big deal. A man can slap his wife if she does any mistake”.

3. Male respondents associate domestic violence with physical and verbal forms of abuse and do not recognize emotional abuse, economic abuse, sexual abuse or coercively controlling behavior as forms of violence.

“There is only one reason behind violence and that is sex.  Wife is not our enemy.  Everyone uses their wife for having sex.  If you ask her for sex and she refuse it then what can we do?  We are men, we give all things to her, give bread to her, then she should satisfy us.  Otherwise what reason we have wife?”.

4. Male respondents are negatively affected at work by their perpetration of domestic violence.  Stories shared by respondents show that engaging in domestic violence has a range of mild to severe consequences for their work performance and productivity at the workplace.

“I got suspended because of the negligence on the duty, as I was mentally disturbed due to violence committed by me against my wife I was sent on mandatory leave.”

This image has an empty alt attribute; its file name is screen-shot-2020-03-08-at-9.03.11-pm-2.png

“I prefer not to go on duty when I am not in good mental condition. I have to face the consequences of that. My seniors report against me. It has happened 2-3 times before and now I prefer to stay at home instead of risking the life of people”.

5. Workplace accidents caused by male respondents impacted by their perpetration of domestic violence, put the safety of passengers and fellow employees at risk and are a significant cost to the employer.

“As I committed domestic violence against my spouse, I dashed my bus against a car…”

Text Box: …absenteeism, poor performances, distraction at work, accidents at work - are the cost of domestic violence that are paid by employer.

“It impacts on my driving, if I have some family tension that I do mistakes while driving. It goes wrong. Can’t concentrate in work in such situation…. Nothing else”.

“I can’t concentrate at work. Once I met an accident while there were passengers on board. Me and passenger got injured in that accident.”

“I had a fight with my mother before leaving home. I went to work but forgot to check the vehicle. I directly started it. There were many passengers on board. Later I realized that the breaks of that bus vehicle were not working properly. I got so tensed but somehow, I managed to stop the vehicle and no injury happened to the passengers. But in that incidence a road side lamb died under the vehicle”.

6. Male respondents need a safe space at work to share their problems, talk about their experiences and seek professional counselling support. The majority of respondents shared that they prefer not to talk about their stress with anyone and prefer to deal with it at a personal level.  However, if provided with an appropriate service, they would be willing to seek professional counselling support at the workplace. They had the opinion that such support at the workplace might help reduce their engagement in domestic violence, reduce stress and create a more productive and safe work environment.

“Availability of counseling facility at the workplace will help me to manage the stress. It may also help me control my violent behaviours at home.”

“There is no help available. I have no option but to stay calm”.

“There are not such facilities available at workplace. I talk with my colleagues about my problems and nothing else”.

Domestic Violence and the World of Work

Domestic violence is increasingly recognised as an issue that impacts not only individuals and families, but also communities and society as a whole. When workers are involved in or affected by domestic violence, its impacts resonate in the workplace – affecting employment, productivity, and health and safety.

Women are at a higher risk of losing their job when they are facing domestic violence, as it can directly impact on their work, which further compounds their vulnerability. In some cases, domestic violence can follow them to work. It enters the workplace in a range of ways – from harassment and violence happening at work (by co-workers or external perpetrators), stress on co-workers, to death in the workplace for workers and others.

“Living with abuse at home is so terrifying. But when I became viewed as a bad employee and (my) job changed, then I had to leave and move away, nothing in (my) life felt safe anymore.” – Woman worker facing domestic violence

On the other hand, being employed is a key pathway to leaving a violent relationship. The financial security that employment affords can allow women to escape the isolation of an abusive relationship, and maintain, as far as possible, their home and standard of living, both for themselves, and their children. The workplace provides positive opportunities to disrupt domestic violence, keep women safe and support them to live lives free of violence.

Domestic violence also has a significant economic cost to work, as established by the outcomes of national studies on domestic violence at work conducted in 10 countries globally

“I was thinking about the relationship. I didn’t have my mind on what I was doing driving an 18000-pound forklift. I spilled one of the bumps of lumber and it broke open. I had to do a lot more work to put it back (and) wasted (a lot of) time.” – Male worker engaging in domestic violence 

National domestic violence at work studies

Globally, employers and governments for the longest time have not recognized the link between domestic violence and the workplace.

However, labour unions have been playing an important role in breaking the culture of silence. Since 2011, 10 countries around the world, including countries in South Asia, have conducted large–scale national studies on domestic violence in the workplace.

These national studies have revealed consistent outcomes, and the results show the  impacts of domestic violence in the workplace. The studies conducted in these countries have been catalysts for policy reforms.

Why unions are conducting a national study in India

The transport unions in India have recognised the need and potential for advocacy work on the issue of domestic violence and setting employer accountability to address the impacts, however, there is a lack of evidence and data in India on this issue.  The national study being conducted by transport unions, which was launched in November 2019, is the first study in India that will highlight the links between domestic violence and its impact in the world of work.

If policies are not gender sensitive and inclusive, there is grave danger that levels of domestic violence will worsen and women’s participation in the workforce will decrease. Against a backdrop of worsening violence against women in the country, it’s the apt time to bridge the data gap on domestic violence and its impacts on the workplace and to reform policies.

The new ILO Convention 190 on the elimination of violence and harassment in the world of work recognises domestic violence as a workplace issue – noting that it “can affect employment, productivity and health and safety, and that governments, employers’ and workers’ organisations and labour market institutions can help, as part of other measures, to recognise, respond to and address the impacts of domestic violence.”

The national study will therefore also create a foundation for lobbying the government to ratify ILO Convention 190.

Trade unions in India are calling for support across sectors to conduct this national study, and from the results to shape an advocacy campaign and to lobby the government for legal reforms, including ratification of the ILO Violence and Harassment Convention, 2019 (No. 190).  

To find out more email:

ما هو ميثاق منظّمة العمل الدوليّة رقم 190 والتوصية 206؟

ميثاق منظّمة العمل الدوليّة 190 (سي 190) والمعزَّز بالتوصية 206 فيما يخصّ إنهاء العُنف والتحرّش في عالم العمل، لعام 2019، هو حدثٌ رئيسيّ سيحدّد شكل إصلاحات العمل بشكلٍ عالميّ. وهو المعيار العالمي الأوّل المُلزم قانونيّاً للعاملين والذي يتعامل مع قضيّة العنف في العمل لوحدها ويعترف بالعنف المبني على نوع الجنس

وهو مثالٌ ممتاز عن القوّة والفرص التي تمنحها ثلاثيّة الأطراف، والتي هي آليّة مكّنت من تبنّي C190 كمعيارٍ دوليّ عمليّ وتقدميّ وشامل حقا. وينصّ الميثاق بوضوح على أن الجميع لديهم الحقّ بعالمٍ يكون فيه العمل خالٍ من العنف والتحرّش

الميثاق 190 والمعزَّز بالتوصية رقم 206 هو أوّل معيار عالمي مُلزم قانونيّاً للعاملين ويتعامل مع قضيّة العنف في العمل لوحدها

حضر حوالي 6300 وفداً يُمثّلون الحكومات والعمال وأصحاب العمل من الدول الـ 178 الأعضاء في الوكالة مؤتمر العمل الدوليّ الذي عُقد في جنيف في سنة الذكرى المائة لمنظمة العمل الدوليّة (ILO) من 10 – 21 يونيو 2019. ومن أصل الـ 476 وفداً الذين لديهم حقّ التصويت، صوّت 439 لتبنّي المعيار، وصوّت سبعة ضدّه وامتنع ثلاثون عن التصويت. وقد ساهمت هذه الأصوات في وجود هذا المعيار الدولي التاريخيّ

كيف وصلنا إلى هُنا ؟

 الميثاق 190 هو معيار دوليّ تأخّر إصدارُه. إذ أنّ مشكلة مواجهة العنف في العمل أصبحت جزءاً من جدول أعمال منظمة العمل الدوليّة في عام 2015، بعد حملة عالميّة مُستمرّة وبعد الضغط من قبل النقابات العالميّة ومنظّمات المجتمع المدني. خلال الحملة لتأمين الميثاق، قامت النقابات المُنتسبة للـ ITF في كلّ المناطق بتقديم مُشاركات هامّة، من خلال الضغط الوطني على الحكومات وتنظيم الحملات لرفع الوعي والدعم وتأمين أدلّة حول تأثير العنف ضد النساء العاملات بالنقل. وكان لنساء الـ ITF وفدٌ قويّ في مُناقشات مؤتمر العمل الدوليّ في 2018 و 2019، الأمر الذي لعب دوراً هامّاً ضمن مجموعة العمل لتحقيق اللغة الحاسمة لعمال النقل .

ILC 2018 

ماذا يتضمّن الميثاق ؟

 لقد تمّ الفوز بالميثاق عندما كانت حركات عالميّة مثل#Metoo (مي تو) و#Timesup (تايمز آب) تُغيّر النماذج في كيفيّة استجابتنا لقضيّة العُنف وكيفيّة انخراطنا مع المؤسسات بخصوص قضيّة العُنف وكيفيّة تحديدنا للمساءلة مؤكّدين أن الصعيد الشخصيّ هو صعيدٌ سياسي! يواجه ميثاق منظمة العمل الجديد الحاجة للمُساءَلة ويخلق آليّةً لاستجابةٍ مؤسّساتيّة نحو العُنف .

 ومن أجل القيام بذلك، فإنّ الميثاق 190 يقوم بثلاثة أشياءَ مُهمّة:

أولاً، إنّه يُحدّد معنى العُنف والتحرّش – الحدّ الفاصل بين العنف والتحرّش عادةً ما يكونُ غيرَ واضِح. يُحدّد الميثاق التحرّش والعُنف تحت تعريفٍ واحد ويرى ذلك على أنّه نطاق من السلوكيّات. كما أنّه يتضمّن العنف والتحرّش القائمين على نوع الجنس.

بعد ذلك، فإنّه يتعامل مع من يتم حمايتُهم بموجب الميثاق ­– يعرّف هذا الميثاق الشامل حقاً حقّ الجميع بعالمٍ عملٍ خالٍ من العنف والتحرّش. ويغطّي المُتدرّبين والمُتطوّعين والباحثين عن العمل بالإضافة إلى الموظفين. إضافةً إلى ذلك، فهو ينطبق على كلّ القطّاعات سواء كانت خاصّة أم عامّة في كلّ من الاقتصاد الرسمي وغير الرسميّ وفي المناطق الحضريّة والريفيّة. ويتم الاعتراف بالنّقل بشكلٍ خاص.

كما أنّه ينظر إلى ماهيّة مكان العمل – ويوضّح أن عالم العمل يمتدّ إلى ما بعد مكان العمل، ويتضمّن الحوادث في سياق العمل أو المرتبطة به أو الناشئة عنه، بما في ذلك الأماكن التي يستخدم فيها العمال مرافق الصرف الصحّي وأثناء انتقالِهم من وإلى العمل. وهذا إنجازٌ هام لكلّ عمّال النقل.

كذلك الأمر، فالميثاق يتطرق للعنف من الأطراف الخارجيّة لضمان المُساءلة. وهذا أمرٌ هامّ مع تغيّر طبيعة الأعمال، ومع نمو اقتصاد العمل المُستقلّ بسرعة ووجود عددٍ كبيرٍ جدّاً من العمال غير المُنظّمين. كما أنّه يعترف بتأثير العُنف المنزلي وبالحاجة إلى تخفيف تأثير العنف المنزلي على عالم العمل.

 ما الذي نحتاج إليه الآن؟

 لقد قطعنا شوطاً طويلاً وهناك الكثير مما علينا الاحتفال بإنجازه، لكنّ عملنا بعيد من أن يكتمل بعد! الميثاق هو فرصة تاريخيّة لتحديد شكل مُستقبل عملٍ مبنيّ على الكرامة والاحترام وخالٍ من العنف والتحرّش. ولجعل هذه الوثيقة القويّة حقيقةً حيّة، نحن بحاجة مُصادقة الحكومات وتطبيقها لكلّ من الميثاق والتوصية. ونحن بحاجة للاستمرار بالضغط على المُصادقة الواسعة للميثاق.

 كيف نقومُ بذلك؟

 تحتاج حملة المُصادقة لأن تكون راسخة في الأفعال المحليّة للضغط على الحكومات. كما أنّنا بحاجة لبذل جهودٍ مُستمرّة لنشر الوعي وللعمل الجماعي مع التحالفات ولدمج لغة الميثاق في سياسات النقابات وفي اتّفاقيات أماكن العمل خاصّتنا. يجب علينا أيضاً الاستفادة من كلّ فرصة لبدء حوار بخصوص الميثاق 190!


En quoi la Convention 190 et la Recommandation 206 de l’OIT consistent-elles ?

Celebration ILC 2019

La Convention 190 (C190) de l’OIT, complétée par la Recommandation 206, porte sur l’élimination de la violence et du harcèlement dans le monde du travail. Adoptée en 2019, elle revêt une dimension historique et façonnera les futures réformes du droit du travail partout dans le monde. Il s’agit de la première norme internationale contraignante traitant uniquement de la violence au travail, et reconnaissant la violence sexiste.

Cette norme constitue un excellent exemple de la puissance et de la pertinence du tripartisme, mécanisme ayant permis l’adoption de la C190 en tant qu’instrument international véritablement inclusif, progressiste et concret. La Convention reconnaît explicitement que toute personne a droit à un monde du travail exempt de violence et de harcèlement !

La Convention 190, complétée par la Recommandation 206, est la première norme internationale contraignante traitant uniquement de la violence au travail.

Près de 6 300 délégués, représentant les gouvernements, les travailleurs et les employeurs des 178 États membres de cette agence des Nations Unies, ont assisté à la Conférence internationale du travail tenue à Genève l’année du Centenaire de l’Organisation internationale du travail (OIT) du 10 au 21 juin 2019. Sur les 476 délégués disposant du droit de vote, 439 ont voté pour l’adoption de la norme, sept ont voté contre, et 30 se sont abstenus. Ces votes ont permis de donner naissance à cette norme internationale historique.

Quelle est la genèse de cette norme ?

 La Convention 190 est une norme internationale attendue depuis longtemps. La lutte contre la violence au travail a été inscrite à l’ordre du jour de l’OIT en 2015, après une longue campagne mondiale de pressions des Syndicats mondiaux et des organisations de la société civile. Les affiliés de l’ITF ont grandement contribué à cette campagne, en exerçant des pressions au niveau national sur les gouvernements, en sensibilisant et en ralliant des soutiens, et en fournissant des preuves de l’impact de la violence à l’égard des travailleuses des transports. Les Femmes de l’ITF étaient très bien représentées aux débats de la CIT en 2018 et 2019, et ont joué un rôle important au sein du Groupe des travailleurs pour obtenir une formulation correspondant aux besoins des travailleuses et travailleurs des transports.

ILC 2018

Qu’inclut-elle ?

 Cette Convention a été décrochée à une époque où des mouvements mondiaux comme #Metoo et #Timesup faisaient bouger les lignes de la réponse à la violence, de l’engagement auprès des institutions à ce sujet, et de la responsabilité de réaffirmer que « ce qui est privé est politique ». La nouvelle norme de l’OIT entend ce besoin de responsabilité et instaure un mécanisme de réponse institutionnelle à la violence.

Pour ce faire, la Convention 190 s’articule en trois grands axes :

  • Premièrement, elle définit la violence et le harcèlement – la limite entre les deux étant souvent floue. La Convention définit le harcèlement et la violence sous une seule définition et les considère comme un ensemble de comportements. Elle inclut également la violence et le harcèlement fondés sur le genre.
  • Ensuite, elle précise à qui s’applique sa protection – cette Convention véritablement inclusive reconnaît le droit de toute personne à un monde du travail exempt de violence et de harcèlement. Elle protège les salariés, mais aussi les stagiaires et apprentis, les bénévoles et les demandeurs d’emploi. En outre, elle s’applique à tous les secteurs, public ou privé, dans l’économie formelle ou informelle, en zone urbaine ou rurale. Les transports sont tout particulièrement mis en exergue.
  • Enfin, elle décrit ce qui constitue un lieu de travail – et précise clairement que le monde du travail dépasse le cadre du lieu de travail, et qu’elle s’applique à la violence et au harcèlement s’exerçant à l’occasion, en lien ou du fait travail – y compris sur les lieux où la personne utilise des installations sanitaires, et pendant les trajets entre le domicile et le lieu de travail. Il s’agit d’une victoire considérable pour l’ensemble des travailleuses et travailleurs des transports.

La Convention prend aussi en compte la violence impliquant des tiers. Cet aspect est crucial compte tenu de la nature changeante des emplois, de la croissante rapide de l’économie des petits boulots et du très grand nombre de travailleuses et travailleurs non syndiqués. Elle reconnaît aussi les effets de la violence domestique et le besoin d’atténuer son impact dans le monde du travail.

 De quoi avons-nous besoin maintenant ?

Nous venons de loin et avons de nombreuses raisons de nous réjouir, mais il reste beaucoup de chemin à parcourir ! La Convention constitue l’occasion historique de façonner l’avenir du travail dans la dignité et le respect, sans violence ni harcèlement. Pour que ce document puissant devienne une réalité concrète, nous avons besoin que les gouvernements ratifient et mettent en œuvre la Convention et la Recommandation. Nous devons continuer à exercer des pressions en faveur d’une ratification de la Convention à grande échelle.

Comment y parvenir ?

 La campagne de ratification doit s’appuyer sur des actions locales de lobby auprès des gouvernements. Nous devons poursuivre nos efforts pour accroître la sensibilisation, nouer des alliances pour œuvrer collectivement, et intégrer la formulation de la Convention dans les politiques syndicales et nos accords sur les lieux de travail. Nous devons mettre à profit tous les moyens possibles d’amorcer un dialogue sur la Convention 190 !

What is the ILO Convention 190 and Recommendation 206?

Celebration ILC 2019

ILO Convention 190 (C190) supplemented by Recommendation 206 concerning the elimination of violence and harassment in the world of work, 2019 is a milestone that will shape future labour reforms globally. It is the first legally binding international standard for workers, which deals solely with the issue of violence at work, and recognises gender-based violence.

It is an excellent example of the power and opportunity of tripartism, a mechanism, which enabled the adoption of C190 as a truly inclusive, progressive and practical international standard. The Convention makes it clear that everyone has a right to a world of work free from violence and harassment!

Convention 190, supplemented by Recommendation 206, is the first ever legally binding international standard for workers, which deals solely with the issue of violence at work.

Around 6,300 delegates, representing governments, workers and employers from the agency’s 178 member states, attended the International Labour Conference held in Geneva in the centenary year of the International Labour Organisation (ILO) from 10-21 June 2019. Of the 476 delegates given voting rights, 439 voted for the adoption of the standard, seven voted against, and 30 abstained. These votes brought this historic international standard into existence.

How did we get here?

 Convention 190 is an international standard that was long overdue. The issue of addressing violence at work became part of the ILO agenda in 2015, after a continuous global campaign and lobbying by Global Unions and civil society organisations. In the campaign to secure the Convention, ITF affiliates in all regions made a significant contribution, through national lobbying of governments, campaigning to raise awareness and support, and providing evidence about the impact of violence against women transport workers. ITF Women had a strong delegation at the ILC discussions in 2018 and 2019, playing an important role within the workers’ group to achieve the language that is critical for transport workers.

ILC 2018

What does it include?

The Convention was won at a time when global movements like #Metoo and #Timesup have been shifting the paradigm of how we respond to the issue of violence, how we engage with institutions on the issue of violence, and how we set accountability reaffirming that personal is political! The new ILO standard addresses the need for accountability and creates a mechanism for an institutional response to violence.

 In order to do that, Convention 190 does three important things:

  • Firstly, it defines what violence and harassment means – the line between violence and harassment is often blurred. The Convention defines harassment and violence under one definition and sees it as a range of behaviours. It also includes gender-based violence and harassment.
  • Then, it deals with who is protected by the Convention – this truly inclusive Convention identifies the right of everyone to a world of work free from violence and harassment. It covers interns, volunteers and job seekers along with employees. Furthermore, it applies to all sectors, whether private or public, both in the formal and informal economy, and in urban or rural areas. Transport is particularly recognised.
  • And it looks at what a workplace is – and makes it clear that the world of work goes beyond the workplace, and includes incidents in the course of, linked with or arising out of work – including places where the worker uses sanitary facilities, and when commuting to and from work. This is a significant achievement for all transport workers.

The Convention also addresses third party violence to ensure accountability. This is crucial with the changing nature of jobs, the rapidly growing gig economy and a very large number of unorganised workers. It also recognises the effects of domestic violence and the need to mitigate the impact of domestic violence in the world of work.

 What do we need now?

We have come a long way and there is a lot to celebrate, but our work is far from over! The Convention is a historic opportunity to shape a future of work based on dignity and respect, free from violence and harassment. To make this powerful document a living reality, we need governments to ratify and implement the Convention and Recommendation. We need to continue lobbying for broad ratification of the Convention.

 How do we do it?

 The ratification campaign needs to be rooted in local actions to lobby governments. We need to make continued efforts to spread awareness, to work collectively with alliances, and to integrate the Convention’s language in union policies and in our workplace agreements. We should utilise every opportunity to start a dialogue about Convention 190!


Что такое Конвенция № 190 и Рекомендация № 206 МОТ?

Celebration ILC 2019

Конвенция № 190, дополненная Рекомендацией № 206 МОТ, об искоренении насилия и домогательства в сфере труда, 2019 г., является вехой, которая будет определять будущие реформы в сфере труда в глобальном масштабе. Это первый юридически обязательный международный стандарт для трудящихся, касающийся исключительно проблемы насилия в сфере труда и признающий факт гендерного насилия.

Она является прекрасным примером влияния и возможностей трипартизма – механизма, который позволил утвердить Конвенцию № 190 как действительно всеобъемлющий, прогрессивный и применимый на практике международный стандарт. Конвенция ясно дает понять, что каждый человек имеет право на мир труда, свободный от насилия и домогательств!

Конвенция № 190, дополненная Рекомендацией № 206 МОТ, является первым юридически обязательным международным стандартом для наемных работников, касающимся исключительно проблемы насилия в сфере труда.

Около 6 300 делегатов, представляющих правительства, трудящихся и работодателей из 178 государств-членов МОТ, приняли участие в Международной конференции труда, состоявшейся в Женеве в год столетия Международной организации труда (МОТ) в период 10-21 июня 2019 года. Из 476 делегатов, имеющих право голоса, 439 проголосовали за принятие стандарта, семь проголосовали против и 30 воздержались. Эти голоса обеспечили появление на свет этого исторического международного стандарта.

Как мы этого добились?

Конвенция № 190 является международным стандартом, который давно ждали. Вопрос о решении проблемы насилия в сфере труда стал частью повестки дня МОТ в 2015 году в результате продолжительной глобальной кампании и лоббирования Глобальными профсоюзами и организациями гражданского общества. Значительный вклад в кампанию за принятие Конвенции внесли членские профсоюзы МФТ во всех регионах посредством национального лоббирования правительств, проведения кампаний за повышение степени осведомленности и поддержки, а также предоставления свидетельств воздействия насилия в отношении женщин-транспортников. Отдел женщин-транспортников МФТ направлял представительную делегацию, участвовавшую в дискуссиях в рамках МКТ в 2018 и 2019 годах и игравшую важную роль в составе Группы трудящихся, добиваясь формулировок, имеющих жизненно важное значение для работников транспорта.

ILC 2018

Что она в себя включает?

 Принятия Конвенции удалось добиться в тот момент, когда глобальные движения, такие как #Metoo и #Timesup, привели к сдвигам в системе взглядов и понятий о том, как мы реагируем на проблему насилия, как мы взаимодействуем с институтами власти по проблеме насилия, и как мы определяем ответственность, подтверждая, что личное – это политический вопрос! В новом стандарте МОТ рассматривается необходимость ответственности и содержится механизм для институционального реагирования на насилие.

 Для этого Конвенция № 190 делает три важных вещи:

  • Во-первых, в ней дается определение того, что означает насилие и домогательство – грань между насилием и домогательством часто размыта. Конвенция определяет домогательство и насилие как одно целое и рассматривает его как тип поведения. Это также включает в себя гендерное насилие и домогательство.
  • Затем в ней рассматривается, кого защищает Конвенция – эта действительно всеобъемлющая Конвенция определяет право каждого человека на мир труда, свободный от насилия и домогательств. Она распространяется на стажеров, волонтеров и лиц, ищущих работу, а также на наемных работников. Кроме того, она применяется ко всем секторам, будь то частные или государственные, как в формальном, так и неформальном секторе экономики, как в городских, так и в сельских районах, и, в частности, к транспорту. Транспорт особо отмечен в новой конвенции.
  • В ней также рассматривается, что такое рабочее место, и поясняется, что сфера труда выходит за рамки рабочего места и включает в себя происшествия в ходе работы, связанные или возникающие в связи с работой, в том числе места, где работник пользуется санитарно-техническими сооружениями, и при поездках на работу и с работы. Это значительное достижение для всех работников транспорта.

В Конвенции также рассматривается насилие со стороны третьих лиц с целью обеспечения их привлечения к ответственности. Это приобретает решающее значение в условиях изменяющегося характера рабочих мест, быстро растущей гиг-экономики и очень большого числа неорганизованных в профсоюзы работников. В ней также признаются последствия домашнего насилия и необходимость смягчения воздействия домашнего насилия в сфере труда.

Что нам нужно сейчас?

 Мы прошли долгий путь, и нам есть, что праздновать, но наша работа еще далека от завершения! Конвенция предоставляет историческую возможность формировать будущее сферы труда на основе достоинства и уважения, свободное от насилия и домогательств. Для того, чтобы этот документ с широкими возможностями стал живой реальностью, нам необходимо, чтобы правительства ратифицировали и осуществляли данную Конвенцию и Рекомендацию. Нам необходимо продолжать лоббировать широкую ратификацию этой Конвенции.

 Как мы это делаем?

 Кампания за ратификацию должна содержать в своей основе действия на местах по лоббированию правительств. Нам необходимо предпринимать постоянные усилия для распространения информации, коллективно работать с альянсами, а также интегрировать формулировки Конвенции в профсоюзную политику и в коллективные договоры наших предприятий. Мы должны использовать любую возможность, чтобы начать диалог о Конвенции № 190!



¿Qué son el Convenio 190 y la Recomendación 206 de la OIT?

Celebration ILC 2019El Convenio 190 (C190) de la Organización Internacional del Trabajo (OIT) sobre la eliminación de la violencia y el acoso en el mundo del trabajo (2019), complementado por la Recomendación 206, representa todo un hito que influirá en las futuras reformas laborales de todo el mundo. Se trata de la primera norma internacional del trabajo jurídicamente vinculante que aborda de forma exclusiva la problemática de la violencia en el trabajo y reconoce la violencia de género.

Estamos ante un excelente ejemplo del poder y las oportunidades que brinda el tripartismo, el mecanismo de la OIT que permitió la adopción del C190 como norma internacional verdaderamente inclusiva, progresista y práctica. Este convenio deja claro que toda persona tiene derecho a un mundo laboral libre de violencia y acoso.

El Convenio 190 de la OIT, complementado por la Recomendación 206, es la primera norma internacional del trabajo jurídicamente vinculante que aborda de forma exclusiva la problemática de la violencia.

Unos 6.300 representantes de Gobiernos, trabajadores y empleadores de los 178 Estados miembros de la OIT asistieron a la Conferencia Internacional del Trabajo celebrada en Ginebra del 10 al 21 de junio de 2019, coincidiendo con el centenario de esta organización. De los 476 delegados y delegadas con derecho a voto, 439 votaron a favor de la adopción de la norma, siete votaron en contra y 30 se abstuvieron. Este resultado puso en marcha el histórico C190.

¿Cómo lo logramos?

El Convenio 190 es una norma internacional que debería haberse adoptado hace mucho tiempo. La OIT incluyó en su agenda la problemática de la violencia en el trabajo en 2015, a raíz de una campaña mundial y el cabildeo constante de la Agrupación Global Unions y de organizaciones de la sociedad civil. Los sindicatos afiliados a la ITF de todas las regiones del mundo contribuyeron de manera significativa a la campaña para conseguir el convenio, ejerciendo presión sobre sus respectivos Gobiernos nacionales, lanzando campañas de sensibilización y apoyo y aportando pruebas sobre las repercusiones de la violencia contra las trabajadoras del transporte. El Departamento de las Mujeres de la ITF envió una nutrida delegación a las deliberaciones de la CIT en 2018 y 2019, que jugó un papel importante dentro del Grupo de los Trabajadores para lograr una redacción del texto del C190 que respondiera a las necesidades de los trabajadores y las trabajadoras del transporte.

ILC 2018

¿Qué incluye el C190?

El convenio se obtiene en un momento en que movimientos de alcance mundial como #MeToo y #TimesUp han ido cambiando el paradigma de cómo responder a la violencia, cómo relacionarse con las instituciones ante el problema de la violencia y cómo establecer una cadena de responsabilidades que reafirme que lo personal es político. Esta nueva norma de la OIT aborda la necesidad de rendir cuentas y crea un mecanismo que permite dar una respuesta institucional a la violencia.

Para ello, el Convenio 190 hace tres cosas importantes:

  • En primer lugar, define qué son la violencia y el acoso. La línea divisoria entre la violencia y el acoso suele ser borrosa. El convenio incluye el acoso y la violencia bajo una misma definición y los considera como una gama de comportamientos. También incluye la violencia y el acoso por razón de género.
  • A continuación establece quién está protegido por el convenio. Este convenio auténticamente inclusivo identifica el derecho de toda persona a un entorno laboral exento de violencia y acoso. Además de a los empleados, cubre a las personas que trabajan como becarios o voluntarios y a los demandantes de empleo. Y se aplica a todos los sectores, privados o públicos, en la economía formal y en la informal, y en las zonas urbanas o rurales. El transporte está especialmente reconocido.
  • Por último, explica qué se entiende por lugar de trabajo. El C190 deja claro que el mundo laboral se extiende más allá del lugar de trabajo y abarca los incidentes que puedan producirse en el transcurso del trabajo, que estén relacionados con este o que se deriven de él —incluidos los incidentes ocurridos en lugares en los que los trabajadores utilizan instalaciones sanitarias y durante los desplazamientos hacia y desde el trabajo—. Este es un logro significativo para todos los trabajadores y las trabajadoras del transporte.

El convenio aborda, además, la violencia de terceros, para garantizar la asunción de responsabilidades. Esto es crucial dada la naturaleza cambiante de los empleos, el rápido crecimiento de la economía de las microtareas y el gran número de trabajadores no sindicalizados. También reconoce las repercusiones de la violencia doméstica y la necesidad de mitigar su impacto en el mundo laboral.

¿Qué necesitamos ahora?

Hemos recorrido un largo camino y tenemos mucho que celebrar, pero ¡nos queda aún mucho por hacer! El convenio nos brinda una oportunidad histórica para configurar un futuro del trabajo basado en la dignidad y el respeto, libre de violencia y acoso. Para que este poderoso documento se convierta en una realidad tangible, es necesario que los Gobiernos ratifiquen y apliquen el convenio y la recomendación. Debemos seguir presionando para que se ratifique ampliamente el convenio.

¿Cómo lo hacemos?

La campaña a favor de la ratificación del C190 debe basarse en acciones locales, que consigan presionar a los Gobiernos. Necesitamos realizar un esfuerzo continuado de concientización, trabajar colectivamente a través de alianzas e integrar el lenguaje utilizado en el texto del convenio en las políticas sindicales y en nuestros acuerdos de empresa. ¡Debemos aprovechar todas las oportunidades que se presenten para iniciar un diálogo sobre el Convenio 190!


The ILO questionnaire is out; have your say!

ITUC campaign toolkit (2).pngA new international treaty is possible on violence at work – to support trade union campaign activity and collective bargaining efforts where you live and work.

The ILO questionnaire about the proposed convention on violence and harassment against women and men in the world of work has now been circulated to trade union national centres, governments, and employer bodies. The questionnaire can be found on the ITUC campaign page, or on page 109 of the law and practice report which offers legal analysis of law and practice in 80 countries. Remember, neither Global Union Federations (like the ITF) or individual trade unions are invited to complete the questionnaire. Responses are expected to come from trade union national centres (along with employer bodies and governments).

However, for trade unions, it’s important to read the questionnaire, know what is being asked and take information on women transport worker to your trade union national centre. It may be that you submit a version for your national centre to consider or that your work on the questionnaire together with them. It’s important for unions to build sustainable relationships with their national centres, investing in cooperation and alliance building to provide a unified response to the ILO. If you are unable to connect with your national centre directly, you can contact the ITUC who will assist.

The ITUC campaign toolkit (shown above) gives advice on how to engage with employer bodies and governments and provides model answers to assist trade union national centres in their responses to the ILO questionnaire.

The questionnaire will include questions concerning:
• what form a possible new instrument(s) should take;
• the scope of the new instrument(s), i.e., what such instrument(s) should cover;
• whether the instrument(s) should specifically address the gender dimensions of violence in the world of work; and
• how wide the definition of the world of work should be

The questionnaire responses will form the basis of the background report for the ILC discussion next year. In the mean time it’s important that ITF affiliated trade unions continue their campaigns and lobby national centres and governments with evidence of gender-based violence in the transport sector and show the impact on workers, particularly women.

ITF lobbying guidance can be found at our ITF Take Action Toolkit

ITF_Factsheet_ILO 10Things

ITF_Guidance_Lobby your NC

10 wichtige Infos_DE

Lobbyarbeit bei nationalen Dechverbänden_DE

10 coisas que precisa de saber_PT

Fazendo lobby a favor do seu centro nacional_PT

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