Latest items for ERBG-LAW-2
March 5, 2025, 8:35 p.m.
Countries: Ecuador
Variables: ERBG-LAW-2
"Regulations to eradicate discrimination in the workplace, issued by the Ministry of Labour, came into force in 2017. They establish discrimination on the grounds of sex, gender, gender identity and sexual orientation of the worker concerned" (7). "Article 18 of the Organic Act on Labour Justice and Recognition of Work in the Home, issued on 9 October 2017, establishes penalties for dismissal due to discrimination: 'In the event of dismissal due to discrimination because of a worker’s status as an older person or their sexual orientation, among other cases of discrimination, the worker shall be entitled to additional compensation amounting to one year’s salary, but shall not be entitled to...more
Variables: ERBG-LAW-2
"Regulations to eradicate discrimination in the workplace, issued by the Ministry of Labour, came into force in 2017. They establish discrimination on the grounds of sex, gender, gender identity and sexual orientation of the worker concerned" (7). "Article 18 of the Organic Act on Labour Justice and Recognition of Work in the Home, issued on 9 October 2017, establishes penalties for dismissal due to discrimination: 'In the event of dismissal due to discrimination because of a worker’s status as an older person or their sexual orientation, among other cases of discrimination, the worker shall be entitled to additional compensation amounting to one year’s salary, but shall not be entitled to...more
March 4, 2025, 6:02 p.m.
Countries: Japan
Variables: ERBG-LAW-2
"The low numbers underline the uphill struggle Japan’s government faces in reaching its target of having women in at least 30% of executive roles by the end of the decade. The proportion of senior women in business remains low even under the government’s wider definition of 'executive', which includes corporate officers, as well as directors, auditors and executive officers” (para 3-4). "The proportion of senior women in business remains low even under the government’s wider definition of “executive”, which includes corporate officers, as well as directors, auditors and executive officers” (para 5).
Variables: ERBG-LAW-2
"The low numbers underline the uphill struggle Japan’s government faces in reaching its target of having women in at least 30% of executive roles by the end of the decade. The proportion of senior women in business remains low even under the government’s wider definition of 'executive', which includes corporate officers, as well as directors, auditors and executive officers” (para 3-4). "The proportion of senior women in business remains low even under the government’s wider definition of “executive”, which includes corporate officers, as well as directors, auditors and executive officers” (para 5).
March 3, 2025, 9:03 p.m.
Countries: China
Variables: ERBG-LAW-2
"The Civil Code, which establishes civil liability for sexual harassment and requires employers to set up preventive mechanisms and provide timely remedies (article 1010), in May 2020" (Page 2). "The Guidance on Promoting Workplace Gender Equality to compel employers to comply with relevant laws and regulations to ensure female workers’ rights, in 2019" (Page 2). "Amend the provisions to introduce a positive obligation for employers to take measures to prevent and respond to sexual harassment in the workplace, and take steps to provide victims of gender-based violence with prompt and effective access to a remedy" (Page 17). "However, it notes with concern the persistent gender pay gap despite the inclusion...more
Variables: ERBG-LAW-2
"The Civil Code, which establishes civil liability for sexual harassment and requires employers to set up preventive mechanisms and provide timely remedies (article 1010), in May 2020" (Page 2). "The Guidance on Promoting Workplace Gender Equality to compel employers to comply with relevant laws and regulations to ensure female workers’ rights, in 2019" (Page 2). "Amend the provisions to introduce a positive obligation for employers to take measures to prevent and respond to sexual harassment in the workplace, and take steps to provide victims of gender-based violence with prompt and effective access to a remedy" (Page 17). "However, it notes with concern the persistent gender pay gap despite the inclusion...more
Feb. 28, 2025, 7:18 p.m.
Countries: China
Variables: ERBG-LAW-2
"Article 1010 of the Civil Code of the People’s Republic of China stipulates that employers and schools must take reasonable steps to prevent sexual harassment. The new law now contains specific provisions against sexual harassment that are based on the Civil Code. 1. Clarifying the Forms of Sexual Harassment: The new law specifies that sexual harassment of a woman against her will by means of spoken words, texts, images, and physical behaviors is prohibited. (Art. 23.) 2. Specifying the Obligations of Employers, Schools, and Hotels: The new law outlines in detail employers’ obligations to prevent sexual harassment, including formulating rules against sexual harassment, designating bodies and personnel responsible for preventing...more
Variables: ERBG-LAW-2
"Article 1010 of the Civil Code of the People’s Republic of China stipulates that employers and schools must take reasonable steps to prevent sexual harassment. The new law now contains specific provisions against sexual harassment that are based on the Civil Code. 1. Clarifying the Forms of Sexual Harassment: The new law specifies that sexual harassment of a woman against her will by means of spoken words, texts, images, and physical behaviors is prohibited. (Art. 23.) 2. Specifying the Obligations of Employers, Schools, and Hotels: The new law outlines in detail employers’ obligations to prevent sexual harassment, including formulating rules against sexual harassment, designating bodies and personnel responsible for preventing...more
Feb. 20, 2025, 3:43 p.m.
Countries: United Arab Emirates
Variables: ERBG-LAW-2
"Based on our review, the United Arab Emirates guarantees equal pay for equal work between women and men. However, legislation fails to guarantee the stronger provision of equal pay for work of equal value that is outlined in Article 11 of the Convention. We did not identify any provisions that explicitly prohibit sex-based discrimination in other dimensions of work including employment opportunities, vocational training, promotions or demotions, and terminations" (3). "Based on our systematic review of national legislation, Law No. 4/2019 amended the Penal Code to generally prohibit sexual harassment by anyone with functional authority. We commend the United Arab Emirates for recently taking this important step in protecting women...more
Variables: ERBG-LAW-2
"Based on our review, the United Arab Emirates guarantees equal pay for equal work between women and men. However, legislation fails to guarantee the stronger provision of equal pay for work of equal value that is outlined in Article 11 of the Convention. We did not identify any provisions that explicitly prohibit sex-based discrimination in other dimensions of work including employment opportunities, vocational training, promotions or demotions, and terminations" (3). "Based on our systematic review of national legislation, Law No. 4/2019 amended the Penal Code to generally prohibit sexual harassment by anyone with functional authority. We commend the United Arab Emirates for recently taking this important step in protecting women...more
Feb. 20, 2025, 3:09 p.m.
Countries: Mauritania
Variables: ERBG-LAW-2
"Our systematic review of national legislation did not identify any legislative provisions that protect women from workplace sexual harassment in Mauritania" (3, 4).
Variables: ERBG-LAW-2
"Our systematic review of national legislation did not identify any legislative provisions that protect women from workplace sexual harassment in Mauritania" (3, 4).
Feb. 8, 2025, 12:06 p.m.
Countries: United States
Variables: ERBG-LAW-2
"Gov. Jay Inslee signed the measure, which creates safer working conditions for people in the adult entertainment industry and makes it possible for the clubs to sell alcohol. . .The new law requires training for employees in establishments to prevent sexual harassment, identify and report human trafficking, de-escalate conflict and provide first aid. It also mandates security workers on site, keypad codes on dressing rooms and panic buttons in places where entertainers may be alone with customers" (par. 2, 4). "Most dancers in the state are independent contractors who are paid by customers and then msut pay club fees every shift, Zack-Wu said. The new law limits the fees owners...more
Variables: ERBG-LAW-2
"Gov. Jay Inslee signed the measure, which creates safer working conditions for people in the adult entertainment industry and makes it possible for the clubs to sell alcohol. . .The new law requires training for employees in establishments to prevent sexual harassment, identify and report human trafficking, de-escalate conflict and provide first aid. It also mandates security workers on site, keypad codes on dressing rooms and panic buttons in places where entertainers may be alone with customers" (par. 2, 4). "Most dancers in the state are independent contractors who are paid by customers and then msut pay club fees every shift, Zack-Wu said. The new law limits the fees owners...more
Feb. 6, 2025, 7:05 p.m.
Countries: Morocco
Variables: ERBG-LAW-2
"The Employment Code has enshrined the principle of non-discrimination on the basis of sex in employment, wages, promotion and all other labour-related benefits" (12). "It [Labour Code] prohibits discrimination on the basis of sex in work. It affirms the right of women to join unions and take part in their management (article 9). In case of violation of this provision, article 12 provides for a fine of between 15,000 and 30,000 dirhams. It prohibits discrimination in wages for work of equal value (article 346), sexual harassment and the employment of women in dangerous occupations (article 181). It provides for the protection of women during night work (article 172). It provides...more
Variables: ERBG-LAW-2
"The Employment Code has enshrined the principle of non-discrimination on the basis of sex in employment, wages, promotion and all other labour-related benefits" (12). "It [Labour Code] prohibits discrimination on the basis of sex in work. It affirms the right of women to join unions and take part in their management (article 9). In case of violation of this provision, article 12 provides for a fine of between 15,000 and 30,000 dirhams. It prohibits discrimination in wages for work of equal value (article 346), sexual harassment and the employment of women in dangerous occupations (article 181). It provides for the protection of women during night work (article 172). It provides...more
Feb. 5, 2025, 4:44 p.m.
Countries: Morocco
Variables: ERBG-LAW-2
"A law that took effect in 2018, Law No. 19-12, provides domestic workers with labor protections, including mandatory contracts and days off, minimum age, minimum wage, and maximum working hours guarantees. It imposes fines on employers who violate the law, and prison sentences for some repeat offenders. Despite these positive measures, the new law offers less protection to domestic workers than the Moroccan Labor Code does for all other workers. The new law allows a maximum of 48 hours of work a week for adult domestic workers, compared with 44 for other workers, and sets a minimum wage 40 percent lower than the minimum wage for jobs in manufacturing, commerce,...more
Variables: ERBG-LAW-2
"A law that took effect in 2018, Law No. 19-12, provides domestic workers with labor protections, including mandatory contracts and days off, minimum age, minimum wage, and maximum working hours guarantees. It imposes fines on employers who violate the law, and prison sentences for some repeat offenders. Despite these positive measures, the new law offers less protection to domestic workers than the Moroccan Labor Code does for all other workers. The new law allows a maximum of 48 hours of work a week for adult domestic workers, compared with 44 for other workers, and sets a minimum wage 40 percent lower than the minimum wage for jobs in manufacturing, commerce,...more
Feb. 3, 2025, 9:51 p.m.
Countries: China
Variables: ERBG-LAW-2
"Although Chinese law prohibits gender discrimination in hiring, job discrimination remains widespread" (6). "Discriminatory job advertisements violate Chinese law" (6). "Labor Law (劳动法), the Law on the Protection of Women’s Rights and Interests (妇女权益保障法), the Employment Promotion Law (就业促进法), and the Provisions on Employment Services and Employment Management (就业服务与就业管理规定) all prohibit discrimination on the grounds of gender" (6). "One measure included banning job advertisements that specify a requirement or preference for a gender" (6-7). "In June 2020, the National People’s Congress, China’s rubberstamped parliament, introduced a civil code that, for the first time, defines sexual harassment and states that perpetrators can be held liable, though it is vague on what...more
Variables: ERBG-LAW-2
"Although Chinese law prohibits gender discrimination in hiring, job discrimination remains widespread" (6). "Discriminatory job advertisements violate Chinese law" (6). "Labor Law (劳动法), the Law on the Protection of Women’s Rights and Interests (妇女权益保障法), the Employment Promotion Law (就业促进法), and the Provisions on Employment Services and Employment Management (就业服务与就业管理规定) all prohibit discrimination on the grounds of gender" (6). "One measure included banning job advertisements that specify a requirement or preference for a gender" (6-7). "In June 2020, the National People’s Congress, China’s rubberstamped parliament, introduced a civil code that, for the first time, defines sexual harassment and states that perpetrators can be held liable, though it is vague on what...more
Jan. 29, 2025, 7:35 p.m.
Countries: Costa Rica
Variables: ERBG-LAW-2
"The Committee welcomes the progress achieved since the consideration in 2017 of the State party’s seventh periodic report (CEDAW/C/CRI/7) in undertaking legislative reforms, in particular the adoption of the following… (d) Reforms to Law No. 7476 against Sexual Harassment or Harassment in Employment and Teaching, in 2021" (1-2). "The Committee notes that the revised Labour Code (2022) now provides for eight days of paid paternity leave for the private sector, as well as the adoption of Law No. 9677 (2019) for the Protection of Equal Pay for Women and Men and the recent introduction of the national care policy for 2021–2031, which seeks to progressively implement a system of care...more
Variables: ERBG-LAW-2
"The Committee welcomes the progress achieved since the consideration in 2017 of the State party’s seventh periodic report (CEDAW/C/CRI/7) in undertaking legislative reforms, in particular the adoption of the following… (d) Reforms to Law No. 7476 against Sexual Harassment or Harassment in Employment and Teaching, in 2021" (1-2). "The Committee notes that the revised Labour Code (2022) now provides for eight days of paid paternity leave for the private sector, as well as the adoption of Law No. 9677 (2019) for the Protection of Equal Pay for Women and Men and the recent introduction of the national care policy for 2021–2031, which seeks to progressively implement a system of care...more
Jan. 28, 2025, 8:03 p.m.
Countries: Denmark
Variables: ERBG-LAW-2
"Despite the challenges to ensure gender equality in all fields and in both the private and public sphere, the Danish Government continuously step back from invoking article 4 and apply affirmative action as a temporary measure and driver to reach equality" (2). "Danish Women’s Society recognises the Danish Model where the labour market parties negotiate the terms and conditions for employment through collective bargaining and agreements. However, by not providing clear guidance and in the absence of a robust legal framework, the government can avoid taking responsibility for the significant pay gap between men and women that exists on the Danish labour market. In the public system the government is...more
Variables: ERBG-LAW-2
"Despite the challenges to ensure gender equality in all fields and in both the private and public sphere, the Danish Government continuously step back from invoking article 4 and apply affirmative action as a temporary measure and driver to reach equality" (2). "Danish Women’s Society recognises the Danish Model where the labour market parties negotiate the terms and conditions for employment through collective bargaining and agreements. However, by not providing clear guidance and in the absence of a robust legal framework, the government can avoid taking responsibility for the significant pay gap between men and women that exists on the Danish labour market. In the public system the government is...more
Jan. 28, 2025, 7:59 p.m.
Countries: Costa Rica
Variables: ERBG-LAW-2
"Between 2017 and 2020, 40 laws were passed on the protection of rights in relation to human trafficking, violence, sexual harassment in the street, employment, vulnerable populations, family relations, international conventions, the sharing of family responsibilities, statutory limitations on criminal prosecution for sexual offences, and equal pay, among others" (4). "Studies have also been carried out on the situation of specific groups of women in the country, including one conducted in 2019 entitled 'Proposed occupational profile of domestic workers in Costa Rica', which was used as an input by the National Wages Council of Costa Rica and other entities in their efforts to close gender-based wage gaps" (8). "The Government...more
Variables: ERBG-LAW-2
"Between 2017 and 2020, 40 laws were passed on the protection of rights in relation to human trafficking, violence, sexual harassment in the street, employment, vulnerable populations, family relations, international conventions, the sharing of family responsibilities, statutory limitations on criminal prosecution for sexual offences, and equal pay, among others" (4). "Studies have also been carried out on the situation of specific groups of women in the country, including one conducted in 2019 entitled 'Proposed occupational profile of domestic workers in Costa Rica', which was used as an input by the National Wages Council of Costa Rica and other entities in their efforts to close gender-based wage gaps" (8). "The Government...more
Jan. 23, 2025, 6:57 p.m.
Countries: South Korea
Variables: ERBG-LAW-2
"Feminists are now busy brainstorming ways to put an end to the witch hunts. One clear answer is legal change. In South Korea there is no blanket anti-discrimination law to protect women and prevent them being fired for their views" (para 56).
Variables: ERBG-LAW-2
"Feminists are now busy brainstorming ways to put an end to the witch hunts. One clear answer is legal change. In South Korea there is no blanket anti-discrimination law to protect women and prevent them being fired for their views" (para 56).
Jan. 23, 2025, 4:51 p.m.
Countries: Gabon
Variables: ERBG-LAW-2
"Our systematic review of national legislation as of August 2016 shows that Gabon broadly prohibits workplace discrimination on the basis of sex, in addition to explicitly guaranteeing equal pay for work of equal value on the basis of sex, and explicitly protecting women form retaliatory action for reporting discrimination. However, we found no legislative provision protecting women from discrimination in hiring, promotions/demotions, vocational training at work, or terminations. We also found no legislative provision prohibiting indirect discrimination on the basis of sex. Finally, while Gabon’s legislation prohibits dismissal or reprisal on the grounds of pregnancy or childbirth, we found no explicit legislative protections from discriminatory dismissals on the grounds of...more
Variables: ERBG-LAW-2
"Our systematic review of national legislation as of August 2016 shows that Gabon broadly prohibits workplace discrimination on the basis of sex, in addition to explicitly guaranteeing equal pay for work of equal value on the basis of sex, and explicitly protecting women form retaliatory action for reporting discrimination. However, we found no legislative provision protecting women from discrimination in hiring, promotions/demotions, vocational training at work, or terminations. We also found no legislative provision prohibiting indirect discrimination on the basis of sex. Finally, while Gabon’s legislation prohibits dismissal or reprisal on the grounds of pregnancy or childbirth, we found no explicit legislative protections from discriminatory dismissals on the grounds of...more
Jan. 17, 2025, 11:50 a.m.
Countries: Cambodia
Variables: ERBG-LAW-2
"Article 172 of Cambodian Labor Law imposes an obligation on managers and employers to 'watch over good behavior and decency 'of women' and prohibits 'sexual violation.' However, 'sexual violation' is undefined and there are no further provisions with respect to penalties, sanctions or preventative measures. The Penal Code defines sexual harassment as 'an act that a person abuses the power which was vested to him/her in his/her functions in order to put pressure again and again on other persons in exchange for sexual favor.' However, this does not address sexual harassment that falls outside of the 'quid pro quo harassment,' and which would apply more broadly to horizontal relationships. Similarly,...more
Variables: ERBG-LAW-2
"Article 172 of Cambodian Labor Law imposes an obligation on managers and employers to 'watch over good behavior and decency 'of women' and prohibits 'sexual violation.' However, 'sexual violation' is undefined and there are no further provisions with respect to penalties, sanctions or preventative measures. The Penal Code defines sexual harassment as 'an act that a person abuses the power which was vested to him/her in his/her functions in order to put pressure again and again on other persons in exchange for sexual favor.' However, this does not address sexual harassment that falls outside of the 'quid pro quo harassment,' and which would apply more broadly to horizontal relationships. Similarly,...more
Jan. 16, 2025, 10:50 a.m.
Countries: Honduras
Variables: ERBG-LAW-2
"In relation to the recommendation contained in paragraph 11, regarding the adoption of a comprehensive definition of discrimination against women in legislation, in line with the Convention, the year 2020 saw the entry into force of the new Criminal Code, criminalizing discrimination on grounds of ideology; religion; beliefs; language; ethnicity or race; national, indigenous or African descent; sex; sexual orientation or gender identity; gender; marital status; family or economic situation; age; and illness or disability, and establishing penalties and fines for public officials and individuals or legal persons who commit this offence in the course of their business activities" (7-8). "With regard to paragraph 35 (b), to close the gender...more
Variables: ERBG-LAW-2
"In relation to the recommendation contained in paragraph 11, regarding the adoption of a comprehensive definition of discrimination against women in legislation, in line with the Convention, the year 2020 saw the entry into force of the new Criminal Code, criminalizing discrimination on grounds of ideology; religion; beliefs; language; ethnicity or race; national, indigenous or African descent; sex; sexual orientation or gender identity; gender; marital status; family or economic situation; age; and illness or disability, and establishing penalties and fines for public officials and individuals or legal persons who commit this offence in the course of their business activities" (7-8). "With regard to paragraph 35 (b), to close the gender...more
Jan. 10, 2025, 2:45 p.m.
Countries: Pakistan
Variables: ERBG-LAW-2
"The home-based workers started approaching Labour Department officials, the Social Security Institute, and the Workers Welfare Board with their concerns about wage payments and social security" (par. 7). "The result of their advocacy, the Sindh Home-Based Workers Act, 2018, was a significant achievement: it gives homeworkers legal recognition as “employees” and has widespread implications as it applies to all sectors and has the potential to reach many home-based workers. The Act gives approximately 5 million home-based workers in Sindh the right to unionize and bargain collectively, social protection, and access dispute resolution mechanisms" (par. 11).
Variables: ERBG-LAW-2
"The home-based workers started approaching Labour Department officials, the Social Security Institute, and the Workers Welfare Board with their concerns about wage payments and social security" (par. 7). "The result of their advocacy, the Sindh Home-Based Workers Act, 2018, was a significant achievement: it gives homeworkers legal recognition as “employees” and has widespread implications as it applies to all sectors and has the potential to reach many home-based workers. The Act gives approximately 5 million home-based workers in Sindh the right to unionize and bargain collectively, social protection, and access dispute resolution mechanisms" (par. 11).
Jan. 10, 2025, 2:32 p.m.
Countries: Malawi
Variables: LRW-LAW-1, LRW-LAW-2, ERBG-LAW-2
"Malawi has a Gender Equality Act that prohibits sexual harassment with a penalty of 1 million kwacha (approximately $974) and a five-year jail term. But it has barely been enforced and information about it is hardly disseminated in rural areas" (par. 29).
Variables: LRW-LAW-1, LRW-LAW-2, ERBG-LAW-2
"Malawi has a Gender Equality Act that prohibits sexual harassment with a penalty of 1 million kwacha (approximately $974) and a five-year jail term. But it has barely been enforced and information about it is hardly disseminated in rural areas" (par. 29).
Jan. 8, 2025, 3:34 p.m.
Countries: Tajikistan
Variables: ERBG-LAW-2
"Equal pay must be accorded for equal work" (p. 3). "The Labour Code of Tajikistan prohibits discrimination in labour relations (article 7). All citizens have equal opportunities in the area of labour relations. Any distinction, exclusion or preference, or denial of employment on grounds of gender, resulting in violation of equality of opportunity in the area of employment, is prohibited. Distinctions in the labour sphere based on the special requirements of certain types of work or the State’s special concern for persons requiring enhanced social protection (women, minors, persons with disabilities) do not constitute discrimination. Persons who consider that they have been subjected to discrimination in employment may institute legal...more
Variables: ERBG-LAW-2
"Equal pay must be accorded for equal work" (p. 3). "The Labour Code of Tajikistan prohibits discrimination in labour relations (article 7). All citizens have equal opportunities in the area of labour relations. Any distinction, exclusion or preference, or denial of employment on grounds of gender, resulting in violation of equality of opportunity in the area of employment, is prohibited. Distinctions in the labour sphere based on the special requirements of certain types of work or the State’s special concern for persons requiring enhanced social protection (women, minors, persons with disabilities) do not constitute discrimination. Persons who consider that they have been subjected to discrimination in employment may institute legal...more
Jan. 4, 2025, 11:59 a.m.
Countries: South Korea
Variables: ERBG-LAW-2
"The low numbers underline the uphill struggle Japan’s government faces in reaching its target of having women in at least 30% of executive roles by the end of the decade. The proportion of senior women in business remains low even under the government’s wider definition of 'executive', which includes corporate officers, as well as directors, auditors and executive officers” (para 3-4). "The proportion of senior women in business remains low even under the government’s wider definition of “executive”, which includes corporate officers, as well as directors, auditors and executive officers” (para 5).
Variables: ERBG-LAW-2
"The low numbers underline the uphill struggle Japan’s government faces in reaching its target of having women in at least 30% of executive roles by the end of the decade. The proportion of senior women in business remains low even under the government’s wider definition of 'executive', which includes corporate officers, as well as directors, auditors and executive officers” (para 3-4). "The proportion of senior women in business remains low even under the government’s wider definition of “executive”, which includes corporate officers, as well as directors, auditors and executive officers” (para 5).
Dec. 13, 2024, 3:39 p.m.
Countries: India
Variables: ERBG-LAW-2
"In 1997, India’s Supreme Court issued guidelines intended to prevent sexual harassment in the workplace. hose rules stemmed from the 1992 rape of a social worker, Bhanwari Devi, who tried to stop the marriage of a nine-month-old child. A bill to put the guidelines into law was proposed in 2007. It was approved six years later in 2013, a year after the gang-rape of the young physiotherapy student in New Delhi, who came to be known as Nirbhaya, or fearless" (para 7-8). "The top court also set up a national task force to recommend safety measures to protect medics, who are often subject to violence and abuse" (para 12).more
Variables: ERBG-LAW-2
"In 1997, India’s Supreme Court issued guidelines intended to prevent sexual harassment in the workplace. hose rules stemmed from the 1992 rape of a social worker, Bhanwari Devi, who tried to stop the marriage of a nine-month-old child. A bill to put the guidelines into law was proposed in 2007. It was approved six years later in 2013, a year after the gang-rape of the young physiotherapy student in New Delhi, who came to be known as Nirbhaya, or fearless" (para 7-8). "The top court also set up a national task force to recommend safety measures to protect medics, who are often subject to violence and abuse" (para 12).more
Dec. 5, 2024, 4:37 p.m.
Countries: Norway
Variables: ERBG-LAW-2
"The Committee welcomes the...amendments to the Equality and Anti-Discrimination Act to strengthen the duty of public authorities and employers to promote gender equality and to report on it and to authorize the Equality and Anti-Discrimination Tribunal to enforce the prohibition of sexual harassment, in 2020...[and] electronic guide for preventing and addressing sexual harassment in the workplace, in 2018" (2). "The Committee welcomes the indication by the delegation that the Government is currently working on a white paper on sexual harassment to be submitted to Parliament in 2024" (11).
Variables: ERBG-LAW-2
"The Committee welcomes the...amendments to the Equality and Anti-Discrimination Act to strengthen the duty of public authorities and employers to promote gender equality and to report on it and to authorize the Equality and Anti-Discrimination Tribunal to enforce the prohibition of sexual harassment, in 2020...[and] electronic guide for preventing and addressing sexual harassment in the workplace, in 2018" (2). "The Committee welcomes the indication by the delegation that the Government is currently working on a white paper on sexual harassment to be submitted to Parliament in 2024" (11).
Nov. 29, 2024, 3:11 p.m.
Countries: South Korea
Variables: ERBG-LAW-2
"The low numbers underline the uphill struggle Japan’s government faces in reaching its target of having women in at least 30% of executive roles by the end of the decade. The proportion of senior women in business remains low even under the government’s wider definition of 'executive', which includes corporate officers, as well as directors, auditors and executive officers” (para 3-4). "The proportion of senior women in business remains low even under the government’s wider definition of “executive”, which includes corporate officers, as well as directors, auditors and executive officers” (para 5).
Variables: ERBG-LAW-2
"The low numbers underline the uphill struggle Japan’s government faces in reaching its target of having women in at least 30% of executive roles by the end of the decade. The proportion of senior women in business remains low even under the government’s wider definition of 'executive', which includes corporate officers, as well as directors, auditors and executive officers” (para 3-4). "The proportion of senior women in business remains low even under the government’s wider definition of “executive”, which includes corporate officers, as well as directors, auditors and executive officers” (para 5).
Nov. 16, 2024, 9:46 p.m.
Countries: Taiwan
Variables: LRW-LAW-1, ERBG-LAW-2
"On July 13, Taiwan’s cabinet proposed harsher penalties for perpetrators of sexual harassment and increased support for survivors under the three existing gender equality laws" (para 5).
Variables: LRW-LAW-1, ERBG-LAW-2
"On July 13, Taiwan’s cabinet proposed harsher penalties for perpetrators of sexual harassment and increased support for survivors under the three existing gender equality laws" (para 5).
Nov. 16, 2024, 4:01 p.m.
Countries: South Korea
Variables: ERBG-LAW-2
"An anti-stalking law passed the congress in 2021, more than 20 years after the first such bill was proposed. New amendments to laws on sexual violence have criminalized filming or distributing videos and pictures of someone against their will" (Para 5). Despite the victim reporting Jeon's repeated stalking, harassment, and illegal filming, the court denied an arrest warrant, allowing the threats to continue and ultimately resulting in her workplace murder. This case highlights how inadequate legal protections against stalking and workplace violence can deter women from pursuing certain jobs due to safety concerns (UST - CODERS COMMENT)
Variables: ERBG-LAW-2
"An anti-stalking law passed the congress in 2021, more than 20 years after the first such bill was proposed. New amendments to laws on sexual violence have criminalized filming or distributing videos and pictures of someone against their will" (Para 5). Despite the victim reporting Jeon's repeated stalking, harassment, and illegal filming, the court denied an arrest warrant, allowing the threats to continue and ultimately resulting in her workplace murder. This case highlights how inadequate legal protections against stalking and workplace violence can deter women from pursuing certain jobs due to safety concerns (UST - CODERS COMMENT)
Nov. 12, 2024, 6:08 p.m.
Countries: Japan
Variables: ERBG-LAW-2
"The low numbers underline the uphill struggle Japan’s government faces in reaching its target of having women in at least 30% of executive roles by the end of the decade. The proportion of senior women in business remains low even under the government’s wider definition of 'executive', which includes corporate officers, as well as directors, auditors and executive officers” (para 3-4). "The proportion of senior women in business remains low even under the government’s wider definition of “executive”, which includes corporate officers, as well as directors, auditors and executive officers” (para 5).
Variables: ERBG-LAW-2
"The low numbers underline the uphill struggle Japan’s government faces in reaching its target of having women in at least 30% of executive roles by the end of the decade. The proportion of senior women in business remains low even under the government’s wider definition of 'executive', which includes corporate officers, as well as directors, auditors and executive officers” (para 3-4). "The proportion of senior women in business remains low even under the government’s wider definition of “executive”, which includes corporate officers, as well as directors, auditors and executive officers” (para 5).
Nov. 12, 2024, 1:32 p.m.
Countries: Latvia
Variables: ERBG-LAW-2
"The Committee welcomes the progress achieved...in particular the adoption of the following…[a]mendments to the Labour Law, strengthening the equal treatment of women and men in employment, from 2006 to 2018" (1-2). "The Committee welcomes the amendments to the Labour Law to strengthen the equal treatment of women and men in employment and consider harassment as a form of discrimination. It also takes note of the inclusive employment guidelines for the period 2015–2020, which are aimed at promoting equal opportunities in the labour market for all persons, regardless of age, gender or disability, and have overcoming the gender pay gap as one of the key priorities" (11).
Variables: ERBG-LAW-2
"The Committee welcomes the progress achieved...in particular the adoption of the following…[a]mendments to the Labour Law, strengthening the equal treatment of women and men in employment, from 2006 to 2018" (1-2). "The Committee welcomes the amendments to the Labour Law to strengthen the equal treatment of women and men in employment and consider harassment as a form of discrimination. It also takes note of the inclusive employment guidelines for the period 2015–2020, which are aimed at promoting equal opportunities in the labour market for all persons, regardless of age, gender or disability, and have overcoming the gender pay gap as one of the key priorities" (11).
Oct. 16, 2024, 3:16 p.m.
Countries: South Korea
Variables: ERBG-LAW-2
"An anti-stalking law passed the congress in 2021, more than 20 years after the first such bill was proposed. New amendments to laws on sexual violence have criminalized filming or distributing videos and pictures of someone against their will" (Para 5). Despite the victim reporting Jeon's repeated stalking, harassment, and illegal filming, the court denied an arrest warrant, allowing the threats to continue and ultimately resulting in her workplace murder. This case highlights how inadequate legal protections against stalking and workplace violence can deter women from pursuing certain jobs due to safety concerns (UST - CODERS COMMENT)
Variables: ERBG-LAW-2
"An anti-stalking law passed the congress in 2021, more than 20 years after the first such bill was proposed. New amendments to laws on sexual violence have criminalized filming or distributing videos and pictures of someone against their will" (Para 5). Despite the victim reporting Jeon's repeated stalking, harassment, and illegal filming, the court denied an arrest warrant, allowing the threats to continue and ultimately resulting in her workplace murder. This case highlights how inadequate legal protections against stalking and workplace violence can deter women from pursuing certain jobs due to safety concerns (UST - CODERS COMMENT)
Oct. 9, 2024, 7:59 p.m.
Countries: Belize
Variables: ERBG-PRACTICE-1, ERBG-LAW-2
"Between 2008-2009, the Women’s Department deemed the Protection Against Sexual Harassment Act (1996) as underused and outdated thus undertook a review. Reviewers included governmental agencies, Police, Judges, Magistrates, the University of Belize, and women’s organizations. A legal expert and the Labour Commissioner reviewed the findings which highlighted ineffective aspects of the Act that could account for why no legal cases have been lodged. Reasons cited for non-reporting of sexual harassment included fear of dismissal without compensation. The review suggested requiring employers to take practical actions such as displaying a prescribed poster prominently in the workplace and issuing copies of an adopted policy to employees. It suggested consequences for victimization and...more
Variables: ERBG-PRACTICE-1, ERBG-LAW-2
"Between 2008-2009, the Women’s Department deemed the Protection Against Sexual Harassment Act (1996) as underused and outdated thus undertook a review. Reviewers included governmental agencies, Police, Judges, Magistrates, the University of Belize, and women’s organizations. A legal expert and the Labour Commissioner reviewed the findings which highlighted ineffective aspects of the Act that could account for why no legal cases have been lodged. Reasons cited for non-reporting of sexual harassment included fear of dismissal without compensation. The review suggested requiring employers to take practical actions such as displaying a prescribed poster prominently in the workplace and issuing copies of an adopted policy to employees. It suggested consequences for victimization and...more