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).

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

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

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

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).

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

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).

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

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

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).

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)

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).

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

Countries: Guatemala
Variables: ERBG-LAW-2

"In 2021, the Ministry of Labour and Social Security implemented the Unprompted Inspections Plan in order to ensure respect for the labour rights of women working in the industrial, commercial and services sectors in departments throughout the country...Sexual violence in the workplace was addressed through the approval of Decree No. 22-2017 (Act on the National Registry of Sex Offenders). The goal was to prohibit offenders included in the Registry from working with children and adolescents. In 2019, women deputies introduced bill No. 5658 (Act against Street Harassment and Other Forms of Violence against Women), which provides for the addition of a paragraph (ñ) on workplace violence to article 3 of...more

Countries: Serbia
Variables: ERBG-LAW-2

"[The state does not review] wages in traditionally female and male sectors with a view to closing the gender pay gap" (13).