Latest items for ERBG-LAW-2
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
Oct. 4, 2024, 11:48 a.m.
Countries: Belize
Variables: ERBG-LAW-2
"In 2011, The Labour Act Revised Edition 2011, CAP 297 of the Laws of Belize 2 was amended to protect workers from unfair dismissal and unequal treatment in the workplace due to pregnancy, HIV status, and filing a sexual harassment case against an employer or co-worker. Prior to the revision of this law women and other workers did not have law protection to address these abuses in the workplace" (3). "The 2020 Women’s Agenda of Plan Belize outlines how the government elected in 2020 will accelerate economic opportunities, gender equality, pay equity and affordable land and housing for women during its tenure" (10). "The 2011 Labour Act amendment protects women...more
Variables: ERBG-LAW-2
"In 2011, The Labour Act Revised Edition 2011, CAP 297 of the Laws of Belize 2 was amended to protect workers from unfair dismissal and unequal treatment in the workplace due to pregnancy, HIV status, and filing a sexual harassment case against an employer or co-worker. Prior to the revision of this law women and other workers did not have law protection to address these abuses in the workplace" (3). "The 2020 Women’s Agenda of Plan Belize outlines how the government elected in 2020 will accelerate economic opportunities, gender equality, pay equity and affordable land and housing for women during its tenure" (10). "The 2011 Labour Act amendment protects women...more
July 18, 2024, 6:38 p.m.
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
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
July 17, 2024, 3:12 p.m.
Countries: Guatemala
Variables: ERBG-LAW-2
"With regard to incorporating a comprehensive article into the Constitution of the Republic of Guatemala on the right to non-discrimination in line with articles 1 and 2 (b) of the Convention, between 2017 and 2020, the Constitutional Court upheld the exercise of that right by women in the Guatemalan legal system, guaranteeing non-discrimination in the workplace and the family, informed by a perspective of intersectionality and equality" (2). "The Ministry of Labour and Social Security is implementing the 2017–2032 national policy for decent employment, whose priority areas and guiding principles include gender equity, with the aim of ensuring that women have access to fairly paid and productive work under conditions...more
Variables: ERBG-LAW-2
"With regard to incorporating a comprehensive article into the Constitution of the Republic of Guatemala on the right to non-discrimination in line with articles 1 and 2 (b) of the Convention, between 2017 and 2020, the Constitutional Court upheld the exercise of that right by women in the Guatemalan legal system, guaranteeing non-discrimination in the workplace and the family, informed by a perspective of intersectionality and equality" (2). "The Ministry of Labour and Social Security is implementing the 2017–2032 national policy for decent employment, whose priority areas and guiding principles include gender equity, with the aim of ensuring that women have access to fairly paid and productive work under conditions...more
April 19, 2024, 3:06 p.m.
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).
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).
March 30, 2024, 2:46 p.m.
Countries: Lithuania
Variables: ERBG-LAW-2
"[D]iscrimination against women on grounds of pregnancy and maternity and that not only sexual, but also other forms of harassment, are prohibited in the workplace" (2). "[W]omen who are employed, including as part -time workers, must be socially insured at the level of the minimum wage" (11).
Variables: ERBG-LAW-2
"[D]iscrimination against women on grounds of pregnancy and maternity and that not only sexual, but also other forms of harassment, are prohibited in the workplace" (2). "[W]omen who are employed, including as part -time workers, must be socially insured at the level of the minimum wage" (11).
March 15, 2024, 2:30 p.m.
Countries: Gabon
Variables: ERBG-LAW-2
"Act No. 10/2016 of 16 September 2016 on countering harassment in the workplace has been promulgated. It defines harassment as any repeated behaviour that violates personal dignity or creates an intimidating, hostile, degrading, offensive or humiliating work environment. The Act distinguishes two forms of harassment, psychological harassment and sexual harassment. It also provides for penalties in cases of harassment" (2, 4). "[I]n the absence of specific legislation, the Penal Code establishes penalties for [sexual harassment]" (10).
Variables: ERBG-LAW-2
"Act No. 10/2016 of 16 September 2016 on countering harassment in the workplace has been promulgated. It defines harassment as any repeated behaviour that violates personal dignity or creates an intimidating, hostile, degrading, offensive or humiliating work environment. The Act distinguishes two forms of harassment, psychological harassment and sexual harassment. It also provides for penalties in cases of harassment" (2, 4). "[I]n the absence of specific legislation, the Penal Code establishes penalties for [sexual harassment]" (10).
March 14, 2024, 10:23 a.m.
Countries: Gabon
Variables: ERBG-LAW-2
"Act No. 10/2016 of 5 September 2016, on countering harassment in the workplace, defines harassment as any repeated behaviour which has the effect of violating personal dignity and creating an intimidating, hostile, degrading, offensive or humiliating work environment. Psychological harassment is defined as conduct that subjects an employee or public official, while at the workplace or engaged in work, to repeated acts that have the object or effect of a negative impact on their working conditions, and which could violate their rights or dignity, affect their physical or mental health, or compromise their professional prospects" (17).
Variables: ERBG-LAW-2
"Act No. 10/2016 of 5 September 2016, on countering harassment in the workplace, defines harassment as any repeated behaviour which has the effect of violating personal dignity and creating an intimidating, hostile, degrading, offensive or humiliating work environment. Psychological harassment is defined as conduct that subjects an employee or public official, while at the workplace or engaged in work, to repeated acts that have the object or effect of a negative impact on their working conditions, and which could violate their rights or dignity, affect their physical or mental health, or compromise their professional prospects" (17).
March 14, 2024, 10:22 a.m.
Countries: Gabon
Variables: ERBG-LAW-2
"The Basic Law and the Labour Code of the Gabonese Republic prohibit any wage discrimination; this applies to all sectors and all jobs. The same applies to employment applications. There is no legal provision that discriminates between men and women in recruitment" (17).
Variables: ERBG-LAW-2
"The Basic Law and the Labour Code of the Gabonese Republic prohibit any wage discrimination; this applies to all sectors and all jobs. The same applies to employment applications. There is no legal provision that discriminates between men and women in recruitment" (17).
Feb. 20, 2024, 6:27 p.m.
Countries: D R Congo
Variables: ERBG-LAW-2
"[A] married woman could not be recruited without her husband’s consent" (2).
Variables: ERBG-LAW-2
"[A] married woman could not be recruited without her husband’s consent" (2).
Jan. 16, 2024, 6:33 p.m.
Countries: Botswana
Variables: ERBG-LAW-2
"Whereas the Botswana Constitution guarantees and promotes protection to every person residing within the Country irrespective of their race, tribe, place of origin, political opinions, colour, creed or sex, the definition of discrimination in the Constitution does not include discrimination against women" (9). "Whereas the Committee has called on the Government of Botswana to amend her Constitution to include discrimination against women as part of the definition of discrimination; and whereas the Government of Botswana is desirous to have an inclusive and public consultation on constitutional amendment and whereas that process is yet to start; the courts have always re-affirmed the view that the judiciary is obliged to interpret Botswana...more
Variables: ERBG-LAW-2
"Whereas the Botswana Constitution guarantees and promotes protection to every person residing within the Country irrespective of their race, tribe, place of origin, political opinions, colour, creed or sex, the definition of discrimination in the Constitution does not include discrimination against women" (9). "Whereas the Committee has called on the Government of Botswana to amend her Constitution to include discrimination against women as part of the definition of discrimination; and whereas the Government of Botswana is desirous to have an inclusive and public consultation on constitutional amendment and whereas that process is yet to start; the courts have always re-affirmed the view that the judiciary is obliged to interpret Botswana...more
Jan. 4, 2024, 10:41 a.m.
Countries: Singapore
Variables: ERBG-LAW-2
"[Egregious offences, such as outrage of modesty] are punishable under the Penal Code or can be taken up under the Protection from Harassment Act (POHA). This includes offences committed in workplace settings" (28). "Victims of harassment could also apply for Protection Orders requiring harassers to stop the harassing behaviour; and to prevent the spread of harassing communication" (36).
Variables: ERBG-LAW-2
"[Egregious offences, such as outrage of modesty] are punishable under the Penal Code or can be taken up under the Protection from Harassment Act (POHA). This includes offences committed in workplace settings" (28). "Victims of harassment could also apply for Protection Orders requiring harassers to stop the harassing behaviour; and to prevent the spread of harassing communication" (36).
Nov. 6, 2023, 11:49 p.m.
Countries: China
Variables: ERBG-LAW-2
"Chinese laws do not impose any discriminatory restrictions on women with regard to other economic and social rights" (24).
Variables: ERBG-LAW-2
"Chinese laws do not impose any discriminatory restrictions on women with regard to other economic and social rights" (24).
Oct. 10, 2023, 3:49 p.m.
Countries: United States
Variables: ERBG-LAW-2
"The 1978 Pregnancy Discrimination Act was an important law that made discrimination on the basis of pregnancy, childbirth or related medical conditions illegal. Its passage was essential. It allowed more pregnant people to remain employed and continue to support their families while pregnant without the concern of being forced out of a job. While this legislation was not a blanket fix on pregnancy discrimination, the Pregnancy Discrimination Act was critical for ensuring women and people with the capacity for pregnancy could remain and advance in the workplace—before, during and after childbirth" (para 9-10).
Variables: ERBG-LAW-2
"The 1978 Pregnancy Discrimination Act was an important law that made discrimination on the basis of pregnancy, childbirth or related medical conditions illegal. Its passage was essential. It allowed more pregnant people to remain employed and continue to support their families while pregnant without the concern of being forced out of a job. While this legislation was not a blanket fix on pregnancy discrimination, the Pregnancy Discrimination Act was critical for ensuring women and people with the capacity for pregnancy could remain and advance in the workplace—before, during and after childbirth" (para 9-10).
Sept. 30, 2023, 4 p.m.
Countries: Kazakhstan
Variables: ERBG-LAW-2
The Committee notes that gender-based discrimination is prohibited by law in the State party, including through the law on State guarantees of equal rights and equal opportunities for men and women, also known as the law on gender equality. It also notes that a new bill on family and gender policy will encompass direct and indirect discrimination. However, the Committee remains concerned about the following: (a) The current definition of discrimination does not include intersecting forms of discrimination; (b) The legal framework on discrimination is fragmented and does not provide effective protection against discrimination in fields such as employment or in cases of gender-based violence" (p.3).
Variables: ERBG-LAW-2
The Committee notes that gender-based discrimination is prohibited by law in the State party, including through the law on State guarantees of equal rights and equal opportunities for men and women, also known as the law on gender equality. It also notes that a new bill on family and gender policy will encompass direct and indirect discrimination. However, the Committee remains concerned about the following: (a) The current definition of discrimination does not include intersecting forms of discrimination; (b) The legal framework on discrimination is fragmented and does not provide effective protection against discrimination in fields such as employment or in cases of gender-based violence" (p.3).
Sept. 25, 2023, 8:02 a.m.
Countries: Guyana
Variables: ERBG-LAW-2
"The law prohibits discrimination with respect to employment and occupation based on race, sex, gender, disability, language, social status, and national origin or citizenship" (14).
Variables: ERBG-LAW-2
"The law prohibits discrimination with respect to employment and occupation based on race, sex, gender, disability, language, social status, and national origin or citizenship" (14).