СТАНОВЛЕННЯ МІЖНАРОДНИХ СТАНДАРТІВ ГЕНДЕРНОЇ РІВНОСТІ В АКТАХ МІЖНАРОДНОЇ ОРГАНІЗАЦІЇ ПРАЦІ

Abstract

The article analyzes the protection of human rights and gender equality in the acts of the International Labor Organization, their formation as international standards for nation states. The ILO is a special agency of the United Nations and an international global organization with special competence that promotes respect for human rights, harmonious socio-economic development of the peoples of the world through the introduction and monitoring of international labor standards. One of the main activities of the ILO is rule-making - the development of international policies and programs to address social and labor problems, the creation and adoption of international labor standards in the form of conventions and recommendations for the implementation of this policy. Thus, ILO declarations, conventions, and recommendations contain international labor standards and become legally binding, imperative acts, after ratification. The founding documents of the International Labor Organization also contain the fundamental principles and norms of gender equality and non-discrimination. In total, in the history of the ILO, 4 solemn declarations were adopted, which can be considered as sources of generally accepted international principles and norms of labor law. They are considered in this article: Philadelphia Declaration (1944); The second declaration of 1964 was devoted to the fight against apartheid; ILO Declaration of Fundamental Principles and Rights at Work (1998); ILO Declaration on Social Justice for a Fair Globalization (2008).

At the same time, the article emphasizes that gender equality and nondiscrimination should be considered as overarching issues within the framework of these strategic objectives. Thus, the strategy for the development of labor relations in the XXI century. should be based on the creation of equal access for all citizens to fundamental rights and freedoms - the right to work and social security, freedom of association, the principle of equal opportunities, non-discrimination and forced labor. In this case, the generally accepted principles and norms of gender equality should be considered only comprehensively, in conjunction with the fundamental principles and norms of international labor law.