Gender, equality and diversity

22 October 2018

en Empowering Gender Focal Points: agents of organisational change (BLENDED)

This training course, which is delivered both online and residentially in Turin, will provide GFPs with an introduction to the UN gender architecture and explore strategies and tools for identifying and addressing gender equality obstacles within organizations. It will examine gender mainstreaming tools (such as gender markers, the UN scorecard and the UN system-wide policy on gender equality) and their concrete application to build a community of practice that fosters discussion and sharing of good practices.

24 September 2018

fr Certification des facilitateurs et facilitatrices d'audit de genre du BIT copy 1

L'audit participatif de genre (APG) est un outil d’évaluation participatif utilisé par les organisations pour refléter et analyser leur propre capacité sur l’intégration des questions de genre, les défis et bonnes pratiques. Il est aussi un processus qui favorise l'apprentissage organisationnel sur l'égalité genre et l'intégration de la dimension de genre par le biais d’une méthodologie participative.

Objectif global
Pourquoi la certification est-elle nécessaire? Pourquoi devenir facilateur∙trice∙s certifié∙e∙s? Pour les facilitateur∙trice∙s certifié∙e∙s, la certification APG du BIT repose sur des normes de qualité élevées et une
méthodologie solide. La certification BIT constitue un gage de garantie pour les organisations désireuses d’employer des facilitateur∙trice∙s certifié∙e∙s pour la mise mettre en oeuvre de l’audit. La certification offre un ensemble de compétences spécifiques de savoir-faire, pour:
• appliquer une perspective de genre au travail analytique;
• détecter et cartographier la discrimination au travail;
• identifier des stratégies de plaidoyer et de renforcement des capacités et promouvoir des lieux de travail inclusifs;
• améliorer les compétences de communication et la capacité organisationnelle afin de former et coordonner une équipe d'audit de genre;
• analyser la gouvernance, les systèmes de suivi et l'évaluation et instruments en place pour l'égalité et gestion du changement;
• identifier les nouveaux défis et les améliorations possibles.

19 September 2018

en Regional Trade Union Training on Transition from informal to formal economy through organizing

18 June 2018

es Certificación para Facilitador@s de Auditorías Participativas de Género de la OIT - 2018

La Certificacin para Facilitador@s de Auditoras Participativas de Gnero de la OIT asegurar que los participantes alcancen los estndares de calidad de la OIT necesarios para conducir un APG.

28 May 2018

en ILO participatory gender audit facilitator certification

The ILO participatory gender auditing (PGA) certification will enable participants to learn and apply audit tools in the work context. It will ensure high quality standards for facilitators implementing the Participatory Gender Audit of the ILO and will provide guarantees to organizations undergoing a PGA that the certified PGA facilitators are meeting or exceeding the quality standards set out by the ITCILO. For more information on ILO Participatory Gender Audit, please visit:

9 April 2018

en Gender and organizational change

How can organizations become gender responsive and transformative? The presence of more women does not automatically mean greater equality. This course analyses success stories and barriers, and goes deeper by looking at gender as part of an organizational change management strategy rather than a stand-alone item on the agenda.

20 October 2017

en Certified Participatory Gender Audit Facilitators - Community of Practice

es Certified Participatory Gender Audit Facilitators - Community of Practice

ar Certified Participatory Gender Audit Facilitators - Community of Practice

8 September 2017

en TestSupport

fr TestSupport

it TestSupport

29 May 2017

ILO participatory gender audit facilitator certification 2017

22 May 2017

en Including Diversity and Preventing Discrimination Standards

Workplaces are becoming increasingly diverse and this can bring benefits to organizations, individuals and societies. But diversity inclusion presents challenges that must be understood and addressed. In this training course, we will analyse the various aspects and root causes of discrimination in the world of work and discuss strategies for overcoming barriers to workplace equality, promoting diversity inclusion and helping organizations identify common values and purpose.

1 January 2017

en My Financial Cooperative

What Millennials Want. The Future of Millenials in the Credit Union System

We’re all familiar with the stereotypes of 18- to 24‑year-olds: cconfident,
coddled, open-minded, ambitious, entrepreneurial, naive, intelligent, and
technology-focused to a fault. One could spend hours listing adjectives. As
baby boomers transition into retirement and Gen X prods along, millennials
are quickly becoming the leaders and innovators of today.
In a competitive marketplace, attracting the youngest generation is not
just good business; it’s a survival imperative. Millennials 18–24 years old
have been a key focus for credit unions over the last 10 years—and for good
reason: There are nearly 71 million millennials, born between the late 1970s
and early 1990s, in the United States today. The potential for credit unions
to capture a significant market share of this demographic is pretty high by
even the most conservative estimates or projections. And yet, the flood of
new members has never really happened.
Why, then, have credit unions struggled in capturing the hearts and minds
of millennials throughout the last decade? After all, the financial meltdown
of 2008 should have been the turning point for credit unions to overtake
banks as the primary financial institution of choice for young adults. The
stigma of the word “banks” should have been enough to drive millennials
toward credit unions. Do the youngest millennials understand the credit
union concept as well as their parents and grandparents do?
What Is the Research About?
This study addresses what has been done and what can be done to help the
youngest millennials—particularly the 18- to 24‑year-olds—better understand
the credit union system and the principles it operates on. Using a
mix of primary research and literature review, we were able to create a
foundational study that outlines how 18- to 24‑year-olds currently perceive
credit unions, whether they differentiate between banks and credit unions,
and whether credit union characteristics such as nonprofit status and
member governance matter to them.
The primary research relied on multi-platform
surveying tools to survey
a broad segment of youth. This was supplemented with an online scan of
discussions, blog posts, and other content produced by youth about financial
Executive Summary
What Are the Credit Union Implications?
No one is going to “solve” millennials. This is a huge generation, facing unique and new challenges. At the same time, we are all hurtling into a new globalized, networked future that none of us yet fully understand. Having said that, the information, statistics, and studies do suggest some strategies worth considering:
Technology isn’t enough to impress. Going mobile is effectively meaningless as a differentiator because everyone should be—and soon will be—doing it. Given that the cell phone is one of the fastest-spreading technologies in history, defining millennials as the “mobile generation” is shortsighted. It doesn’t define just them; it defines us all.
Social media is crucial for engagement. Social media can’t be a halfhearted effort or something that doesn’t spring from the authentic nature of the organization. Credit unions that have had success with social media use it as a natural extension of their work, not as a pure marketing effort.
Focusing on price will cost you the game. Let’s stipulate that lower prices and fair treatment are critical. Credit unions recognize

20 December 2016

en OHCHR Gender E-learning tool

This online course has been designed to provide a basic understanding of gender equality and how to integrate a gender perspective into human rights work.

es OHCHR Gender E-learning tool

This online course has been designed to provide a basic understanding of gender equality and how to integrate a gender perspective into human rights work.

fr OHCHR Gender E-learning tool

This online course has been designed to provide a basic understanding of gender equality and how to integrate a gender perspective into human rights work.

5 December 2016

en Disability in the Workplace: A Global Perspective

ITCILO teamed up with Cornell University to create a course on disability in the workplace. In this interactive video-based course, employers, experts and persons with disabilities themselves share their latest insights, knowledge and experiences to enable you to identify the competitive advantage of including people with disabilities in your workforce, to create a business case, and to plan, implement and audit your disability inclusion strategy. 

31 October 2013

en SWAP and Women's representation in the UN System

Listen to Aparna Mehrota, Senior Advisor on Coordination and Focal Point for Women in the UN System UN Women on the making of the UN-SWAP (UN system-wide Action Plan on Gender Equality and Women Empowerment) read more >