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Igualdade No Trabalho: Enfrentar Os Desafios Igualdade no trabalho: Enfrentar os desafi os RELATÓRIO DO DIRECTOR-GERAL Igualdade no trabalho: Enfrentar os desafi os Relatório Global de Acompanhamento da Declaração da OIT relativa aos Direitos e Princípios Fundamentais no Trabalho CONFERÊNCIA INTERNACIONAL DO TRABALHO 96.ª Sessão 2007 Relatório I (B) BUREAU INTERNACIONAL DO TRABALHO GENEBRA A edição original desta obra foi publicada pelo Bureau Internacional do Trabalho, em Genebra, sob o título Equality at work: Tackling the challenges, 2007 Copyright ©2007 Organização Internacional do Trabalho. Traduzido e publicado mediante autorização. Copyright da tradução em língua portuguesa ©2007 Escritório da OIT em Lisboa ISBN 978-92-2-818130-2 ISBN da edição original 978- 92- 2- 118130-9 ISSN da edição original 0074-6681 Depósito Legal: 259092/07 A tradução desta obra para disponibilização na Internet, só foi possível com o financiamento da Comissão para a Igualdade no Trabalho e no Emprego (CITE). A edição em formato papel, só foi possível com o apoio financeiro do Secretariado Nacional para a Reabilitação e Integração das Pessoas com Deficiência (SNIRPD) - e da Coordenação Nacional para a Infecção VIH/SIDA, em colaboração com o Escritório da OIT em Lisboa. As designações constantes das publicações da OIT, que estão em conformidade com as normas das Nações Unidas, bem como a forma sob a qual figuram nas obras, não reflectem necessariamente o ponto de vista da Organização Internacional do Trabalho, relativamente à condição jurídica de qualquer país, área ou território ou respectivas autoridades, ou ainda relativamente à delimitação das respectivas fronteiras. As opiniões expressas em estudos, artigos e outros documentos são da exclusiva responsabilidade dos seus autores, e a publicação dos mesmos não vincula a Organização Internacional do Trabalho às opiniões neles expressas. A referência a nomes de empresas e produtos comerciais e a processos ou a sua omissão não implica da parte da Organização Internacional do Trabalho qualquer apreciação favorável ou desfavorável. Informação adicional sobre as publicações do BIT pode ser obtida no Escritório da OIT em Lisboa, Rua Viriato, nº7, 7º e 8º andares, 1050-233 Lisboa, Tel. 213.173.447, Fax 213.140.149, ou directamente através da nossa página na Internet www.ilo.org/lisbon Índice Sumário Executivo . ix Introdução . 1 Parte I. Defi nir e medir a discriminação . 7 1. Discriminação e igualdade: defi nir os conceitos . 9 2. Medir a discriminação: onde estamos? . 12 Parte II. Padrões de discriminação no trabalho: desenvolvimentos recentes . 17 1. Formas tradicionais de discriminação . 18 Igualdade de género no mundo do trabalho: panorama heterógeneo . 18 A persistência da discriminação étnica e racial . 26 Trabalhadores migrantes . 34 Discriminação religiosa . 36 Discriminação com base na origem social . 38 2. Novas formas de discriminação . 42 Um local de trabalho para todas as idades: um objectivo ao nosso alcance? . 42 Discriminação com base na orientação sexual . 46 Discriminação com base na defi ciência . 47 Estigmatização e discriminação permanentes contra pessoas portadoras de VIH/SIDA . 49 3. Formas emergentes de discriminação . 53 Discriminação genética . 53 Discriminação com base no estilo de vida . 54 v IGUALDADE NO TRABALHO: ENFRENTAR OS DESAFIOS Parte III. Instituições e políticas: tendências, impacto e desafi os . 57 1. Tendências das respostas institucionais e políticas a partir de 2003 . 58 Discriminação e reformas legislativas: tendências gerais . 58 O aumento de instituições especializadas no tratamento da discriminação e da igualdade . 60 O desafi o de fazer com que a legislação funcione . 62 Evolução na procura de mão-de-obra . 65 Redução das restrições à oferta de mão-de-obra através de políticas activas do mercado de trabalho que promovam a inclusão . 73 Políticas destinadas a eliminar as desigualdades entre homens e mulheres a nível de emprego e de remuneração. 80 Evolução recente a nível internacional . 89 2. A acção dos parceiros sociais . 93 Organizações de empregadores . 93 Tendências em matéria de sindicalização . 94 Negociação colectiva: o que há de novo? . 96 Responsabilidade social das empresas: um instrumento de promoção da igualdade igualdade . 102 Parte IV. Acção da OIT, balanço e perspectivas . 105 1. Resultados e desafi os da OIT . 105 Plano de acção sobre a eliminação da discriminação no emprego e na profi ssão . 105 Compromissos em curso . 110 2. Os próximos passos . 127 Promoção da igualdade de género no mundo do trabalho . 127 Integrar a não discriminação e a igualdade nos Programas Nacionais para o Trabalho Digno (DWCP) . 128 Melhorar a legislação e a sua aplicação . 129 Melhorar a efi cácia de outras iniciativas . 129 Parceiros sociais mais bem equipados para concretizar a igualdade no local de trabalho . 130 Anexo Nota sobre a metodologia . 133 vi Sumário Executivo segundo Relatório Global sobre discriminação Novas abordagens O no âmbito da Declaração da OIT relativa aos Direitos e Princípios Fundamentais no Trabalho1, Uma abordagem recomendada pelo Relatório para analisa manifestações emergentes de discriminação e alcançar a igualdade no local de trabalho é com- as desigualdades no local de trabalho, bem como as plementar medidas de política anti-discriminação recentes respostas políticas, descrevendo a experiência convencionais, tais como legislação coerente e abran- e os resultados da OIT até ao momento, e os desafi os gente, mecanismos de aplicação efi cazes e organismos que enfrenta. especializados, com outros instrumentos políticos, O Relatório aponta para a necessidade de uma me- tais como políticas activas de emprego. Ao melhorar lhor aplicação da legislação contra a discriminação, o funcionamento dos mercados de trabalho, estas po- assim como iniciativas não reguladoras de governos e liticas podem ajudar a lutar contra a discriminação e empresas, e o apoio aos parceiros sociais para promo- a melhorar o funcionamento dos serviços de emprego verem de forma mais efi caz a igualdade no local de publicos e privados e melhorar a empregabilidade dos trabalho. São apresentadas outras propostas de acção mais vulneráveis à discriminação. futura, como a inclusão da igualdade como um ob- São também necessárias novas políticas para eli- jectivo fundamental dos Programas Nacionais para minar o gender gap no emprego e na remuneração. o Trabalho Digno. Apesar dos avanços, em especial o progresso conside- O Relatório Global descreve os principais avanços na rável na escolaridade das mulheres, estas continuam luta contra a discriminação, incluindo os progressos a ganhar menos do que os homens em todo o mundo, na ratifi cação das Convenções da OIT relacionadas, e o peso desigual nas responsabilidades familiares co- assim como as melhorias nos quadros jurídicos e loca-as em desvantagem na obtenção de um emprego institucionais nos diferentes países, e a adopção de a tempo inteiro. planos de acção e programas para combater desigual- O Relatório sublinha o facto de uma maior in- dades resultantes da discriminação. Identifi ca ainda clusão de princípios e direitos fundamentais nos problemas como: a defi ciente aplicação da lei, a falta acordos de integração económica regional e de co- de recursos dos organismos criados para combater mércio livre poder desempenhar um papel deter- a discriminação, planos com um âmbito excessiva- minante na redução da discriminação no trabalho. mente restrito e programas com duração demasiado Sempre que as partes desses acordos assumem com- curta. A economia informal é uma das áreas em que promissos sobre aspectos de não discriminação e de as políticas de promoção da igualdade enfrentam igualdade, deve ser dada atenção aos mecanismos de particulares difi culdades quanto ao seu impacto. acompanhamento efectivo. As instituições de fi nan- ciamento ao desenvolvimento começaram a exigir, nos anos mais recentes, que os seus mutuários privados respeitassem os princípios e direitos consignados nas normas internacionais do trabalho fundamentais. Esta situação conduzirá à obrigação de os emprega- 1. O primeiro Relatório Global sobre este assunto, Time for equality at work – “A hora da igualdade no trabalho” – foi publicado em 2003. ix IGUALDADE NO TRABALHO: ENFRENTAR OS DESAFIOS dores incrementarem práticas laborais que fomentem gência de práticas que penalizam as pessoas com pre- a igualdade no local de trabalho. disposição genética para desenvolver determinadas doenças ou com estilos de vida considerados pouco saudáveis. Virtualmente todas as opções por deter- A necessidade de dispor de dados de maior minado estilo de vida têm implicações sobre a saúde; qualidade a questão, por conseguinte, é traçar a linha entre o que o empregador pode regular e a liberdade de um O compromisso político nacional de combate à dis- trabalhador para levar a vida escolhida por si. criminação e de promoção da igualdade de trata- mento e de oportunidades no local de trabalho está amplamente disseminado, como se pode verifi car Tendências das respostas institucionais e pela ratifi cação, quase universal, dos dois instru- políticas mentos principais da OIT nesta área: a Convenção (Nº 100) sobre Igualdade de Remuneração, de 1951, Desde a publicação do primeiro Relatório Global e a Convenção (Nº111) sobre a Discriminação (Em- sobre a igualdade, tem-se assistido a uma tendência prego e Profi ssão), de 1958. São muito poucos os mundial no sentido de assegurar que os quatro prin- Estados-Membros que ainda não ratifi caram estas cípios e direitos fundamentais no trabalho da OIT Convenções. sejam incluídos na legislação laboral. Para
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