A/HRC/44/51 management. Such trends in the structure of work have placed downward pressure on wages and conditions, thus increasing inequalities and the vulnerability of women workers. Furthermore, in many parts of the world, labour market deregulation has led to rising nonstandard forms of work among women and undermined their ability to organize collectively to improve pay and conditions. 31 The failure of Governments to hold corporations to account for labour, human rights and environmental standards, and the ability of firms to move to other countries undermines the bargaining position of women workers, thus contributing to women being stuck in low-wage, low-skill occupations. Marginalized women are the most affected, and expected changes driven by technology and globalization present the risk that such trends will become further entrenched. 57. While there has been increasing efforts by Governments and the private sector to improve the transparency of wages and conditions within global supply chains, often due to consumer demand, the reliance on voluntary codes and agreements has done little to shift the underlying business model, which drives the poor wages and conditions of the most marginalized women workers. For example, in the aftermath of the Rana Plaza disaster in Bangladesh, women workers reported an increasing focus on safety in the workplace but little progress on wages and other conditions of work. In a context where the labour market is increasingly globalized and fissured, in addition to compliance with existing global norms there is also a need for a legally binding global instrument that can help ensure accountability for workers’ rights in global supply chains. Indeed, some Governments are moving towards a more systematic disclosure and transparency of data related to environmental, social and governance issues. This enables monitoring of corporate performance on sustainability and social outcomes, including indicators of women’s rights at work. 58. A narrow focus on economic growth and profitability in dominant economic models, at the expense of human well-being, decent work and environmental sustainability, is at odds with the realization of women’s human rights. Women who experience multiple and intersecting forms of discrimination are particularly marginalized. Current economic models exploit and thrive on women’s unpaid care and domestic work. Such work undergirds the entire economy yet remains undervalued and invisible, while depleting women’s time and economic security (A/74/111, para. 228). Yet, there are policy alternatives, which require reimagining the economy to focus on redistributing power and resources, generating decent work and placing value on the well-being and care of people and the planet. Some Governments are moving in this direction by prioritizing human wellbeing and care in their economic policies. 59. An enabling economic policy framework for women’s human rights would centre on the realization of human rights, rather than focus narrowly on gross domestic product; prioritize equitable redistribution over wealth accumulation; facilitate investments in public services and infrastructure, increase pensions and social security and raise minimum wages, instead of providing tax cuts for corporations and the wealthy; and combat the proliferation of insecure informal work by offering incentives to business to spark economic growth to generate work with decent wages and conditions. Reimagining the economy for women’s human rights would involve adequately recognizing and prioritizing women’s specific needs, ensuring reproductive autonomy, eliminating all discrimination and valuing and investing in care work, paid and unpaid, as a central pillar. Such investments can both stimulate employment for women and build much needed physical and social infrastructure that benefits all workers. IV. Recommendations 60. Without urgent attention, there is a significant danger that current gender inequalities and discrimination against women will not only be replicated but will be exacerbated in the changing world of work. 31 See www.ilo.org/wcmsp5/groups/public/---dgreports/--dcomm/documents/publication/wcms_534115.pdf. 17