A/HRC/RES/41/14
subordinate to men and boys, as a contribution to women’s economic empowerment and the
achievement of equal pay for work of equal value;
(k)
To encourage the private sector to examine its workplace culture and
environment, as well as its recruitment, promotion, retention and termination practices, as a
means to overcome gender stereotypes and negative social norms in all spheres of life, and
to address inequalities, and to take the measures necessary to ensure that employers in all
sectors are held accountable when they fail to abide by laws and regulations regarding equal
pay;
(l)
To remove barriers, including political, legal, social, economic or institutional
barriers or those based on cultural and religious interpretations, preventing women’s full,
equal and effective participation and leadership in political, economic and other decisionmaking positions, to ensure that women and girls have equal access with men and boys to
career development, training, scholarships and fellowships, and to take positive action to
build women’s and girls’ leadership skills and influence, taking into account that promoting
women to leadership positions contributes to achieving the goal of equal pay for work of
equal value;
(m) To take measures to ensure that all workplaces are free from discrimination
and exploitation, violence, sexual harassment and bullying, and that they address all forms
of discrimination and violence against women and girls through such measures as regulatory
and oversight frameworks and reforms, codes of conduct, including appropriate disciplinary
measures, protocols and procedures, and referral of cases of violence to health-care services
for treatment and effective accountability mechanisms, and access to justice and remedies,
as well as through awareness-raising and capacity-building, in collaboration with employers,
unions and workers, including through workplace services and flexibility for victims and
survivors;
(n)
To promote innovative measures for reaching equal pay for work of equal
value on the basis of the work performed and that engage employers and unions, such as
equal pay certification programmes, job classifications and evaluations, pay standards, public
procurement policies, programmes to ensure wage transparency, training and gender-neutral
job evaluation methods, with avenues for recourse, campaigns for career opportunities and
other such measures;
3.
Recommends that the General Assembly declare an international equal pay day
to celebrate the efforts of all stakeholders to achieve equal pay for work of equal value and
urge further action for the goal of equal pay for work of equal value for all;
4.
Reaffirms the importance of the continued support of the United Nations
system and other relevant stakeholders for national action to achieve equal pay by
Governments, businesses, workers’ and employers’ organizations and social dialogue
institutions, and other strategic partners;
5.
Encourages all actors, including States, the United Nations system, other
international organizations and civil society, to continue to support the goal of equal pay for
work of equal value and the work of the Equal Pay International Coalition, and welcomes in
this regard the Coalition’s continued sharing of experiences, lessons learned and good
practices in overcoming challenges to the full implementation at the national and
international levels of equal pay, and the evaluation of progress in achieving it.
39th meeting
11 July 2019
[Adopted without a vote.]
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