7 March, 2025Ahead of next week’s 69th session of the United Nations Commission on the Status of Women (CSW69/Beijing+30) global unions are calling for a gender-transformative new social contract, stressing the urgent need for action to protect gender equality and workers' rights worldwide.
Against the backdrop of intersecting crises, including economic inequality, climate change, and technological disruption, global unions argue that existing economic systems perpetuate discrimination, exploitation, and inequality, disproportionately affecting women in the workforce. Freedom of association and collective bargaining rights are essential for fostering workplace democracy, ensuring fair wages, and promoting female leadership. Prioritizing progressive taxation and human rights over private profit will provide space for increased funding towards public services and infrastructure that support gender equality.
The global unions’ five core demands for the Beijing+30 Declaration:
Gender equality for social justice, democracy and peace
Democracy is under increasing threat from authoritarian regimes, while gender-based discrimination, violence, and xenophobia continue to rise. The declaration must commit to protecting fundamental rights, including freedom of association and collective bargaining, equal pay, and access to leadership roles for women. Additionally, it must address the unique challenges faced by women in conflict zones and advocate for their inclusion in peace negotiations.
Women’s labour rights as human rights
All governments must uphold the ILO’s fundamental principles, including eliminating forced labour, ensuring safe working conditions, and eradicating gender-based discrimination in employment. Establishing universal social protection systems, paid parental leave, and policies that recognize unpaid care work is essential for achieving economic justice for women.
Decent work for women
To achieve gender equality, governments must invest in creating 575 million new decent jobs by 2030, particularly in the care sector. A gender-transformative approach to employment should include fair wages, formalization of informal work, and ensuring workplace protections for all women. The digital transition must also be regulated to prevent automation from disproportionately disadvantaging women.
Equal pay for work of equal value
The persistent gender pay gap is a key factor driving the feminisation of poverty. There must be systemic approaches to close the gap, including enforcing pay equity laws, implementing pay transparency policies, and supporting women’s participation in traditionally male-dominated sectors such as science, technology, engineering, and mathematics (STEM).
A workplace free from gender-based violence and harassment
The ratification and implementation of ILO Convention 190, which addresses violence and harassment in the world of work, is a priority. Robust workplace policies that support survivors of domestic violence and ensure accountability for perpetrators are needed. Investment in prevention programmes, legal protections, and anti-violence public services is also necessary.
“With increasing challenges to gender equality, we insist that the Beijing+30 Declaration must deliver tangible commitments that address structural barriers and uphold women’s labour rights. By adopting a gender-transformative agenda, governments have an opportunity to create a more just, inclusive, and sustainable world of work. The upcoming CSW69 session presents a crucial moment to take decisive action towards lasting social and economic change,”
says IndustriALL assistant general secretary Christine Olivier.
IndustriALL is hosting a side event during UNCSW on remedy for textile and garment women workers through binding agreements. For decades, global supply chains have been plagued by systemic human rights violations. Voluntary regulations have failed to provide meaningful change, leaving workers vulnerable. A robust alternative exists: negotiated agreements between global companies and trade unions. These agreements, particularly when binding, ensure accountability, protect worker rights, and promote gender-transformative solutions.
