Blog written by Margaret Daly, SI Communications Manager.

Held as a side event during the 69th Session of the Commission on the Status of Women (CSW69), this discussion brought together global voices to examine progress on ILO Convention No. 190—an essential tool in the fight against workplace violence and harassment.

ILO Convention No. 190 is the first international treaty to recognise the right to a world of work free from violence and harassment, including gender-based violence. Since its adoption in 2019, 49 countries have ratified the Convention—yet meaningful implementation remains a challenge. Underreporting, legal gaps, inadequate enforcement, and evolving workplace conditions, including digitalisation, all contribute to persistent risks. With one in five workers worldwide experiencing workplace violence, the urgency for action is clear. Moving beyond ratification to real, systemic change is essential to ensuring safe, inclusive, and dignified workplaces for all.

Ratification and implementation of C190 in Chile

Pamela Gana, Superintendent of Social Security in Chile, outlined the country’s efforts to implement ILO Convention No. 190, which officially comes into force there in June 2024. Chile has introduced key legal reforms, including laws to eradicate violence against women and to address workplace harassment. Employers are now required to prevent harassment through clear protocols, early support for victims, and transparent investigations—measures now embedded in Chile’s Labour Code. Ms. Gana also addressed the root causes of workplace violence, such as poor risk management and everyday sexism, noting the need for improved data and inclusive enforcement. She emphasised that compliance must go beyond legal obligations, calling for a cultural shift towards dignity, equality, and violence-free work environments.

ILO’s ongoing support of C190

Chidi King, Chief of the ILO’s Gender, Equality, Diversity and Inclusion Branch, spoke about the progress and potential of ILO Convention No. 190, noting its rapid ratification by 49 countries since 2019. The Convention has prompted legislative reforms worldwide, with countries like Australia, Greece, Nigeria, and Vietnam expanding protections for workers across diverse sectors—including domestic, healthcare, and gig economy roles. But laws alone aren’t enough. Effective implementation depends on trained labour inspectorates, judicial capacity, and strong collective bargaining. The ILO continues to support governments, employers, and unions through training and advocacy. Persistent challenges remain, particularly in awareness, enforcement, and resources—making civil society’s role in pushing for accountability and sharing best practices all the more critical.

Implementation of C190 in Pakistan: Progress and Challenges

Mr. Salman Ghani outlined Pakistan’s progress in implementing C190, alongside key challenges. Efforts are focused on strengthening grievance mechanisms—especially in education and domestic work—enhancing legal protections, and building awareness. Reforms include updates to the Industrial Relations and Occupational Safety Acts to align with ILO standards. Capacity building is underway through improved labour inspections, public campaigns, and education reform to support women and girls. Social dialogue and employer engagement are central to promoting workplace rights. Pakistan is also considering ratification of C155 and C187, reinforcing its commitment to safer, more equitable work environments.

ITUC’s Commitment to Women’s Leadership and C190 Implementation

Irem Arf of the International Trade Union Confederation (ITUC) spoke to the importance of strong partnerships—between unions, governments, employers, and women’s rights organisations—in advancing C190 and creating safer workplaces. ITUC is campaigning for the Convention’s ratification while promoting women’s leadership within trade unions, particularly in the informal economy. Recent efforts include a push for 50 per cent female representation in decision-making roles by 2027, and the integration of C190 into collective agreements across 50 per cent of national trade unions. Looking ahead, ITUC aims to strengthen collective bargaining, challenge workplace discrimination, and ensure women’s voices are heard on global platforms.

C190’s Significance for India’s Informal Workers: SEWA’s Advocacy

Rashim Bedi from the Self-Employed Women’s Association (SEWA) in India highlighted the importance of ILO Convention No. 190 in protecting informal workers, whose experiences of violence and harassment often go unrecognised. C190’s broad scope—including commutes, domestic violence, and misconduct by authorities—offers vital protections for workers such as street vendors, recyclers, and home-based labourers. SEWA has been instrumental in pushing for policy reforms and raising awareness, particularly among young women. While progress has been made, challenges like the gender pay gap remain, and Bedi called for India to ratify C190 and fully commit to its implementation.

Tanzania, C190 and the situation of domestic workers

Beltila Mligo, a Social Worker Officer at The Light for Domestic Workers in Tanzania, highlighted the significant challenges faced by domestic workers, including vulnerability to exploitation due to their work in private homes, societal undervaluation of their contributions, and the lack of legal protections as domestic work remains unregulated. To address these issues, Ms. Mligo advocates for the ratification of ILO Convention 189 to formalise the sector, the enactment of legislation recognising private homes as workplaces, and the development of grassroots reporting mechanisms to empower workers. Strengthening domestic worker movements is also essential to enhance visibility and influence policy reforms.

Conclusion and Summary

While ILO Convention No. 190 represents a major step forward in promoting safe, inclusive, and violence-free workplaces, progress towards ratification and implementation remains uneven. Political and economic barriers, cultural resistance, and administrative shifts have slowed momentum in many regions. Even in countries where C190 has been ratified, such as Canada, challenges remain—particularly at sub-national levels—highlighting the need for consistent accountability and enforcement. In some contexts, fear and reluctance to confront workplace violence persist, with employers citing costs and women workers lacking safe channels to report abuse.

Realising the full potential of C190 requires more than legal reform. Governments must lead by example, embedding a culture of respect and accountability into workplace systems. Strong partnerships between civil society, unions, employers, and policymakers are essential. Training, awareness-raising, and inclusive dialogue can help shift harmful norms and ensure that all workers—particularly those in the informal economy—are protected. As many speakers emphasised, the journey from ratification to real change is ongoing. But with continued advocacy, stronger protections, and a commitment to cultural transformation, C190 can deliver on its promise of dignity and justice for all.