CURRENT APPROACHES AND NEW RESEARCH IN
MODERN SCIENCES
International scientific-online conference
67
MODELS FOR REGULATING GENDER EQUALITY IN LABOR
RELATIONS
Ismoilova Aziza Alisher kizi
Doctoral student of Tashkent State University of Law
E-mail: aismoilova_1989@mail.ru
https://doi.org/10.5281/zenodo.14504671
Abstract:
Gender equality is one of the fundamental principles for ensuring
fairness and stability in labor relations. However, under modern economic and
social conditions, achieving comprehensive gender equality requires the
development of effective regulatory models and mechanisms. This article
examines innovative approaches to regulating gender equality in labor relations,
focusing on international experiences and gaps in national legislation.
Additionally, it analyzes new legal mechanisms designed to strengthen gender
equality and their impact on socio-economic stability.
Keywords:
gender equality, labor relations, employee rights, employer
interests, international standards, social justice, gender audit, regulatory
models.
Gender equality plays a crucial role in safeguarding human rights, driving
economic development, and enhancing societal stability. While many countries
have enshrined this principle in their legislation, challenges remain in ensuring
its full implementation in practice.
Today, various mechanisms have been developed to promote gender
equality in labor relations, including gender audits, equal opportunity policies,
and measures to combat gender-based discrimination in the workplace.
However, the legislation in Uzbekistan still requires further refinement to
effectively address issues related to gender equality.
To achieve gender equality in labor relations, a number of international and
national standards have been established, providing a framework for the
consistent implementation of this fundamental principle.
For example:
- The International Labour Organization (ILO) adopted the Equal
Remuneration Convention, 1951 (No. 100), which was ratified by Uzbekistan on
August 30, 1997 [1] va The International Labour Organization adopted the
Discrimination (Employment and Occupation) Convention, 1958 (No. 111),
which was ratified by Uzbekistan on August 30, 1997 [2].
- The European Union has adopted several directives aimed at
strengthening gender equality, including the Directive 2006/54/EC on the
CURRENT APPROACHES AND NEW RESEARCH IN
MODERN SCIENCES
International scientific-online conference
68
implementation of the principle of equal opportunities and equal treatment of
men and women in matters of employment and occupation, and the Directive
2010/41/EU on equal treatment of self-employed men and women. These
directives serve as key instruments in promoting gender equality across EU
member states.[3].
- approaches to ensuring gender equality in labor relations in scandinavian
countries. Scandinavian countries have adopted comprehensive approaches to
integrating gender equality into labor relations. These nations successfully
combine gender equality policies with social protection systems, ensuring a
balance between professional and personal responsibilities for workers. The
governments in countries like Sweden, Norway, and Denmark actively support
gender equality not only through legislation but also by providing practical
assistance and subsidies to employers and employees, promoting fairness and
inclusion in the workplace.
Innovative regulatory models for gender equality in labor relations.
1. European Union (EU) Experience. The EU has implemented several laws
and directives to ensure gender equality in labor relations. Among them,
theDirective 2006/54/EC mandates the elimination of workplace discrimination
and encourages the use of gender audits to identify disparities in wages and
opportunities. This structured approach aims to address and reduce gender-
based inequalities across member states.
2. Scandinavian Model. The Scandinavian model merges gender equality
with robust social protection policies. These countries ensure gender parity not
only through comprehensive legal frameworks but also by actively supporting
families through subsidies, childcare services, and paid parental leave. Such
measures help mitigate the challenges of combining work and personal life,
ensuring a more equitable labor environment.
3. French Experience. France employs an innovative incentive-based
mechanism to promote gender equality. Employers demonstrating active efforts
to ensure gender balance in the workplace receive tax benefits. This system acts
as a strong motivator for businesses to adopt and implement gender equality
practices, creating a more inclusive and fair labor market.
These models illustrate how international practices can provide actionable
frameworks for advancing gender equality in labor relations. Adapting such
approaches to national contexts can foster a more equitable and inclusive
working environment for all.
CURRENT APPROACHES AND NEW RESEARCH IN
MODERN SCIENCES
International scientific-online conference
69
Ensuring gender equality is vital for the sustainable development of a
nation. Achieving gender equality in labor relations can be accomplished
through the study of international best practices and the enhancement of
national legislation. By implementing effective mechanisms in practice, a more
balanced relationship between employers and employees can be established.
This not only drives economic growth but also promotes greater social justice.
Currently, based on the experiences of foreign countries, the following four
models for achieving gender equality have been identified [4] :
Gender Integration Model.
The gender integration model encompasses all
aspects of economic and societal life and is widely implemented in countries
such as Denmark, Iceland, Norway, Sweden, and Finland. This model aims to
create a fair environment by integrating the principle of gender equality into all
areas of policy-making. It emphasizes making equality a fundamental part of
social life. The core principles of this model include:
- Policy integration: Incorporating gender equality into all levels of policy-
making.
- Equal opportunities: Ensuring equal opportunities for men and women in
social and economic life.
- Reducing economic disparities: Addressing and eliminating gender gaps in
the economy.
- Work-life balance: Promoting policies that help individuals balance family
and professional responsibilities.
- Cultural transformation: Shifting societal norms and values to include
gender equality as an integral part of social standards.
Through these principles, gender equality becomes deeply embedded
within social norms and cultural values.
Intersectionality Model.
The intersectionality model is based on policies
of affirmative action and is predominantly applied in European countries,
including France, Belgium, and Spain. Each of these countries implements
unique approaches to gender equality. For instance, in France, initiatives
regarding gender issues typically originate from civil society and are directed
toward state institutions, while in Belgium, such initiatives are driven by state
institutions and extended to society. Belgium has established specific roles and
advisory councils dedicated to promoting gender equality. In France, the High
Council for Gender Equality plays a pivotal role in coordinating efforts in this
field. The core principles of this model include:
CURRENT APPROACHES AND NEW RESEARCH IN
MODERN SCIENCES
International scientific-online conference
70
- Affirmative action policies: Developing policies aimed at creating equal
opportunities for men and women. This approach involves implementing
targeted measures to reduce gender disparities in society.
- Civil society and state coordination: Gender equality initiatives are
synchronized between civil society and state institutions, ensuring collaboration
and alignment. Each country’s unique approach strengthens this partnership.
- Institutional support: Establishing institutions responsible for ensuring
equal participation of men and women in political and social life.
This model demonstrates how affirmative action and collaboration between
civil society and governmental institutions can effectively address gender
disparities and promote equality.
Beyond gender equality model.
The beyond gender equality model goes
beyond addressing only gender disparities and considers other factors such as
age, social status, and ethnicity (e.g., in the United Kingdom). This approach
highlights the interconnection between economic development and gender
equality. It emphasizes creating new opportunities for women during periods of
economic growth, increasing their participation in business and
entrepreneurship, and ensuring equal access to education and healthcare
services. These efforts aim to balance gender relations and foster inclusivity.
Collaborative Support Model.
The collaborative support model
represents a new approach formed through initiatives from both "bottom-up"
(women's organizations and community-driven efforts) and "top-down"
(international organizations and financial resource-driven demands). This
model seeks to achieve gender equality by promoting cooperation between the
state and civil society. Non-governmental organizations play an active role in
this process, enhancing social partnership and strengthening collaborative
frameworks.
In conclusion, ensuring gender equality is not only a fundamental criterion for
protecting human rights but also a critical foundation for fostering efficiency,
stability, and social justice in labor relations. Legislation and mechanisms
developed based on international standards and best practices provide the
framework for implementing gender equality in practice. Tools such as gender
audits are instrumental in identifying existing challenges and taking actionable
measures to address them. As a result, balanced relationships between
employees and employers are established, contributing to economic growth and
societal stability.
CURRENT APPROACHES AND NEW RESEARCH IN
MODERN SCIENCES
International scientific-online conference
71
Foydalanilgan adabiyotlar ro‘yxati:
1.
International Labour Organization (ILO), Discrimination (Employment and
Occupation) Convention, 1958 (No. 111). https://www.ilo.org /
2.
International Labour Organization (ILO), Equal Remuneration Convention,
1951 (No. 100). https://www.ilo.org
3.
European Union, Directive 2006/54/EC on the implementation of the
principle of equal opportunities and equal treatment of men and women in
matters of employment and occupation. https://eur-lex.europa.eu
4.
Saydivaliyeva X.X. Gender tenglikka erishishda tahliliy usul va
vositalarning ahamiyati //“Markaziy Osiyoda jamiyat, gender va oila” xalqaro
ilmiy jurnal 2022/1(2) –B.65-72.
