Međunarodna organizacija rada i zabrana diskriminacije pri zapošljavanju
International Labor Organization And Employment Discrimination

Summary/Abstract: International Labor Organization functions since 1919. It was designed to actively participate at global level in improvement of the rights of employees. In almost one century of its existence, numerous conventions were adopted in ILO – some of them are widely accepted by most of the states. Some of the most important of these conventions regulate questions of prohibition of employment discrimination. They focus on existing issues of traditionally discriminated and neglected social groups – so-called “vulnerable groups”. Effects of measures imposed by ILO conventions are visible not only through harmonization and unification of national legislations, but also in elimination of different stereotypes and prejudices in various legal cultures, traditions and systems – all of these were important sources of employment discrimination. However, in some countries implementation of normative solutions is not following basic goals of ILO conventions, while in some countries there is no implementation regarding some issues. This paper analyses all problems mentioned above, looking for practical examples and advices countries received from ILO through the mechanisms of control of implementation of commitments taken by adopting these international antidiscrimination acts.

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