OEA - CP- Resolución XIX VI 1 CIMT 22 GT1 GT2 10

MEETING OF WORKING GROUPS 1 AND 2 OEA/Ser.L/XIX.VI.1

OF THE TWENTY-SECOND INTER-AMERICAN CIMT-22/GT1-GT2/doc.10/26

CONFERENCE OF MINISTERS OF LABOR 8 May 2026

May 11 to 13, 2026 Original: Spanish Asunción, Paraguay

PROPOSAL TO REACTIVE THE

NETWORK OF GENDER FOCAL POINTS - RIAL/GENDER

INTER-AMERICAN COUNCIL FOR INTEGRAL DEVELOPMENTPROPOSAL TO REACTIVATE THE

NETWORK OF GENDER FOCAL POINTS - RIAL/GENDER

Contents

1. Background…………………………………………...................... 1

2. Description ……………………………………………………….. 2

3. Proposal to reactivate the RIAL/GENDER ………………..……... 3 3.1 Reviewed tools ………………………..……………………… 3 3.2 Areas of action ………………………..……………………… 4 3.3 Composition and functioning ………………………………… 6

4. Budget and proposed actions for 2026…………..………………… 8

Annex 1 ………………………………………………..……………..…… 10

1. Background

Between 2020 and 2021, the Organization of American States (OAS) promoted virtual hemispheric dialogues between the gender units or areas of the Ministries of Labor of the Americas through the Inter -American Network for Labor Administration (RIAL) and with the support of the Inter-American Commission of Women (CIM). These dialogues are added to the multiple actions that the OAS has carried out to strengthen the institutionalization of gender in the Ministries of Labor and, through this, contribute to gender equality in the world of work. This is a regional commitment, as

Inter-American Commission of Women (CIM). These dialogues are added to the multiple actions that the OAS has carried out to strengthen the institutionalization of gender in the Ministries of Labor and, through this, contribute to gender equality in the world of work. This is a regional commitment, as labor authorities have stated at the OAS Inter-American Conference of Labor Ministers (IACML).

In the context of three hemispheric dialogues (November 2020, May and November 2021), the importance of having a cooperation network between the gender units or areas of the Ministries was evident and, specifically during the 3 rd dialogue, the participants explicitly expressed their interest in formally forming this network. The Work Plan 2022-2024 of the IACML included as one of its concrete actions: “Establish a network of gender focal points within the Ministries of Labor, as a specialized network of the RIAL ” and during the 4th Hemispheric Dialogue, held on March 15, 2022, RIAL/GENDER was formally launched. The gender units discussed the objectives and main lines of action for the network under the premise of collectively building its foundations and drafted its founding document.

During 2023 and 2024, multiple actions were carried out, such as the organization of five hemispheric gender dialogues, bilateral cooperation activities, and program portfolios, among other advances detailed in Annex 1 of this document. Furthermore, fundamentally, during the XXII IACML, held in October 2024 in Bogotá, Colombia, the Ministers of Labor decided:

“Endorse the establishment and promote the network of gender focal points as a specialized network of the Inter -American Network for Labor Administration (RIAL/GENDER, by its2Spanish acronym) aimed at achieving full gender equality in the world of work and deepening the institutionalization of gender in the Ministries of Labor, with a special emphasis on incorporating a gender perspective in labor inspection and in professional training and labor

Spanish acronym) aimed at achieving full gender equality in the world of work and deepening the institutionalization of gender in the Ministries of Labor, with a special emphasis on incorporating a gender perspective in labor inspection and in professional training and labor insertion strategies." (Art. 6, l of the Plan of Action of Bogota)

In compliance with this mandate, the 2025-2027 Work Plan of the IACML included within its priority technical actions: “To continue the work of RIAL/GENERO, as a specialized network of RIAL, in partnership with the Inter-American Commission of Women (CIM). Its work will be guided in this period by the actions and recommendations that emerged from the 9th Hemispheric Dialogue on Gender held in December 2024.”

Although there was some progress following the XXII IACML, such as a hemispheric dialogue and the preparation of information repositories, the RIAL/GENDER network did not see significant development during 2025. This is fundamentally due to a lack of financial resources, stemming from a decrease in contributions received by the RIAL Voluntary Contribution Fund, as well as the priority given to other activities.

This document contains a proposal to reactivate RIAL/GENDER, returning to its original objectives and reviewing its tools, priority actions, and operations. Furthermore, it presents a modular budget so that Member States and potential donors can consider funding various actions.

2. Description

The Network of Gender Focal Points in Ministries of Labor is a specialized community of practice of the Inter -American Network for Labor Administration (RIAL); as such, it is named

RIAL/GENDER.

Purpose: Contribute to achieving full gender equality in the world of work.

General objective: Strengthen the gender units or areas within the Ministries of Labor of the Americas.

Specific objectives:

• Share best practices, experiences, lessons learned and evaluations on gender mainstreaming from Ministries of Labor.

• Share relevant information and resources to keep the Units updated on different topics of

General objective: Strengthen the gender units or areas within the Ministries of Labor of the Americas.

Specific objectives:

• Share best practices, experiences, lessons learned and evaluations on gender mainstreaming from Ministries of Labor.

• Share relevant information and resources to keep the Units updated on different topics of interest, this includes specialized publications, training offers, and advances in public policies and/or legislation, among others.

• Discuss and analyze priority issues and relevant trends for gender equality in the world of work.

• Have a permanent channel of support, consultation and communication between peers.

• Share legislation and regulation, and work to strengthen national and regional legal frameworks on gender equality at work.- 33. Proposal to reactivate the RIAL/GENDER

In line with its founding document, t o achieve its objectives, the RIAL/GENDER has all the tools that are specific to the RIAL and that can be focused on gender issues, in addition to other tools that can be developed exclusively for the gender focal points.

In order to reactivate this network, each of the tools outlined in its founding document has been reviewed, and a prioritization is suggested. Additionally, the priority action areas have been updated, the functioning of RIAL/GENERO has been reviewed, and a proposal for its governance structure is made.

3.1 Reviewed Tools

RIAL/GENDER has 8 tools: 1) Portfolio of Programs, 2) Hemispheric Workshops, 3) Bilateral Cooperation, 4) Virtual Dialogues, 5) Dedicated Channel of Communication, 6) Membership Database, 7) Resources and Support Center, and 8) Informative Newsletter.

Portfolio of Programs: The Portfolio is an information bank that systematizes the programs on gender equity that the Ministries of Labor wish to share with each other. Programs must have shown results, have lessons learned and, ideally, have been positively evaluated.

The Portfolio, which includes a database and a search engine for programs, is now available within the

equity that the Ministries of Labor wish to share with each other. Programs must have shown results, have lessons learned and, ideally, have been positively evaluated.

The Portfolio, which includes a database and a search engine for programs, is now available within the RIAL website (www.rialnet.org) and has a section designated for programs on “Gender Equity”. The RIAL/GENDER will nurture and update this section of the Portfolio; to this end, each focal point has a personalized username and password. The Technical Secretariat is responsible for reviewing and translating the programs.

Hemispheric Workshops: Spaces to analyze and exchange experiences on specific issues related to the work of gender units or areas. They are generally held in person with a duration of 2 or 3 days.

They allow for the involvement of more actors, including workers’ and employers’ organizations, and allied international organizations. The objective of the Workshops is to identify lessons learned and policy recommendations on the subject matter. Given the excellent results of the virtual dialogues, it is suggested to give less priority to the Hemispheric Workshops.

Bilateral cooperation : Bilateral cooperation activities allow the Ministries to provide and receive direct and personalized technical advice among themselves, they are planned and developed according to the particular interests, strengths, and needs of the Ministries involved. The activities are selected through open calls of the RIAL at the beginning of each year and can be virtual or face -to-face. It is proposed to hold an exclusive webinar for the RIAL/GENDER membership during each RIAL call for bilateral cooperation, in order to encourage the submission of proposals; furthermore, to dedicate at least one of the selected activities to cooperation on gender equity. Ideally, an exclusive call could be made for RIAL/GENDER, subject to the availability of resources.

Virtual dialogues: Spaces for interaction between gender focal points with very specific purposes; they allow for an agile exchange limited to a particular topic and facilitate the participation and interaction of a much larger number of people than in -person exchanges. They last a maximum of 4

Virtual dialogues: Spaces for interaction between gender focal points with very specific purposes; they allow for an agile exchange limited to a particular topic and facilitate the participation and interaction of a much larger number of people than in -person exchanges. They last a maximum of 4 hours. Annex 1 contains a list of the dialogues held to date, highlighting the participation of 274Ministries on average and the diversity of topics discussed. It is proposed to hold at least two dialogues annually.

Dedicated channel of communication : It is imperative that the Network has a dedicated channel of interaction. During the 4th Dialogue, the participants expressed a preference for having a mailing list and a WhatsApp Group. The Secretariat recommends advancing along these two paths, using t he mailing list for formal communications and invitations, while the WhatsApp Group would be used for more informal communications and rapid exchange of information. These channels should be opened once the membership database has been updated and the Coordinating Committee has been established to give it momentum.

It is recommended that the WhatsApp Group be made up of no more than three people per country. Participation in the WhatsApp Group will be completely voluntary.

Membership database : The Secretariat will maintain an updated database with names, titles, and contact information, which will be available to members of the Network in order to streamline and optimize their communication. A general call to Ministries of Labor is recommended for mid -2026 to update this database.

Resource and Support Center: The RIAL website will have a dedicated space to share publications and tools on gender mainstreaming and institutionalization that are useful and relevant for the work of gender units in the Ministries of Labor. In 2025, the Secretariat developed an initial proposal of parameters for the inclusion of resources in this center and centralized relevant information; however, creating the resource center within the RIAL website requires financial resources and is linked to the review and migration process to the OAS servers for the RIAL website.

Informative Newsletter: All the activities of the Network, relevant updates in the Portfolio, news from

creating the resource center within the RIAL website requires financial resources and is linked to the review and migration process to the OAS servers for the RIAL website.

Informative Newsletter: All the activities of the Network, relevant updates in the Portfolio, news from the Units, and initiatives published in the Resource Center will be included in the biweekly RIAL/OAS

Newsletter.

3.2 Areas of action

The Network will act on different priority areas and themes for its membership. These areas of action will be adjusted over time, as needs and emerging issues arise, or as substantial progress has been made in matters that no longer require the same attention.

The Network will address issues from an intersectionality perspective, understanding that gender is a social variable that intersects with other variables, such as race, ethnicity, nationality, socioeconomic status, and place of residence, among others; a nd that there are various dynamics of discrimination and exclusion that can manifest themselves simultaneously and be mutually reinforcing.

It is proposed that the priority action areas for RIAL/GENERO in the short term (3 years) be those defined during the 9th Gender Dialogue between Ministries of Labor held in December 2024, which remain valid:- 5a. Labor inspection with a gender approach

• Deepening of the gender focus in labor inspections, with emphasis on sensitization and training of inspectors. • Expansion of the scope of inspection, including the prevention and treatment of labor violence and crimes such as human trafficking. • Extension of inspections to rural and agricultural areas, considering the particularities of gender in these contexts. • Deepening labor inspection in the care sector, including but not limited to paid domestic work

(how to enter private places, what to inspect and how to determine it). • Ensure compliance of fundamental principles and rights at work, particularly freedom of association and collective bargaining, as they are indispensable to ensure workplaces that are safe, secure, inclusive, equitable and free of violence and harassment.

b. National care systems and policies

• Ensure compliance of fundamental principles and rights at work, particularly freedom of association and collective bargaining, as they are indispensable to ensure workplaces that are safe, secure, inclusive, equitable and free of violence and harassment.

b. National care systems and policies

• Promotion of interministerial dialogue among social development, labor and other key sectors to develop integrated policies. • Promotion of measures for conciliation of family and work life, highlighting: o Implementation of parental policies and maternity and paternity leave. o Development of strategies to promote co -responsibility between men and women at home and at work. o Design of strategies to increase male participation in the promotion of work -life balance and co-responsibility at home and at work. • Design of specific labor policies that address the needs of women in maternity stages, as well as considerations on menstruation and pregnancy, promoting a comprehensive approach to health and wellbeing. • Regional perspective analysis of the Report of the General Discussion Committee on Decent Work and the Care Economy at the 112th Session of the ILO International Labour Conference, adopted in June 2024.

c. Paid domestic work

• Ensure respect for the labor rights of domestic workers, incorporating issues beyond salary aspects, such as violence and harassment. • Inspection of paid domestic work, taking into account that there are different workplaces, both public and with restricted access.

d. Pay equity and economic empowerment

• Reduce and eliminate wage inequalities through training in methodologies for measuring equal pay, considering different sectors and occupations. • Address gaps among women according to type of work. • Analyze gender inequalities in the face of major transformations in the world of work, particularly those linked to technological changes and artificial intelligence, and to efforts to combat climate change (just transition).- 6e. Prevention of violence and harassment at work

• Strengthening training for employers, workers and union representatives to promote work environments free of violence and discrimination. • Further study of Convention 190 on gender-based violence and harassment.

f. Diverse groups rights

e. Prevention of violence and harassment at work

• Strengthening training for employers, workers and union representatives to promote work environments free of violence and discrimination. • Further study of Convention 190 on gender-based violence and harassment.

f. Diverse groups rights

• Design differentiated attention routes for trans women and other diverse groups, ensuring their inclusion and protection. • Share experiences on the implementation of safe and inclusive workplaces.

In addition to the priority issues to be addressed by the RIAL/GENDER, during the Dialogue some concrete actions of the RIAL/GENDER to be developed over the next three years were mentioned:

• Organize on-site workshops to allow greater interaction among the gender focal points of the Ministries and deepen the analysis and exchange on priority issues. • Continue to hold virtual dialogues. • Launch again the Virtual Course on Gender -based Violence at Work developed by the RIAL and MESECVI, which is available on the Educational Portal of the Americas • Keep the membership database and the portfolio of programs up to date. • The Secretariat stressed the importance of developing and publishing the RIAL/GENDER

Resource Center.

3.3 Composition and functioning

Composition: The Network will be made up of the gender focal points of the Ministries of Labor of the OAS member states. These are: 1) directors and officials from the gender units, offices or areas within the Ministries, and 2) officials who have some relationship o r responsibility for gender issues in those Ministries where there is no specific gender unit or area.

Technical Secretariat: The Secretariat is the OAS Department of Human Development, Education and Employment (DHDEE), which will coordinate the technical and logistical operation of the Network and will maintain its institutional memory. The DHDEE will work in collaboration with the Inter-American Commission of Women (CIM), which will support the Network in the specific technical issues of its competence.

Steering Committee: The establishment of a committee is proposed to guide the work of the Network and define annual plans of action.

Inter-American Commission of Women (CIM), which will support the Network in the specific technical issues of its competence.

Steering Committee: The establishment of a committee is proposed to guide the work of the Network and define annual plans of action.

At the time of the creation of RIAL/GENERO, a Steering Committee was formed composed by the Chair of the IACML and the Ministries elected as Chairs and Vice-Charis of Working Group 1 (WG1) during the XXI IACML, who were in office at that time. This was in accordance with the Plan of Action of Buenos Aires, adopted at the XXI IACML in 2021, entrusted Working Group 1 with following up on the issue of “gender equality and mainstreaming of the gender perspective in labor and employment policies.” This committee, composed of Argentina (Chair of the IACML), Chile (Chair of WG1), Costa Rica (Vice -Chair of WG1) and Trinidad and Tobago (Vice -Chair of WG1) , held a7meeting in June 2022 where it developed the 2022 -2023 Work Plan, under which the actions detailed in Annex 1 for that period were carried out.

The Secretariat proposes that during the Working Group 1 Meeting of the IACML, to be held on May 11 in Asunción, the composition of this Committee be considered, consisting of three members:

1. The Chair of the Inter -American Conference of Ministers of Labor ( IACML), to ensure coherence between the Network and the priorities and orientations of the IACML. 2) One of the authorities (Chair or Vice Chair) of Working Group 1 of the IACML, considering that gender equality and the mainstreaming of gender perspective fall under its responsibility. 3) A Ministry of Labor to be chosen for this purpose.

This Steering Committee will meet once a year, following the IACML Authorities Meeting, held virtually in January each year. This meeting will serve to define the annual Work Plan for

that gender equality and the mainstreaming of gender perspective fall under its responsibility. 3) A Ministry of Labor to be chosen for this purpose.

This Steering Committee will meet once a year, following the IACML Authorities Meeting, held virtually in January each year. This meeting will serve to define the annual Work Plan for RIAL/GENERO, in line with the guidelines from the IACML Authorities and available resources.

4. Budget and possible future actions

The budget included in Table No. 1 is modular, so that the annual cost or cost per activity can be seen for each tool. The total amount sums the budget for annual actions (such as maintenance and updating of the Program Portfolio) and for specific actions (such as hemispheric workshops), which is why it can vary considerably.- 8Table No. 1 RIAL/GENDER Budget by Tool

• Ongoing updates and review Annual fee 1 $20,000 $20,000 - Document translation Annual cost 1 $10,000 $10,000

Subtotal $30,000 - Airfare and accommodation for participants (3 days) Travel cost per person 40 $3,000 $120,000 - Logistics, materials, document translation Various (per meeting) 1 $15,000 $15,000 - Simultaneous interpretation (4 languages) Interpretation per day 3 $5,000 $15,000 Subtotal $150,000 - Technical and logistical coordination Coordination 1 $3,000 $3,000 - Platform usage (4 synchronous sessions) Platform 4 sessions 1 $1,000 $1,000 - Simultaneous interpretation (4 synchronous sessions, 2 languages) Interpretation 4 sessions 1 $2,000 $2,000

Subtotal $6,000 - Airfare and accommodation for participants (5 days) Travel cost per person 5 $4,000 $20,000 - Logistics, materials, document translation Various (per meeting) 1 $2,000 $2,000 - Technical and logistical coordination Coordination 1 $3,000 $3,000 - Simultaneous interpretation (2 languages) Interpretation per day 5 $2,500 $12,500 Subtotal $37,500 - Technical and logistical coordination, conceptual documents: Coordination Coordination 1 $3,500 $3,500 - Platform usage Platform 1 $500 $500 - Simultaneous interpretation (2 languages) Interpretation per half day 1 $1,000 $1,000 Subtotal $5,000 - Moderation and technical and logistical coordination Annual moderation 1 $12,000 $12,000 - - Mantenimiento y actualización página web Annual web 1 $3,000 $3,000 Subtotal $15,000 - Proposal of parameters, initial research, and systematization Consulting fee (output) 1 $20,000 $20,000 - Annual research and updates Annual update 1 $12,000 $12,000 - Online maintenance, website updates Annual web 1 $6,000 $6,000 Subtotal $38,000 - Research, production, and design (1 bi-weekly newsletter) Annual cost 1 $12,000 $12,000 Subtotal $12,000 TOTAL ANNUAL COST (Including reduced activities) $293,500 Virtual Dialogue (cost per activity) This annual cost includes variable costs, therefore, it could be higher or lower. In this case, it includes 1 workshop, 1 virtual dialogue, 1 virtual bilateral cooperation, and 1 in-person cooperation Cost per unit Total costQuantityUnit Program Portfolio (annual cost) Tool / Activity Virtual Bilateral Cooperation (cost per activity)

In-person Bilateral Cooperation (cost per activity) Dedicated Communication Channel and Membership Database (annual cost) Resource and Support Center (initial and annual cost) Newsletter (annual cost) RIAL TOOLS - Annual or activity cost Hemispheric Workshops (cost per activity)- 9Proposed Actions for 2026

The Technical Secretariat presents the following actions for 2026, aiming to optimize RIAL resources and the capacity of the Technical Secretariat:

• Decide on the formation of the Steering Committee and elect its authorities.

• Consult the Ministries of Labor about the gender focal points and update the membership database.

• Hold the 10th Gender Dialogue towards the end of 2026, using authorized resources from RIAL in the IACML Work Plan, in partnership with the Inter -American Commission of

Women (CIM).

• Issue a general call to Ministries to include new programs in the RIAL Program Portfolio under the category “Gender Equality,” once the updated focal points are available.

• Continue close collaboration with the CIM and explore areas for joint work.

• Urge member states to increase their contributions to RIAL and consider creating an exclusive account for RIAL/GENDER.

• Explore funding sources, identify potential donors within OAS observer countries and other institutional partners, and present funding proposals.- 10Annex 1

Activities and products achieved by the RIAL/GENDER

• Identification and incorporation of programs into the online Portfolio of Programs, available on the RIAL website (www.rialnet.org). The Portfolio includes a database and search engine for programs, and has a designated section for "Gender Equity" initiatives. Each focal point has a personalized username and password to publish in the Portfolio their programs that must have shown results, have lessons learned and, ideally, have been positively evaluated.

In addition, these are programs that the Ministries wish to share with each other.

• Definition of policy recommendations, analysis and exchange of experiences on priority

focal point has a personalized username and password to publish in the Portfolio their programs that must have shown results, have lessons learned and, ideally, have been positively evaluated. In addition, these are programs that the Ministries wish to share with each other.

• Definition of policy recommendations, analysis and exchange of experiences on priority issues through virtual dialogues among gender focal points. In each of these dialogues, successes, challenges, lessons learned and policy recommendations have been identified on priority issues for gender equality and for strengthening gender units. The Virtual Dialogues held, both those that originated the RIAL/G ENDER in 2020 and 2021, as well as those that

followed its creation, are the following:

o 1st Hemispheric Dialogue to advance the institutionalization of Gender in the Ministries of Labor, held on November 20, 2020

o 2nd Hemispheric Dialogue between Gender Units of Ministries of Labor: “Telework and caregiving co-responsibility for a gender-responsive recovery.”, held on May 26, 2021

o 3rd Hemispheric Gender Dialogue among Ministries of Labor: Towards a Manual or “ABC” for Gender Units, held on November 30, 2021

o 4th Hemispheric Gender Dialogue between Ministries of Labor, held on March 15, 2022

o 5th Hemispheric Dialogue on Gender among Ministries of Labor: “Toward a genderresponsive labor inspection”, held on September 20, 2022

o 6th Hemispheric Dialogue on Gender among Ministries of Labor: “Toward a paid domestic work with rights”, held on March 15, 2023

o 7th Hemispheric Dialogue on Gender among Ministries of Labor: “Mainstreaming gender in training and employment strategies: Closing occupational gaps”, held on July 26, 2023

o 8th Hemispheric Gender Dialogue between Ministries of Labor: "Towards a safe work environment: Eradicating gender -based violence and harassment at work ,” held on

gender in training and employment strategies: Closing occupational gaps”, held on July 26, 2023

o 8th Hemispheric Gender Dialogue between Ministries of Labor: "Towards a safe work environment: Eradicating gender -based violence and harassment at work ,” held on July 19, 2024.- 11o 9th Hemispheric Gender Dialogue between Ministries of Labor: " Defining contributions, priorities and future actions of the RIAL/GENDER," held on December 12, 2024.

The participation of an average of 27 Ministries of Labor in each of these virtual Dialogues is noteworthy, which highlights their usefulness and relevance. In addition to ministry officials, representatives of workers and employers have participated, as w ell as representatives of international organizations, including the ILO, ECLAC, the IDB , the World Bank, and EUROsociAL.

The results and conclusions of all the dialogues are published in the RIAL websitewww.rialnet.org. Each of these documents contains valuable elements for advancing gender equality in the world of work.

• List of gender focal points in Ministries of Labor updated and online . The RIAL website hosts the list of RIAL/GENDER members, including name and contact information. This list was last updated in early 2025.

• Direct inter -ministerial technical advice with concrete results, through bilateral cooperation. Between 2022 and 2023, the following cooperation and results are highlighted

within the RIAL/GENDER:

o Cooperation between the Ministries of Labor of Uruguay and Argentina on the prevention of gender-based violence. As a result of this cooperation, the Ministry of Labor of Uruguay prepared and launched in March 2023 the "Manual to prevent and eradicate gender -based violence at work", incorporating lessons learned and recommendations from the Argentine experience. Specialists from Argentina's Ministry of Labor provided training to Uruguay, as well as detailed feedback on the contents of the Manual.

eradicate gender -based violence at work", incorporating lessons learned and recommendations from the Argentine experience. Specialists from Argentina's Ministry of Labor provided training to Uruguay, as well as detailed feedback on the contents of the Manual.

o Cooperation between the Ministries of Labor of Bolivia and Panama on strengthening women's cooperatives. During 2022, the Ministry of Labor of Panama shared its initiatives to support the development of c