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Vietnam promotes gender equality in domestic firms


A fact-finding trip and a seminar on gender equality were held in Ho Chi Minh City on March 5 by the Institute of Studies on Society, Economy and Environment (iSEE). iSEE Deputy Director Hoang Thi Huong said the activities aim to clarify gender equality issue in workload distribution, salary, as well as payment for workers, the extension of retirement age and issues in creating a safe, friendly and equal working environment with welfare benefits, among others.

From those activities, the institute and its partners will submit recommendations promoting gender equality to the revised Labour Code, along with raising public awareness and the voices of labourers in relating issues.

At the seminar, representatives of many firms underlined that workload distribution is mostly carried out in an open and equal manner, based on workers’ capacity rather than their gender. Particularly, businesses focus on job description and guidance for workers from recruitment to facilitate their careers.
Nguyen Xuan Son from ManpowerGroup Vietnam said companies’ leaders must be pioneers in fostering gender equality. In addition, firms are advised to apply the technologies which support women to work from home.
Participants voiced their ideas that retirement age should be on workers’ demand and capacity instead of their gender. Lawmakers should consider the country’s current situation to set appropriate retirement age, which affects domestic firms and social welfare policy of the nation.
Recent survey by ManpowerGroup Vietnam showed that the demand for female workers accounts for 50 percent in office work and garment-textile and electronic sectors. Meanwhile, the rate of Vietnamese women taking the leading role in businesses stands at about 33 percent.
In a gender impact assessment report conducted in late 2017, the UN Women, the Australian Embassy in Vietnam and the put recommendations to ensure and promote gender equality without discriminating occupational opportunities, skills and capacity development for men and women.
The report proposed some major changes to the draft revised Labour Code such as narrowing and eliminating the retirement age gap between male and female workers, strengthening regulations on addressing sexual harassment at workplaces, and providing measures to protect the reproductive function of all sexes instead of only focusing on female workers.