some time ago would be an important symbolic and practical step towards ensuring such cooperation. Establish a format of periodic meetings and cooperation between the Public Defender’s Office and the Labour Inspection Service on issues of discrimination and harassment, within which the institutions will exchange information and knowledge, discuss challeng­es and issues in the field, and plan strategies for adequate use of their resources. The Labour Inspection Service should pay special attention to cooperation with relevant local and international non-governmental organizations on issues of discrimination and harassment. The Labour Inspection Service should develop and issue advisory instructions/guidelines to ensure effective enforcement of reasonable accommodation. 2.2 The concept of equal remuneration for work of equal value Legal Review Until the 2020 Labour Law Reform, there was no provision in Georgian domestic law reg­ulating equal remuneration between men and women for work of equal value. The first draft of the reform package prepared by the international and national experts of the ILO included the provision that employers shall provide equal remuneration for men and women for work of equal value. The rules and regulations to ensure application of the given principle was suggested to be determined by the Minister of Labour in consultation with the social partners. This provision was modified during preliminary consultation with the stakeholders and the current Article 4(4) of the Labour Code reads as follows:“em­ployers shall ensure equal remuneration of female and male employees for equal work performed.” The Equal Remuneration Convention, 1951(No. 100) of the ILO(ratified by Georgia) regu­lates the concept of equal remuneration for men and women workers for work of equal value, not only for equal work. According to the CEACR, equal value is the cornerstone of the Convention and“the concept of“work of equal value” lies at the heart of the funda­mental right of equal remuneration for men and women for work of equal value, and the promotion of equality.” 36 Provisions ensuring“equal pay for equal work” and“equal pay for work of equal value” are different as“equal pay for equal work” is a limited concept. For several years, the CEACR has been raising concerns regarding the absence of legisla­tion giving full expression to the principle of equal remuneration for men and women for 36. General Survey on the Fundamental Conventions Concerning Rights at Work in light of the ILO Declaration on Social Justice for a Fair Globalization, 2008, paragraph 673. 29