Outcome 5 – Women and men have better and more equitable

Outcome 5 – Women and men have better and more equitable working conditions
RESULTS BY INDICATOR
Indicator - 5.1. Number of member States in which tripartite constituents, with ILO support, adopt policies or implement strategies to
promote improved or more equitable working conditions, especially for the most vulnerable workers.
Measurement
To be counted as reportable, results must meet at least two of the following criteria:
1. A national plan of action is adopted by the tripartite constituents covering key priorities on working conditions, including for the most vulnerable
workers.
2. New or modified legislation, regulations, or policies, or national or sectoral programmes, are adopted to improve working conditions, including for the
most vulnerable workers, in one or more specific areas: maternity protection, work-family reconciliation, domestic work, working time and work
organization.
3. An information dissemination or awareness-raising campaign on improving working conditions is implemented by one or more of the tripartite
constituents in one or more specific areas: maternity protection, work-family reconciliation, domestic work, working time and work organization.
4. A training strategy for improving working conditions is implemented by one or more of the tripartite constituents in one or more specific areas:
maternity protection, work-family reconciliation, domestic work, working time and work organization.
Country/Country Programme Outcome Measurement
(CPO)
Criteria
Result Achieved
ILO Contribution
The HealthWISE programme, a sectoral
adaptation of the ILO Work Improvement in
Small Enterprises (WISE) methodology for the
health sector, was implemented in the
Dodoma region by an NGO working for the
Tanzanian Ministry of Health.
Trained 18 trainers from six health facilities in
rural and urban Dodoma. In collaboration with
the Ilala Municipal Authority, provided
technical assistance for the establishment of a
childcare centre at Kivukoni fish market,
which provides care for the children of
informal workers at the market while the
latter are at work.
Africa
United Republic of Tanzania/TZA104
Improved equitable working conditions
2
3
1) Awareness-raising campaign on maternity
protection conducted by the Ministry of
Labour and Youth Employment, the Trade
Union Congress of Tanzania (TUCTA), and the
Association of Tanzanian Employers (ATE).
This campaign was based on a cartoon
booklet on maternity protection rights, in both
English and Swahili, and a DVD on maternity
protection rights, which were developed,
published and disseminated.
1) Conducted capacity enhancement
workshops for labour officers and inspectors
on maternity protection provisions and related
international labour standards.
2) Provided technical inputs in collaboration
with workers' representatives/ organizations.
2) Awareness raising among workers’ and
employers’ representatives in Tanzania
mainland and Zanzibar on Domestic Workers
Convention, 2011 (No. 189) was conducted
prior to its adoption.
3) Awareness raising/sensitization of Members
of Parliament (August 2011).
4
1) Implementation of a training strategy for
1) Worked in collaboration with Ministry of
all labour inspectors in the country (74) on
Labour in developing checklist used during
maternity protection by the Ministry of Labour training and practice inspections.
and Youth Employment.
2) Provided technical assistance through
2) A similar training strategy for employers
employers’ representatives from the
was also developed and implemented by the Association of Tanzanian Employers (ATE).
Association of Tanzanian Employers (ATE). A
3) Worked with the TUCTA to help them to
total of 30 employers were trained, and in
develop the training strategy and training
turn have trained 450 employees at Kibo
hotels, 200 employees Schools of St. Jude and materials for workers.
123 employees at Mount Meru Flowers (total
of 803 people trained).
3) A similar training strategy was also
developed for workers. It is estimated that
around 3,000 workers have been reached
through training provided by the Trade Union
Congress of Tanzania (TUCTA).
Arab States
Lebanon/LBN151
Rights at work protected for domestic workers
through the development and enforcement of
legislative and policy framework in line with
international labour standards
2
- Unified contract for migrant women
domestic workers adopted and disseminated
by the Ministry of Labour.
- Provided technical assistance to the Ministry
of Labour regarding the drafting and
implementation of the unified contract, in the
form of technical advisory services and
capacity building initiatives. Provided
extensive technical assistance to the Ministry
of Labour in the preparation of draft
legislation for domestic workers.
3
- Rights booklet on the duties and obligations
of domestic workers was endorsed by the
Ministry of Labour and disseminated to
community leaders through an information
campaign.
- Provided technical assistance to relevant
members of the National Steering Committee
for the Protection of Migrant Women
Domestic Workers for the development of
booklet; pilot tested the rights booklet in 12
languages with community leaders to ensure
messages were accurately received.
3
Diseminación, en 2010 y 2011, de la campaña
de valorización del trabajo doméstico,
desarrollada por la Secretaria de Políticas para
las Mujeres (SPM) y Secretaria de Promoción
de la Igualdad Racial (SEPPIR). En diciembre
de 2010, fue lanzada en una conferencia de
Apoyo técnico, en colaboración con ONU
Mujeres, a la elaboración y amplia
divulgación de la campaña de valorización de
trabajo doméstico, en particular a través del
sujeto de la igualdad racial y del salario
mínimo.
Americas
Brazil/ BRA102
Constituents adopt measures towards the
improvement of employment conditions, with
focus in the areas of wages, working hours,
safety and health at work, and work-life
balance.
prensa la versión en portugués del Informe
Global sobre Salarios. Este evento recibió
mucha atención de los medios de
comunicación, especialmente debido a la
experiencia positiva de Brasil con relación a la
manutención, durante la crisis financiera
internacional, de la política de valorización
(aumento real) del salario mínimo adoptada
en 2007.
Costa Rica/CRI103
El país avanza en la ratificación del Convenio
156 sobre responsabilidades familiares
4
Cerca de 30 empresas brasileñas participantes
del Programa Pro-Equidad de Género de la
Secretaria de Políticas para as Mulheres SPM
desarrollaran y ejecutan planes de acción que
inclusa una formación específica por las
necesidades en las empresas para el
fortalecimiento de sus acciones de promoción
del equilibrio entre trabajo y familia. También,
se observa un crecimiento en el número de
cláusulas relativas a esa materia en la
negociación colectiva.
La OIT realizó el "Taller Igualdad de Género y
la Conciliación entre Trabajo y Familia en las
Empresas" y las reuniones individuales con las
empresas brasileñas participantes del
Programa Pro-Equidad de Género. El taller
utilizó un metodología elabora con el Centro
de Turín para el fortalecimiento de sus
acciones de promoción del equilibrio entre
trabajo y familia en las empresas. La OIT
apoyó la realización de un estudio,
conjuntamente con el DIEESE (Departamento
Intersindical de Estadísticas e Estudios
Socioeconómicos), sobre la inclusión de
cláusulas relativa al tema de la igualdad de
oportunidades, protección a la maternidad y
equilibrio entre trabajo y familia en la
negociación colectiva.
1
- El Ministerio de Trabajo y Seguridad Social
(MTSS) aprobó y ejecuta un nuevo Plan de
Acción de la Política de Igualdad y Equidad de
Género (aprobada en diciembre del 2009), el
cual incorpora la Ratificación del Convenio
156 como una de las acciones prioritarias.
- Se crea por Decreto Ministerial la Comisión
- Se ejecutó una campaña con los
Constituyentes y actores claves nacionales
para promover la ratificación del Convenio
núm. 156.
- Elaboración y publicación del estudio
(Trabajo decente y corresponsabilidad social
en el cuido: retos en el camino hacia la
Técnica Tripartita para la igualdad y equidad
de género en el trabajo, entre cuyos objetivos
se incluye apoyar la implementación de la
política de igualdad del Ministerio de Trabajo
igualdad).
- Organización de actividades de
sensibilización y difusión de los contenidos del
estudio con amplios sectores de la sociedad,
en conjunto con el Instituto Nacional de las
Mujeres (INAMU) y el MTSS.
- Elaboración de un currículo para el
Apoyo técnico para la elaboración de la
desarrollo de una carrera para el cuido de
política y del plan de acción, lo que implicó
personas menores de edad en el Instituto
Nacional del Aprendizaje (INA)- El nuevo Plan por parte de la Especialista en Género del
ETD, preparar documentos y presentaciones
de Acción de la PIEG (Política de igualdad y
equidad de género) incorpora la promoción de técnicas y participar en reuniones de
sensibilización y seguimiento con las
la ratificación del Convenio 156 como una
autoridades del MTSS e INA.
acción de la PIEG.
Dominican Republic/DOM104
El país ratifica los convenios 156 y 183 sobre
trabajadores con responsabilidades familiares.
3
El Movimiento Sindical costarricense desarrolló
una campaña para la promoción de la
ratificación del Convenio Núm. 189 de la OIT
que ha permitido que el Movimiento Sindical
del país apoye la ratificación del Convenio.
- Organización de talleres informativos previos
a cada una de las CIT sobre los contenidos de
los nuevos instrumentos sobre trabajo
doméstico. Esto permitió que una trabajadora
doméstica formara parte de la delegación
sindical oficial y que se solicitara la ratificación
del Convenio al MTSS en cuanto fue aprobado
(Junio 2011).
- Actualmente el MTSS se encuentra
realizando las consultas pertinentes previas a
emitir un criterio jurídico sobre el mismo.
3
El CIMTRA (Comité Intersindical de Mujeres
Trabajadoras) lanza una campaña para
promover la ratificación de los Convenio núm.
156 y 183 de la OIT que ha llevado a que los
Constituyentes estén informados y
sensibilizados sobre la importancia de los
convenios y crear un ambiente positivo para
su ratificación.
- Apoyo técnico, por ejemplo preparación de
un estudio sobre conciliación entre trabajo y
vida familiar conocido por los principales
actores (Convenio 156 sobre trabajadores con
responsabilidad familiar)
Paraguay/PRY128
Política de fortalecimiento de derechos de
trabajadoras domésticas en proceso de diseño
e implementación
El CIMTRA desarrolla una campaña para
promover los derechos de las trabajadoras
domésticas y su afiliación sindical. Logra que
el Congreso de la República firme un
comunicado de adhesión al Convenio sobre
trabajo doméstico justo antes de que la
delegación oficial del país se vaya a Ginebra a
votar el Convenio
- Apoyo técnico a las actividades, por ejemplo
un instrumento internacional sobre trabajo
doméstico (previo a la conferencia) Talleres
de sensibilización y formación sobre los
instrumentos internacionales sobre trabajo
decente para los trabajadores domésticos
previos a las CIT de los dos años.
4
El CIMTRA ejecuta un plan de formación de
formadores en el tema de conciliación entre
trabajo y vida familiar.
Apoyo técnico en la ejecución del plan de
formación.
2
Instituto de Previsión Social (IPS) ha ampliado Elaboración de propuesta y discusión con
a todo el país la cobertura de salud para
equipo directivo de IPS para reforma en
trabajadoras domésticas (anteriormente solo cobertura de salud.
regía para la ciudad de Asunción)
Talleres con personal IPS para sensibilizar,
Se crea en el Ministerio de Justicia y Trabajo capacitar y evitar mal uso de la nueva
la oficina de atención a trabajadoras
regulación.
domésticas
4
El Ministerio de Justicia y Trabajo se elabora
un programa de capacitación y se capacita a
más de 400 trabajadoras domésticas.
Apoyo en la elaboración de organigrama,
funciones y tareas de la oficina de atención a
trabajadoras Domésticas. Capacitación al
personal contratado
Licitación de bases para contratación de
organismos que provean capacitación.
Apoyo a la Dirección de la mujer Trabajadora
para que conozca el programa de capacitación
a TD de Argentina.
Indicator - 5.2. Number of member States that, with ILO support, strengthen their institutional capacity to implement sound wage
policies.
Measurement
To be counted as reportable, results must meet at least one of the following criteria:
1. A mechanism for the monitoring and collection of wage data is established or strengthened to expand or improve the availability of data on average
wages, the wage share, or wage inequality, or other new wage indicators.
2. Legislation, regulations, or policies are adopted that improve minimum wages (national or sectoral), whether established via statute or through
collective bargaining.
3. Specific measure to improve wage-setting are implemented in either the public or private sectors, such as the establishment or revitalization of a
tripartite body at national level or other wage bargaining mechanisms, operating at different levels.
4. A group of wage experts, trained as part of a capacity-building programme established by the ILO, is employed by the Ministry of Labour or
employers’ or workers’ organizations, or academic institutions dealing with wage policy matters.
Country/CPO
Measurement
Criteria
Result Achieved
ILO Contribution
2
The Government has developed policy
measures which ensure better coordination
between provinces in minimum wage fixing
and improve the enforcement of minimum
wages. These policy initiatives are reflected in
the newly adopted Five-Year Economic Plan
(12th Plan, 2011-2015), which is aimed at
reducing inequality and improving income for
the poor, thereby boosting domestic demand.
Worked with the Ministry of Human Resources
and Social Security (MOHRSS) to improve
institutional framework and its effectiveness.
In particular, MOHRSS asked the ILO to
provide technical assistance in the areas
which had posed serious challenges in
formulating policy responses. In response, the
ILO and MOHRSS jointly organized a series of
tripartite workshops with local academic
Asia-Pacific
China/ CHN153
Collective bargaining machineries
strengthened and wage policy framework is
further improved with a view to ensuring
equitable distribution of fruits of economic
development
experts in 2010-2011, focusing on: (1) the
main scope/structure and key elements of the
possible new regulation(s) on wages; (2)
ways of improving the current minimum wage
system in terms of effectiveness and crossregional coordination; (3) ways of creating
favourable environments for collective
bargaining. To facilitate these policy
discussions, the ILO and MOHRSS
commissioned a number of studies. The
studies’ key findings were presented and
discussed at the tripartite workshops. The ILO
submitted a series of notes to MOHRSS
summarizing the workshops, with views and
recommendations for the Government’s
consideration.
Mongolia/ MNG151
Tripartite social dialogue strengthened and
continued improvement of wage policy in line
with new market values
1
The Wages Structure Survey (WSS) was
conducted with the support of the National
Statistical Office (NSO) and the Ministry of
Social Welfare and Labour. The Wage
Statistical Report and Policy was published.
Conducted a technical capacity-building
workshop in 2010, with a view to creating a
core group of experts who could analyse the
Wages Structure Survey (WSS) data and
prepare a policy report, which resulted in a
tripartite core group. Provided advice and
consulted with tripartite partners on Minimum
Wage law; ongoing support to wage policy
development and capacity building on wage
negotiations in specific sectors.
2
National law on minimum wages adopted in
2010 (effective as of 2011), based on the
Wages Structure Survey (WSS) policy report.
Following the adoption of the law, efforts
have been directed at strengthening the
preparation of sectoral negotiation of
Completed analysis of the Wages Structure
Survey (WSS) data and preparation of a
technical report, which have highlighted
relations between employee profiles and wage
structure. Conducted a capacity-building
workshop on wage policy development in
minimum wages and development of the
wage policy.
Philippines /PHL128
National and local wage bodies and social
partners develop sound wage policy, including
on minimum wage
September 2011. Conducted a wage survey,
as an input for fixing the minimum wage.
- Organized training workshops and trained a
significant number of tripartite partners on
mediation and conciliation.
- Carried out tripartite rights-based training to
support Global Jobs Pact.
3
The mechanism for setting the minimum
Conducted a capacity-building workshop on
wage has been reformed in accordance with wage policy development September 2011.
the new Minimum Wage Law. The minimum
wage is now to be fixed by the tripartite body
(instead of the Government only) every two
years.
3
In April 2011, the National Wages and
Productivity Commission (NWPC) introduced
the Two-Tiered Wage System. Under this
system, a Floor Wage Model incorporating
poverty and income indicators is being
developed by the NWPC.
Provided support to consultations on the TwoTiered Wage System, and capacity building on
designing and establishing the floor wage and
productivity-based gain-sharing schemes. This
included study visits of officials of the National
Wages and Productivity Commission and its
tripartite commissioners to observe good
practices of wage-setting institutions in other
countries (Singapore and Australia).
EXAMPLES OF GLOBAL OUTPUTS
The Global Wage Report 2010/11
The Global Wage Report has been published every two years since 2008. It draws on ILO research as well as on the inputs of a network of national wage
specialists around the world. The 2010/11 report was launched in December 2010 in Santiago de Chile, Dakar and Brussels. Press conferences were held in
Geneva, Brasilia, Beijing, Berlin, Moscow and Kiev, resulting in wide media coverage. The report was also presented at various conferences and training
activities. It is available online in at: http://www.ilo.org/global/publications/books/WCMS_145265/lang--en/index.htm.
Maternity Protection Resource Package (MPRP)
This modular training package consists of one booklet in English, French and Spanish and 15 modules in English and French (available in a CD-ROM). It was
prepared by the ILO, in collaboration with the Turin Centre, WHO, UNICEF, UNFPA, UN-Women, the International Baby Food Action Network (IBFAN) and the
Geneva Infant Feeding Association (GIFA). The package was piloted in Viet Nam, with trade union representatives from 11 Asian countries, and at the
Gender Academy held at the Turin Centre in 2011. Adaptations and implementation are taking place in Cambodia, China, the Philippines, the Republic of
Moldova and Zambia, as well as in Central Asia.
The package is available online at: http://vg59.torino.it/maternity/
and http://www.ilo.org/travail/areasofwork/maternity-protection/lang--en/index.htm.
Wage training and “policy clinics”
Every other year the ILO delivers a global training course on effective wage policies through the Turin Centre. In between two global courses, regional
training courses are delivered on the same topic in Turin or in a field location. In addition, training is also delivered through national level “wage policy
clinics” at the request of constituents. In 2010-11 the global and regional training activities included participants from 26 countries and national policy clinics
were held in seven countries.