Abbreviation | ILO |
---|---|
Formation | 29 October 1919; 99 years ago |
Type | United Nations specialised agency |
Legal status | Active |
Headquarters | Geneva, Switzerland |
Director-General Guy Ryder | |
Parent organization | United Nations General Assembly United Nations Economic and Social Council |
Website | www.ilo.org |
- Factory Improvement
- Ilo Factory Improvement Programs
- Factory Improvement Ideas
- Ilo Factory Improvement Programme
- Ilo Factory Improvement Program 2017
National Project Coordinator, ILO, Garment Industry Project. Location Myanmar Industry Professional Training & Coaching. Current: ILO, Yangon Office; Previous: Responsible business, labor standards, public health, Score Trainer. - Facilitate Factory Improvement Program (Benefit for Business and Worker) giving training, follow up. The Factory Improvement Programme (FIP), developed by the International Labour Organization, is a hands-on training programme that combines workshop training with individual in-factory consultations. It has been implemented in Sri Lanka, Vietnam and India and is soon to be expanded both in and beyond Asia. The International Labour Organization (ILO) is a United Nations agency that sets international labour standards and promotes social protection and work opportunities for all. The ILO has 187 member states: 186 of the 193 UN member states plus the Cook Islands are members of the ILO. Three occupational safety and health (OSH) activities, one international and two national workshops, were documented as part of OSH activities conducted under the International Labor Organization/Korea Partnership Program in the year 2011–2012. This study aimed to provide information on what the.
The International Labour Organization (ILO) is a United Nations agency whose mandate is to advance social justice and promote decent work by setting international labour standards.[1] It was the first specialised agency of the UN. The ILO has 187 member states: 186 of the 193 UN member states plus the Cook Islands are members of the ILO. The tripartite structure is unique to the ILO where representatives from the government, employers and employees openly debate and create labour standards.
The International Labour Office is the permanent secretariat of the International Labour Organization. It is the focal point for International Labour Organization's overall activities, which it prepares under the scrutiny of the Governing Body and under the leadership of the Director-General.
Bilateral Agreement continued in spirit, with the innovative program of ILO-managed factory monitoring being incorporated into the Better Factories program established.
The ILO employs some 2,700 officials from over 150 nations at its headquarters in Geneva, and in around 40 field offices around the world. Among these officials, 900 work in technical cooperation programmes and projects.
In 1969, the ILO received the Nobel Peace Prize for improving fraternity and peace among nations, pursuing decent work and justice for workers, and providing technical assistance to other developing nations.[2] Fifty years later to mark the organisation's centenary, it convened a Global Commission on the Future of Work, whose report, published in January 2019, made ten recommendations for governments to meet the unprecedented challenges of a changing world of work. Those included a universal labour guarantee, social protection from birth to old age and an entitlement to lifelong learning.[3][4]
The International Labour Organization has developed a system of international labour standards aimed at promoting opportunities for women and men to obtain decent and productive work, in conditions of freedom, equity, security and dignity.[5]
- 1Governance, organization, and membership
- 2History
- 2.1Origins
- 3Programmes
- 3.3Child labour
- 4Issues
Governance, organization, and membership[edit]
Unlike other United Nations specialized agencies, the International Labour Organization has a tripartite governing structure that brings together governments, employers, and workers of 187 member States, to set labour standards, develop policies and devise programmes promoting decent work for all women and men. The structure is intended to ensure the views of all three groups are reflected in ILO labour standards, policies, and programmes, though governments have twice as many representatives as the other two groups.
Governing body[edit]
The Governing Body is the executive body of the International Labour Organization (the Office is the secretariat of the Organization)[clarification needed]. It meets three times a year, in March, June and November. It takes decisions on ILO policy, decides the agenda of the International Labour Conference, adopts the draft Programme and Budget of the Organization for submission to the Conference, elects the Director-General, requests information from the member states concerning labour matters, appoints commissions of inquiry and supervises the work of the International Labour Office.
Juan Somavía was the ILO's Director-General from 1999 until October 2012 when Guy Ryder was elected. The ILO Governing Body re-elected Guy Rider as Director-General for a second five year-term in November 2016.[6]
This governing body is composed of 56 titular members (28 governments, 14 employers and 14 workers) and 66 deputy members (28 governments, 19 employers and 19 workers).
Ten of the titular government seats are permanently held by States of chief industrial importance: Brazil, China, France, Germany, India, Italy, Japan, the Russian Federation, the United Kingdom and the United States.[7] The other Government members are elected by the Conference every three years (the last elections were held in June 2017). The Employer and Worker members are elected in their individual capacity.[8][9]
International Labour Conference[edit]
The ILO organises once a year the International Labour Conference in Geneva to set the broad policies of the ILO, including conventions and recommendations.[10] Also known as the 'international parliament of labour', the conference makes decisions about the ILO's general policy, work programme and budget and also elects the Governing Body.
Each member state is represented by a delegation: two government delegates, an employer delegate, a worker delegate and their respective advisers. All of them have individual voting rights and all votes are equal, regardless the population of the delegate's member State. The employer and worker delegates are normally chosen in agreement with the most representative national organizations of employers and workers. Usually, the workers and employers' delegates coordinate their voting. All delegates have the same rights and are not required to vote in blocs.
Delegate have the same rights, they can express themselves freely and vote as they wish. This diversity of viewpoints does not prevent decisions being adopted by very large majorities or unanimously.
Heads of State and prime ministers also participate in the Conference. International organizations, both governmental and others, also attend but as observers.
Conventions[edit]
Through July 2018, the ILO had adopted 189 conventions. If these conventions are ratified by enough governments, they come in force. However, ILO conventions are considered international labour standards regardless of ratification. When a convention comes into force, it creates a legal obligation for ratifying nations to apply its provisions.
Every year the International Labour Conference's Committee on the Application of Standards examines a number of alleged breaches of international labour standards. Governments are required to submit reports detailing their compliance with the obligations of the conventions they have ratified. Conventions that have not been ratified by member states have the same legal force as recommendations.
In 1998, the 86th International Labour Conference adopted the Declaration on Fundamental Principles and Rights at Work. This declaration contains four fundamental policies:[11]
- The right of workers to associate freely and bargain collectively
- The end of forced and compulsory labour
- The end of child labour
- The end of unfair discrimination among workers
The ILO asserts that its members have an obligation to work towards fully respecting these principles, embodied in relevant ILO conventions. The ILO conventions which embody the fundamental principles have now been ratified by most member states.[12]
Protocols[edit]
This device is employed for making conventions more flexible or for amplifying obligations by amending or adding provisions on different points.Protocols are always linked to Convention, even though they are international treaties they do not exist on their own. As with Conventions, Protocols can be ratified.
Recommendations[edit]
Recommendations do not have the binding force of conventions and are not subject to ratification. Recommendations may be adopted at the same time as conventions to supplement the latter with additional or more detailed provisions. In other cases recommendations may be adopted separately and may address issues separate from particular conventions.[13]
Membership[edit]
International Labour Organization flag
The ILO has 187 state members. 186 of the 193 member states of the United Nations plus the Cook Islands are members of the ILO.[14] The UN member states which are not members of the ILO are Andorra, Bhutan, Liechtenstein, Micronesia, Monaco, Nauru, and North Korea.
The ILO constitution permits any member of the UN to become a member of the ILO. To gain membership, a nation must inform the director-general that it accepts all the obligations of the ILO constitution.[15] Other states can be admitted by a two-thirds vote of all delegates, including a two-thirds vote of government delegates, at any ILO General Conference. The Cook Islands, a non-UN state, joined in June 2015.
Members of the ILO under the League of Nations automatically became members when the organisation's new constitution came into effect after World War II.
Position within the UN[edit]
The ILO is a specialised agency of the United Nations (UN).[16] As with other UN specialised agencies (or programmes) working on international development, the ILO is also a member of the United Nations Development Group.[17]
History[edit]
Origins[edit]
While the ILO was established as an agency of the League of Nations following World War I, its founders had made great strides in social thought and action before 1919. The core members all knew one another from earlier private professional and ideological networks, in which they exchanged knowledge, experiences, and ideas on social policy. Prewar 'epistemic communities', such as the International Association for Labour Legislation (IALL), founded in 1900, and political networks, such as the socialistSecond International, were a decisive factor in the institutionalization of international labour politics.[18]
In the post–World War I euphoria, the idea of a 'makeable society' was an important catalyst behind the social engineering of the ILO architects. As a new discipline, international labour law became a useful instrument for putting social reforms into practice. The utopian ideals of the founding members—social justice and the right to decent work—were changed by diplomatic and political compromises made at the Paris Peace Conference of 1919, showing the ILO's balance between idealism and pragmatism.[18]
Over the course of the First World War, the international labour movement proposed a comprehensive programme of protection for the working classes, conceived as compensation for labour's support during the war.[clarification needed] Post-war reconstruction and the protection of labour unions occupied the attention of many nations during and immediately after World War I. In Great Britain, the Whitley Commission, a subcommittee of the Reconstruction Commission, recommended in its July 1918 Final Report that 'industrial councils' be established throughout the world.[19] The British Labour Party had issued its own reconstruction programme in the document titled Labour and the New Social Order.[20] In February 1918, the third Inter-Allied Labour and Socialist Conference (representing delegates from Great Britain, France, Belgium and Italy) issued its report, advocating an international labour rights body, an end to secret diplomacy, and other goals.[21] And in December 1918, the American Federation of Labor (AFL) issued its own distinctively apolitical report, which called for the achievement of numerous incremental improvements via the collective bargaining process.[22]
IFTU Bern Conference[edit]
As the war drew to a close, two competing visions for the post-war world emerged. The first was offered by the International Federation of Trade Unions (IFTU), which called for a meeting in Bern, Switzerland, in July 1919. The Bern meeting would consider both the future of the IFTU and the various proposals which had been made in the previous few years. The IFTU also proposed including delegates from the Central Powers as equals. Samuel Gompers, president of the AFL, boycotted the meeting, wanting the Central Powers delegates in a subservient role as an admission of guilt for their countries' role in the bringing about war. Instead, Gompers favoured a meeting in Paris which would only consider President Woodrow Wilson's Fourteen Points as a platform. Despite the American boycott, the Bern meeting went ahead as scheduled. In its final report, the Bern Conference demanded an end to wage labour and the establishment of socialism. If these ends could not be immediately achieved, then an international body attached to the League of Nations should enact and enforce legislation to protect workers and trade unions.[22]
Commission on International Labour Legislation[edit]
Meanwhile, the Paris Peace Conference sought to dampen public support for communism. Subsequently, the Allied Powers agreed that clauses should be inserted into the emerging peace treaty protecting labour unions and workers' rights, and that an international labour body be established to help guide international labour relations in the future. The advisory Commission on International Labour Legislation was established by the Peace Conference to draft these proposals. The Commission met for the first time on 1 February 1919, and Gompers was elected chairman.[22]
Samuel Gompers (right) with Albert Thomas, 1918
Two competing proposals for an international body emerged during the Commission's meetings. The British proposed establishing an international parliament to enact labour laws which each member of the League would be required to implement. Each nation would have two delegates to the parliament, one each from labour and management.[22] An international labour office would collect statistics on labour issues and enforce the new international laws. Philosophically opposed to the concept of an international parliament and convinced that international standards would lower the few protections achieved in the United States, Gompers proposed that the international labour body be authorized only to make recommendations, and that enforcement be left up to the League of Nations. Despite vigorous opposition from the British, the American proposal was adopted.[22]
Gompers also set the agenda for the draft charter protecting workers' rights. The Americans made 10 proposals. Three were adopted without change: That labour should not be treated as a commodity; that all workers had the right to a wage sufficient to live on; and that women should receive equal pay for equal work. A proposal protecting the freedom of speech, press, assembly, and association was amended to include only freedom of association. A proposed ban on the international shipment of goods made by children under the age of 16 was amended to ban goods made by children under the age of 14. A proposal to require an eight-hour work day was amended to require the eight-hour work day or the 40-hour work week (an exception was made for countries where productivity was low). Four other American proposals were rejected. Meanwhile, international delegates proposed three additional clauses, which were adopted: One or more days for weekly rest; equality of laws for foreign workers; and regular and frequent inspection of factory conditions.[22]
The Commission issued its final report on 4 March 1919, and the Peace Conference adopted it without amendment on 11 April. The report became Part XIII of the Treaty of Versailles.[22]
Interwar period[edit]
Greenwood, Ernest H. (of the United States – Deputy secretary general of the conference) / Secretary General: Mr. Harold B. Butler (Great Britain) / Deputy Secretaries General: Mr. Ernest H. Greenwood (United States) / Dr. Guido Pardo (Italy) /Legal Adviser: Dr. Manley 0. Hudson (United States) / with staff of the first International Labour Conference, in Washington, D.C., in 1919, in front of the Pan American Union Building
The first annual conference, referred to as the International Labour Conference (ILC), began on 29 October 1919 at the Pan American Union Building in Washington, D.C.[23] and adopted the first six International Labour Conventions, which dealt with hours of work in industry, unemployment, maternity protection, night work for women, minimum age, and night work for young persons in industry.[24] The prominent French socialist Albert Thomas became its first director-general.
Despite open disappointment and sharp critique, the revived International Federation of Trade Unions (IFTU) quickly adapted itself to this mechanism. The IFTU increasingly oriented its international activities around the lobby work of the ILO.[25]
At the time of establishment, the U.S. government was not a member of ILO, as the US Senate rejected the covenant of the League of Nations, and the United States could not join any of its agencies. Following the election of Franklin Delano Roosevelt to the U.S. presidency, the new administration made renewed efforts to join the ILO without league membership. On 19 June 1934, the U.S. Congress passed a joint resolution authorizing the president to join ILO without joining the League of Nations as a whole. On 22 June 1934, the ILO adopted a resolution inviting the U.S. government to join the organization. On 20 August 1934, the U.S. government responded positively and took its seat at the ILO.
Wartime and the United Nations[edit]
During the Second World War, when Switzerland was surrounded by German troops, ILO director John G. Winant made the decision to leave Geneva. In August 1940, the government of Canada officially invited the ILO to be housed at McGill University in Montreal. Forty staff members were transferred to the temporary offices and continued to work from McGill until 1948.[26]
The ILO became the first specialized agency of the United Nations system after the demise of the league in 1946.[27] Its constitution, as amended, includes the Declaration of Philadelphia (1944) on the aims and purposes of the organization.
Cold War era[edit]
Beginning in the late 1950s the organization was under pressure to make provisions for the potential membership of ex-colonies which had become independent; in the Director General’s report of 1963 the needs of the potential new members were first recognized.[28] The tensions produced by these changes in the world environment negatively affected the established politics within the organization[29] and they were the precursor to the eventual problems of the organization with the USA
In July, 1970, the United States withdrew 50% of its financial support to the ILO following the appointment of an assistant director-general from the Soviet Union. This appointment (by the ILO's British director-general, C. Wilfred Jenks) drew particular criticism from AFL–CIO president George Meany and from Congressman John E. Rooney. However, the funds were eventually paid.[30][31]
Ratifications of 1976 Tripartite Consultation Convention
On 12 June 1975, the ILO voted to grant the Palestinian Liberation Organization observer status at its meetings. Representatives of the United States and Israel walked out of the meeting. The U.S. House of Representatives subsequently decided to withhold funds. The United States gave notice of full withdrawal on 6 November 1975, stating that the organization had become politicized. The United States also suggested that representation from communist countries was not truly 'tripartite'—including government, workers, and employers—because of the structure of these economies. The withdrawal became effective on 1 November 1977.[30]
The United States returned to the organization in 1980 after extracting some concession from the organization. It was partly responsible for the ILO's shift away from a human rights approach and towards support for the Washington Consensus. Economist Guy Standing wrote 'the ILO quietly ceased to be an international body attempting to redress structural inequality and became one promoting employment equity'.[32]
![Ilo Ilo](/uploads/1/2/6/2/126216798/522125651.jpg)
In 1981, the government of Poland declared martial law. It interrupted the activities of Solidarnosc detained many of its leaders and members. The ILO Committee on Freedom of Association filed a complaint against Poland at the 1982 International Labour Conference. A Commission of Inquiry established to investigate found Poland had violated ILO Conventions No. 87 on freedom of association[33] and No. 98 on trade union rights[34], which the country had ratified in 1957. The ILO and many other countries and organizations put pressure on the Polish government, which finally gave legal status to Solidarnosc in 1989. During that same year, there was a roundtable discussion between the government and Solidarnoc which agreed on terms of relegalization of the organization under ILO principles. The government also agreed to hold the first free elections in Poland since the Second World War.[35]
Programmes[edit]
Labour statistics[edit]
The ILO is a major provider of labour statistics. Labour statistics are an important tool for its member states to monitor their progress toward improving labour standards. As part of their statistical work, ILO maintains several databases.[36] This database covers 11 major data series for over 200 countries. In addition, ILO publishes a number of compilations of labour statistics, such as the Key Indicators of Labour Markets[37] (KILM). KILM covers 20 main indicators on labour participation rates, employment, unemployment, educational attainment, labour cost, and economic performance. Many of these indicators have been prepared by other organizations. For example, the Division of International Labour Comparisons of the U.S. Bureau of Labor Statistics prepares the hourly compensation in manufacturing indicator.[38]
The U.S. Department of Labor also publishes a yearly report containing a List of Goods Produced by Child Labor or Forced Labor[39] issued by the Bureau of International Labor Affairs. The December 2014 updated edition of the report listed a total of 74 countries and 136 goods.
The U.S. Department of Labor also publishes a yearly report containing a List of Goods Produced by Child Labor or Forced Labor[39] issued by the Bureau of International Labor Affairs. The December 2014 updated edition of the report listed a total of 74 countries and 136 goods.
Training and teaching units[edit]
The International Training Centre of the International Labour Organization (ITCILO) is based in Turin, Italy.[40] Together with the University of Turin Department of Law, the ITC offers training for ILO officers and secretariat members, as well as offering educational programmes. The ITC offers more than 450 training and educational programmes and projects every year for some 11,000 people around the world.
For instance, the ITCILO offers a Master of Laws programme in management of development, which aims specialize professionals in the field of cooperation and development.[41]
Child labour[edit]
These young boys are among the millions of children in child labour worldwide. They work at a brickyard in Antsirabe, Madagascar.
The term child labour is often defined as work that deprives children of their childhood, potential, dignity, and is harmful to their physical and mental development.
Child labour refers to work that is mentally, physically, socially or morally dangerous and harmful to children. Further, it can involve interfering with their schooling by depriving them of the opportunity to attend school, obliging them to leave school prematurely, or requiring them to attempt to combine school attendance with excessively long and heavy work.
In its most extreme forms, child labour involves children being enslaved, separated from their families, exposed to serious hazards and illnesses and left to fend for themselves on the streets of large cities – often at a very early age. Whether or not particular forms of 'work' can be called child labour depends on the child's age, the type and hours of work performed, the conditions under which it is performed and the objectives pursued by individual countries. The answer varies from country to country, as well as among sectors within countries.
ILO's response to child labour[edit]
Parties to ILO's 1973 Minimum Age Convention, and the minimum ages they have designated: purple, 14 years; green, 15 years; blue, 16 years
The ILO's International Programme on the Elimination of Child Labour (IPEC) was created in 1992 with the overall goal of the progressive elimination of child labour, which was to be achieved through strengthening the capacity of countries to deal with the problem and promoting a worldwide movement to combat child labour. The IPEC currently has operations in 88 countries, with an annual expenditure on technical cooperation projects that reached over US$61 million in 2008. It is the largest programme of its kind globally and the biggest single operational programme of the ILO.
The number and range of the IPEC's partners have expanded over the years and now include employers' and workers' organizations, other international and government agencies, private businesses, community-based organizations, NGOs, the media, parliamentarians, the judiciary, universities, religious groups and children and their families.
The IPEC's work to eliminate child labour is an important facet of the ILO's Decent Work Agenda.[42] Child labour not only prevents children from acquiring the skills and education they need for a better future,[43]
Exceptions in indigenous communities[edit]
Because of different cultural views involving labour, the ILO developed a series of culturally sensitive mandates, including convention Nos. 169, 107, 138, and 182, to protect indigenous culture, traditions, and identities. Convention Nos. 138 and 182 lead in the fight against child labour, while Nos. 107 and 169 promote the rights of indigenous and tribal peoples and protect their right to define their own developmental priorities.[44]
In many indigenous communities,[example needed] parents believe children learn important life lessons through the act of work and through the participation in daily life. Working is seen as a learning process preparing children of the future tasks they will eventually have to do as an adult.[45] It is a belief that the family's and child well-being and survival is a shared responsibility between members of the whole family. They also see work as an intrinsic part of their child's developmental process. While these attitudes toward child work remain, many children and parents from indigenous communities still highly value education.[44]
Issues[edit]
Forced labour[edit]
The ILO has considered the fight against forced labour to be one of its main priorities. During the interwar years, the issue was mainly considered a colonial phenomenon, and the ILO's concern was to establish minimum standards protecting the inhabitants of colonies from the worst abuses committed by economic interests. After 1945, the goal became to set a uniform and universal standard, determined by the higher awareness gained during World War II of politically and economically motivated systems of forced labour, but debates were hampered by the Cold War and by exemptions claimed by colonial powers. Since the 1960s, declarations of labour standards as a component of human rights have been weakened by government of postcolonial countries claiming a need to exercise extraordinary powers over labour in their role as emergency regimes promoting rapid economic development.[46]
Ratifications of the ILO's 1930 Forced Labour Convention, with non-ratifiers shown in red
In June 1998 the International Labour Conference adopted a Declaration on Fundamental Principles and Rights at Work and its follow-up that obligates member states to respect, promote and realize freedom of association and the right to collective bargaining, the elimination of all forms of forced or compulsory labour, the effective abolition of child labour, and the elimination of discrimination in respect of employment and occupation.
With the adoption of the declaration, the ILO created the InFocus Programme on Promoting the Declaration which is responsible for the reporting processes and technical cooperation activities associated with the declaration; and it carries out awareness raising, advocacy and knowledge functions.
In November 2001, following the publication of the InFocus Programme's first global report on forced labour, the ILO's governing body created a special action programme to combat forced labour (SAP-FL),[47] as part of broader efforts to promote the 1998 Declaration on Fundamental Principles and Rights at Work and its follow-up.
Ratifications of the ILO's 1957 Abolition of Forced Labour Convention, with non-ratifiers shown in red
Since its inception, the SAP-FL has focused on raising global awareness of forced labour in its different forms, and mobilizing action against its manifestation. Several thematic and country-specific studies and surveys have since been undertaken, on such diverse aspects of forced labour as bonded labour, human trafficking, forced domestic work, rural servitude, and forced prisoner labour.
In 2013, the SAP-FL was integrated into the ILO's Fundamental Principles and Rights at Work Branch (FUNDAMENTALS)[48] bringing together the fight against forced and child labour and working in the context of Alliance 8.7.[49]
One major tool to fight forced labour was the adoption of the ILO Forced Labour Protocol by the International Labour Conference in 2014. It was ratified for the second time in 2015 and in November 9 2016 it entered into force. The new protocol brings the existing ILO Convention 29 on Forced Labour [50], adopted in 1930, into the modern era to address practices such as human trafficking. The accompanying Recommendation 203 provides technical guidance on its implementation.[51]
In 2015, the ILO launched a global campaign to end modern slavery, in partnership with the International Organization of Employers (IOE) and the International Trade Union Confederation (ITUC). The 50 for Freedom campaign aims to mobilize public support and encourage countries to ratify the ILO’s Forced Labour Protocol.[52]
Minimum wage law[edit]
To protect the right of labours for fixing minimum wage, ILO has created Minimum Wage-Fixing Machinery Convention, 1928, Minimum Wage Fixing Machinery (Agriculture) Convention, 1951 and Minimum Wage Fixing Convention, 1970 as minimum wage law.
HIV/AIDS[edit]
The International Labour Organization (ILO) is the lead UN-agency on HIV workplace policies and programmes and private sector mobilization. ILOAIDS[53] is the branch of the ILO dedicated to this issue.
Factory Improvement
The ILO has been involved with the HIV response since 1998, attempting to prevent potentially devastating impact on labour and productivity and that it says can be an enormous burden for working people, their families and communities. In June 2001, the ILO's governing body adopted a pioneering code of practice on HIV/AIDS and the world of work,[54] which was launched during a special session of the UN General Assembly.
The same year, ILO became a cosponsor of the Joint United Nations Programme on HIV/AIDS (UNAIDS).
In 2010, the 99th International Labour Conference adopted the ILO's recommendation concerning HIV and AIDS and the world of work, 2010 (No. 200),[55] the first international labour standard on HIV and AIDS. The recommendation lays out a comprehensive set of principles to protect the rights of HIV-positive workers and their families, while scaling up prevention in the workplace. Working under the theme of Preventing HIV, Protecting Human Rights at Work, ILOAIDS undertakes a range of policy advisory, research and technical support functions in the area of HIV and AIDS and the world of work. The ILO also works on promoting social protection as a means of reducing vulnerability to HIV and mitigating its impact on those living with or affected by HIV.
ILOAIDS ran a 'Getting to Zero'[56] campaign to arrive at zero new infections, zero AIDS-related deaths and zero-discrimination by 2015.[57][needs update] Building on this campaign, ILOAIDS is executing a programme of voluntary and confidential counselling and testing at work, known as VCT@WORK.[58]
Migrant workers[edit]
As the word 'migrant' suggests, migrant workers refer to those who moves from one country to another to do their job. For the rights of migrant workers, ILO has adopted conventions, including Migrant Workers (Supplementary Provisions) Convention, 1975 and United Nations Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families in 1990.[59]
Domestic workers[edit]
Domestic workers are those who perform a variety of tasks for and in other peoples' homes. For example, they may cook, clean the house, and look after children. Yet they are often the ones with the least consideration, excluded from labour and social protection. This is mainly due to the fact that women have traditionally carried out the tasks without pay.[60] For the rights and decent work of domestic workers including migrant domestic workers, ILO has adopted the Convention on Domestic Workers on 16 June 2011.
ILO and globalization[edit]
![Factory Factory](/uploads/1/2/6/2/126216798/970793986.png)
Seeking a process of globalization that is inclusive, democratically governed and provides opportunities and tangible benefits for all countries and people. The World Commission on the Social Dimension of Globalization was established by the ILO's governing body in February 2002 at the initiative of the director-general in response to the fact that there did not appear to be a space within the multilateral system that would cover adequately and comprehensively the social dimension of the various aspects of globalization. The World Commission Report, A Fair Globalization: Creating Opportunities for All, is the first attempt at structured dialogue among representatives of constituencies with different interests and opinions on the social dimension of globalization.[61]
Future of Work[edit]
The ILO launched the Future of Work Initiative in order to gain understanding on the transformations that occur in the world of work and thus be able to develop ways of responding to these challenges.[62] The initiative begun in 2016 by gathering the views of government representatives, workers, employers, academics and other relevant figures around the world. About 110 countries participated in dialogues at the regional and national level. These dialogues were structured around 'four centenary conversations: work and society, decent jobs for all, the organization of work and production, and the governance of work.' The second step took place in 2017 with the establishment of the Global Commission on the Future of Work dealing with the same 'four centenary conversations'. A report is expected to be published prior to the 2019 Centenary International Labour Conference.
See also[edit]
- Centre William Rappard, first permanent home of the ILO on the north bank of Lake Geneva
- Seoul Declaration on Safety and Health at Work, 2008
- Social clause, the integration of seven core ILO labour rights conventions into trade agreements
- United Nations Global Compact, 1999–2000, encouraging businesses to adopt sustainable and socially responsible policies
References[edit]
- ^'Mission and impact of the ILO'. ilo.org.
- ^'The Nobel Peace Prize 1969'. Nobelprize.org. Retrieved 5 July 2006.
- ^'Global Commission on the Future of Work'. www.ilo.org. 14 August 2017. Retrieved 21 March 2019.
- ^'A human-centred agenda needed for a decent future of work'. www.ilo.org. 22 January 2019. Retrieved 21 March 2019.
- ^'Introduction to International Labour Standards'. ilo.org.
- ^'Guy Ryder re-elected as ILO Director-General for a second term'. ilo.org.
- ^'Governing Body'. ilo.org. Retrieved 24 May 2012.
- ^Article 7, ILO Constitution
- ^'ILO Constitution'. ilo.org.
- ^'International Labour Conference'. ilo.org. Retrieved 24 May 2012.
- ^'ILO Declaration on Fundamental Principles and Rights at Work'. Rights at Work. International Labour Organization. 1998. Retrieved 16 August 2012.
- ^See the list of ratifications at Ilo.org
- ^'Recommendations'. www.ilo.org.
- ^'ILO Constitution Article 3'. Ilo.org. Archived from the original on 25 December 2009. Retrieved 2 June 2012.
- ^'The International Labour Organization (ILO) – Membership'. Encyclopedia of the Nations. Advameg, Inc. 2012. Retrieved 16 August 2012.
- ^'International Labour Organization'. britannica.com. Retrieved 24 May 2012.
- ^'Archived copy'. Archived from the original on 13 October 2013. Retrieved 22 May 2011.CS1 maint: Archived copy as title (link)
- ^ abVanDaele, Jasmien (2005). 'Engineering Social Peace: Networks, Ideas, And the Founding of the International Labour Organization'. International Review of Social History. 50 (3): 435–466. doi:10.1017/S0020859005002178.
- ^Haimson, Leopold H. and Sapelli, Giulio. Strikes, Social Conflict, and the First World War: An International Perspective. Milan: Fondazione Giangiacomo Feltrinelli, 1992. ISBN88-07-99047-4
- ^Shapiro, Stanley (1976). 'The Passage of Power: Labor and the New Social Order'. Proceedings of the American Philosophical Society. 120 (6): 464–474. JSTOR986599.
- ^Ayusawa, Iwao Frederick. International Labour Legislation. Clark, N.J.: Lawbook Exchange, 2005. ISBN1-58477-461-4
- ^ abcdefgFoner, Philip S. History of the Labor Movement in the United States. Vol. 7: Labor and World War I, 1914–1918. New York: International Publishers, 1987. ISBN0-7178-0638-3
- ^'INTERNATIONAL LABOR CONFERENCE. October 29, 1919 – NOVEMBER 29, 1919'(PDF). ilo.org. WASHINGTON GOVERNMENT PRINTING OFFICE 1920.
- ^'Origins and history'. ilo.org.
- ^Reiner Tosstorff (2005). 'The International Trade-Union Movement and the Founding of the International Labour Organization'(PDF). International Review of Social History. 50 (3): 399–433. doi:10.1017/S0020859005002166.
- ^'ILO'. ilo.org.
- ^'Photo Gallery'. ILO. 2011. Retrieved 30 May 2011.
- ^ILO: 'Programme and Structure of the ILO':report of the Director General, 1963.
- ^R. W. Cox, 'ILO: Limited Monarchy' in R.W. Cox and H. Jacobson The Anatomy of Influence: Decision Making In International Organization Yale University Press, 1973 pp.102-138
- ^ abBeigbeder, Yves (1979). 'The United States' Withdrawal from the International Labor Organization'(PDF). Relations Industrielles / Industrial Relations. 34 (2): 223–240. doi:10.7202/028959ar.
- ^'Communication from the Government of the United States'(PDF). ilo.org.. United States letter dated 5 November 1975 containing notice of withdrawal from the International Labour Organization.
- ^Standing, Guy (2008). 'The ILO: An Agency for Globalization?'(PDF). Development and Change. 39 (3): 355–384. CiteSeerX10.1.1.593.4931. doi:10.1111/j.1467-7660.2008.00484.x. Retrieved 4 August 2012.
- ^'ILO Conventions No. 98'. ilo.org.
- ^'ILO Conventions No. 98'. ilo.org.
- ^'The ILO and the story of Solidarnoc'. ilo.org.
- ^'ILO statistics overview'. ilo.org.
- ^'Key Indicators of the Labour Market (KILM)'. ilo.org.
- ^'Hourly compensation costs'(PDF). International Labour Organization, KILM 17. Archived from the original(PDF) on 11 July 2012. Retrieved 2 June 2012.
- ^'List of Goods Produced by Child Labor or Forced Labor'. dol.gov.
- ^BIZZOTTO. 'ITCILO – International Training Center'.
- ^'LLM Guide (IP LLM) – University of Torino, Faculty of Law'. llm-guide.com. Retrieved 2 June 2012.
- ^'Archived copy'. Archived from the original on 9 May 2008. Retrieved 21 May 2008.CS1 maint: Archived copy as title (link)
- ^Von Braun, Joachim (1995). Von Braun (ed.). Employment for poverty reduction and food security. 'IFPRI Occasional Papers'. Intl Food Policy Res Inst. p. 35. ISBN978-0-89629-332-8. Retrieved 20 June 2010.
- ^ abLarsen, P.B. Indigenous and tribal children: assessing child labour and education challenges. International Programme on the Elimination of Child Labour (IPEC), International Labour Office.
- ^Guidelines for Combating Child Labour Among Indigenous Peoples. Geneva: International Labour Organization. 2006. ISBN978-92-2-118748-6.
- ^Daniel Roger Maul (2007). 'The International Labour Organization and the Struggle against Forced Labour from 1919 to the Present'. Labor History. 48 (4): 477–500. doi:10.1080/00236560701580275.
- ^'Forced labour, human trafficking and slavery'. ilo.org.
- ^'FUNDAMENTALS'. ilo.org.
- ^'Alliance 8.7'. alliance87.org.
- ^'ILO Convention 29'.
- ^'ILO Recommendation 203'.
- ^'50 for freedom'.
- ^'HIV/AIDS and the World of Work Branch (ILOAIDS)'. ilo.org.
- ^'The ILO Code of Practice on HIV/AIDS and the World of Work'. ilo.org.
- ^'Recommendation concerning HIV and AIDS and the World of Work, 2010 (No. 200)'. ilo.org.
- ^'Getting to Zero'. Archived from the original on 9 December 2014.
- ^'UNAIDS'. unaids.org.
- ^'VCT@WORK: 5 million women and men workers reached with Voluntary and confidential HIV Counseling and Testing by 2015'. ilo.org.
- ^Kumaraveloo, K Sakthiaseelan; Lunner Kolstrup, Christina (3 July 2018). 'Agriculture and musculoskeletal disorders in low- and middle-income countries'. Journal of Agromedicine. 23 (3): 227–248. doi:10.1080/1059924x.2018.1458671. ISSN1059-924X. PMID30047854.
- ^'Domestic workers'. ilo.org. Retrieved 24 May 2012.
- ^'The Future of Work'.
- ^'The Future of Work'.
Further reading[edit]
- Alcock, A. History of the International Labour Organization (London, 1971)
- Chisholm, A. Labour's Magna Charta: A Critical Study of the Labour Clauses of the Peace Treaty and of the Draft Conventions and Recommendations of the Washington International Labour Conference (London, 1925)
- Dufty, N.F. 'Organizational Growth and Goal Structure: The Case of the ILO,' International Organization 1972 Vol. 26, pp 479–498 in JSTOR
- Endres, A.; Fleming, G. International Organizations and the Analysis of Economic Policy, 1919–1950 (Cambridge, 2002)
- Evans, A.A. My Life as an International Civil Servant in the International Labour Organization (Geneva, 1995)
- Ewing, K. Britain and the ILO (London, 1994)
- Galenson, Walter. The International Labor Organization: An American View (Madison, 1981)
- Ghebali, Victor-Yves. 'The International Labour Organisation : A Case Study on the Evolution of U.N. Specialised Agencies' Dordrecht, Martinus Nijhoff Publishers, (1989)
- Haas, Ernst B. 'Beyond the nation-state: functionalism and international organization' Colchester, ECPR Press, (2008)
- Heldal, H. 'Norway in the International Labour Organization, 1919–1939' Scandinavian Journal of History 1996 Vol. 21, pp 255–283,
- Imber, M.F. The USA, ILO, UNESCO and IAEA: politicization and withdrawal in the Specialized Agencies (1989)
- Johnston, G.A. The International Labour Organization: Its Work for Social and Economic Progress (London, 1970)
- Manwaring, J. International Labour Organization: A Canadian View (Ottawa, 1986)
- Morse, David. The Origin and Evolution of the ILO and its Role in the World Community (Ithaca, 1969)
- Ostrower, Gary B. 'The American decision to join the international labor organization', Labor History, Volume 16, Issue 4 Autumn 1975, pp 495–504 The U.S. joined in 1934
- VanDaele, Jasmien. 'The International Labour Organization (ILO) In Past and Present Research,' International Review of Social History 2008 53(3): 485–511, historiography
External links[edit]
Wikimedia Commons has media related to International Labour Organization. |
Wikisource has the text of the 1922 Encyclopædia Britannica article 'International Labour Organization'. |
- Official website
Retrieved from 'https://en.wikipedia.org/w/index.php?title=International_Labour_Organization&oldid=913134779'
Published online 2015 Mar 30. doi: 10.1016/j.shaw.2015.03.001
PMID: 26106515
Abstract
Three occupational safety and health (OSH) activities, one international and two national workshops, were documented as part of OSH activities conducted under the International Labor Organization/Korea Partnership Program in the year 2011–2012. This study aimed to provide information on what the three OSH activities were implemented and how they contributed to the improvement of OSH in Asian countries. The international workshop was useful for the participants to understand a variety of information on OSH as well as participatory action-oriented training (PAOT) approaches at the regional and global levels. The two national workshops were practical for participants to strengthen their knowledge and skills on the PAOT at the enterprise and national levels. The study shows that the three OSH activities contributed to the understanding of the participants on OSH and PAOT, and that the activities promoted the improvement of OSH across countries in Asia.
Keywords: informal economy workplaces, occupational safety and health, participatory action-oriented training, small–medium-sized enterprises, working conditions
1. Introduction
Occupational safety and health (OSH) has been promoted in Asia and the Pacific at national and international levels by a number of bodies including the Korea Occupational Safety and Health Agency (KOSHA) as well as the International Labor Organization (ILO).
The ILO/Korea Partnership Program (referred to as “the Program” herein) has been implemented across countries in Asia since the Korean Ministry of Employment and Labor (MOEL) and the ILO signed a memorandum of understanding on a partnership for development in 2003 [1]. The Program supports the following three thematic areas of the regional priorities: (1) competitiveness, productivity, and jobs; (2) labor market governance and social protection; and (3) labor migration management [1,2]. The second thematic area includes the OSH component in which there are OSH activities including workshops, training programs, and development of OSH manuals. An OSH expert joined the ILO Decent Work Team in Bangkok (DWT-Bangkok) from the KOSHA since July 2011 [3].
For over a decade, the OSH activities were primarily performed to improve OSH and working conditions in the small–medium-sized enterprises (SMEs) and informal economy (IE) workplaces in the region. It was evaluated that the Program including OSH activities was relevant and effective at national and regional levels [1]. However, there is not enough information on such OSH activities in the literature as well as even in an ILO evaluation project report published recently [1]. In this regard, we aimed to document three OSH activities performed in the year 2011–2012 under the Program to provide information on the OSH activities across countries in Asia.
2. Materials and methods
The OSH activities were planned, implemented, and reported regularly by an OSH team of the DWT-Bangkok under the Program. Normally, there are six to seven work items in the OSH work plan every year and they are implemented during the fiscal year. The annual report for the 2011–2012 OSH activities was documented and reviewed for a period by both the ILO and the MOEL [2]. The OSH component of the annual report, among others, was reviewed for this study as it was endorsed in 2013.
For the fiscal year 2011–2012, the OSH work plan consisted of seven work items such as two international training workshops, four national workshops/training programs, and one manual development. Three of the seven work items were expediently selected as study activities in that they were assumed to be typical OSH activities conducted under the Program (Table 1) and also that they were designed and implemented based on participatory action-oriented training (PAOT) approaches by the authors [4–6]. The three OSH activities were examined and their design, implementation strategy, and details on how they would contribute to the improvement of OSH in Asian countries were documented.
Table 1
Overview of the three occupational safety and health activities selected for this study
Activity | Description | Place and time | Organizer |
---|---|---|---|
International fellowship training workshop | Training on participatory approaches for tripartite representatives from 7 Asian countries | Incheon, Korea, Aug 29–Sep 2, 2011 | The ILO DWT-Bangkok and KOSHA |
National training of trainers workshop | Training on PAOT/WISE for tripartite representatives | Sentul, Indonesia, Dec 12–16, 2011 | The ILO and Indonesia MOMT |
National training of trainers workshop | Training on PAOT/WISCON for tripartite representatives | Vientiane Capital, Lao People's Democratic Republic, Feb 27–Mar 2, 2012 | The ILO DWT-Bangkok and Lao MOLSW |
DWT-Bangkok, Decent Work Team in Bangkok; ILO, International Labor Organization; KOSHA, Korea Occupational Safety and Health Agency; MOLSW, Ministry of Labor and Social Welfare; MOMT, Ministry of Manpower and Transmigration; PAOT, participatory action-oriented training; WISCON, Work Improvement for Small Construction Sites; WISE, Work Improvement in Small Enterprises.
3. Results
3.1. International workshop on participatory approaches
This workshop was held by the DWT-Bangkok and the KOSHA in Incheon, Korea in August 2011 to improve working and employment conditions in SMEs and IE across countries in Asia. Participants were 18 tripartite representatives from seven countries namely Cambodia, China, Indonesia, Lao People's Democratic Republic, the Philippines, Thailand, and Vietnam.
The workshop included 23 sessions including the following: (1) the Work Improvement in Small Enterprises (WISE) program including seven sessions after an SME factory visit for the WISE checklist exercise; (2) Korean experiences on the PAOT approaches, national OSH systems, and accident prevention; (3) ILO standards relating to OSH and working conditions; (4) extending participatory approaches on job stress and working time for home workers, farmers, and waste collectors; (5) local economic development and participatory approaches; (6) working conditions and family life—role of social partners; and (7) improving work environment in SMEs and the basic occupational health services.
The participants prepared and presented action plans by country to apply them, as follow-up activities after the workshop, in their home countries.
3.2. National training of trainers on the WISE program
The activity was undertaken for 40 participants (20 trainers from national tripartite organizations and 20 trainees from local workplaces) in Sentul, Indonesia in December 2011. It was organized by the ILO and the Indonesian Ministry of Manpower and Transmigration (MOMT) to promote safety and health culture as well as to extend OSH protection to SMEs and IE in Indonesia.
A training of trainers (TOTs) program was initiated for the 20 trainers. The TOTs contents consisted of (1) introduction of the PAOT methodology; (2) PAOT action checklist; (3) low-cost and good practices; (4) roles of WISE facilitators; (5) organizing a WISE training workshop; and (6) technical inputs of WISE training workshop. There was a workplace visit to collect good practices. A rehearsal session was designed to make the trainers understand and learn how the TOTs contents could be delivered based on the PAOT methodology.
A WISE workshop was conducted for the 20 trainees by the trainers on the last two dates. Six technical sessions were presented by the trainers as practiced at the rehearsal, and these covered the following: (1) materials storage and handling; (2) workstation design; (3) machine safety; (4) work environment; (5) welfare facilities and work organization; and (6) implementation of improvements. During the WISE workshop, the trainees visited a home workplace in the local area to complete the checklist exercise and then presented improvement ideas by group.
On the last date, the trainers developed and presented action plans, as follow-up activities on short-term (within 3 months) and long-term (≥ 6 months) bases, by organization to apply the WISE program to their own organizations across Indonesia.
3.3. National TOTs on the WISCON program
This workshop was held for 34 participants (22 trainers from national tripartite organizations and 12 trainees from local construction sites) in Vientiane Capital, Lao People's Democratic Republic in February 2012. The event was organized by the DWT-Bangkok and the Lao Ministry of Labor and Social Welfare to extend OSH protection to the construction sector as well as to promote safety and health culture in Lao People's Democratic Republic.
The TOTs contents consisted of the following: (1) PAOT methodology; (2) PAOT tools (action checklist, low-cost, and good solutions); (3) roles of PAOT facilitators; (4) Organizing the Work Improvement for Small Construction Sites (WISCON) workshop; and (5) technical inputs of the WISCON program. In line with the TOTs program, all trainers were able to work in groups while they conducted a field visit to three selected construction sites to collect good practices. A rehearsal session was conducted in order for the trainers to become familiar with the skills of delivering the TOTs contents.
A WISCON workshop was undertaken for the 12 trainees by the trainers on the last two dates. Six technical sessions were conducted similar to the one at the TOTs/WISE workshop. The trainees visited a small construction site in the city to complete the checklist exercise, and also discussed good practices and improvements using the checklist results by group.
Action plans, two short-term and two long-term plans that focused on training and follow-up activities, were developed and presented by the trainers on the last date.
4. Discussion
The three activities were part of the OSH work items in the 2011–2012 work plan under the Program. The main features were documented for the one international and two national workshops.
During the international workshop, the participants had opportunities to understand how to improve working and employment conditions at work through activities such as field visit, presentations, dialogs, and group work. They observed either good practices or points to be improved in the factory visit and could understand how to improve working conditions at the factory by sharing observation results and control measures. At the end of the workshop, they were in certain positions to suggest recommendations for the effective implementation of participatory approaches based on lessons learned and their experiences. The workshop was useful for them to understand how to improve working and employment conditions in SMEs and IE workplaces although there were differences in language, religion, culture, climate, or food among the participants. The international workshop would have contributed to the development or improvement of OSH in Asia including the seven countries.
The TOTs/WISE workshop was an opportunity to strengthen the understanding of OSH among the Indonesian government officers and their social partners. Although there were slightly different aspects including translation into local language, compared with the international event, the workshop was undertaken with a high commitment of the participants. It was noticeable that an agreement was signed by the tripartite for future collaboration in OSH improvement on the last date. Around 1 year later, 10 WISE workshops were planed and implemented by the MOMT in 10 provinces until the end of 2013 [7]. On average, 40 people participated in each of these workshops. Of the 10 follow-up activities, three provincial workshops were technically supported by an author (J.-K.P.) from the DWT-Bangkok. In addition, five WISCON workshops were further implemented for 250 participants, around 50 persons for each, by the MOMT in five provinces until the latter half of 2014 [7]. It is meaningful that, after the first national workshop in 2011, there were 15 follow-up activities where around 650 participants were trained at provincial levels using the WISE/WISCON approaches to improve OSH in the country over a number of years. It is shown that the national workshop contributed to the promotion of safety and health culture as well as the improvement of OSH in SMEs and IE workplaces in Indonesia.
For the TOTs/WISCON workshop in Lao People's Democratic Republic, there were challenges in implementing the event due in part to a lack of human resources and translation into the local language. The construction sector was one of the high contributors to injuries and diseases at work, and thus the construction OSH was primarily addressed by the ILO and/or the KOSHA in Lao People's Democratic Republic since 2005. The participants would have obtained the knowledge and skills of the WISCON program during the workshop, which might accelerate capacity building of the participants as well as awareness raising on OSH in the country. A project was launched for Lao Labor Law revision in February 2012. The OSH team of the DWT-Bangkok provided inputs for the OSH part of the revision several months later after the TOTs/WISCON workshop. Along with OSH activities conducted over a number of years, the workshop or its plan would have affected, directly or indirectly, the needs of this Law revision. It is believed that the workshop improved OSH and working conditions in the construction sector as well as promoted safety and health culture in Lao People's Democratic Republic.
There were similarities and differences, in terms of operational features, across the three OSH activities. For example, the similarities included that the workshops were part of OSH work items planned in the fiscal year 2011–2012 under the Program. The PAOT approaches were applied to the training activities in which participants were tripartite representatives. Furthermore, the activities were organized and led by the DWT-Bangkok in cooperation with a government agency. The differences were in workshops, which were held at the national or international level. Training programs were operated for either fellowship or TOTs while participants' nationality groups varied among the three workshops.
Given that the training program features are described, the PAOT approaches were fundamentally and practically used in the three OSH activities. There were a series of sessions dealing with “good practices” and “points to be improved,” through a field visit, in the approaches while there were also sessions handling “lessons learned” by group work during the training activities. Action plans were also proposed for follow-up activities in each of the three OSH activities, with the expectation that such activities could be explored more extensively in Asia including the participants' countries. However, the follow-up activities were implemented only after the TOTs/WISE workshop in Indonesia. A study may be needed to review the effects of such OSH workshops in further depth as it is out of the scope in this study. With regard to the participants' nationalities and numbers in the three OSH activities, there were 92 persons from seven countries. These were part of the 160 people from 16 countries who participated in all of the seven work items of the OSH component during the year 2011–2012. The allocated fund for the seven OSH work items was 13.6% of the total year-budget of US$ 1,040,000 under the Program [2].
The international workshop was useful for participants to understand a variety of information on OSH as well as the WISE program at the regional and global levels. The two national workshops were practical for participants to strengthen their knowledge and skills on the WISE or WISCON program at the enterprise and national levels. The study shows that the three OSH activities contributed to participants' understanding of the OSH and participatory approaches, and that the activities promoted the improvement of OSH across countries in Asia.
Conflicts of interest
Ilo Factory Improvement Programs
No conflicts of interest were reported by the authors.
Factory Improvement Ideas
Acknowledgments
This work benefited from the ILO/Korea Partnership Program.
Footnotes
This is an Open Access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (http://creativecommons.org/licenses/by-nc/3.0) which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited.
References
1. International Labor Organization (ILO) ILO; Geneva (Switzerland): 2014. Independent final evaluation: ILO/Korea Partnership Programme towards the realization of the Asian Decent Work Decade (June 2009–May 2014) Final report. [Google Scholar]
2. International Labor Organization (ILO) ILO; Geneva (Switzerland): 2013. ILO/Korea partnership programme towards the realization of the Asian Decent Work Decade (RAS/11/M55/ROK, August 2011 to December 2012). ILO Multi-bilateral Programme of Technical Cooperation. Final report. [Google Scholar]
3. Park J.-K. Korea Occupational Safety and Health Agency; Ulsan (Korea): 2014. Report on Secondment to ILO DWT-Bangkok under ILO/Korea Partnership Programme. [In Korean] [Google Scholar]
4. Kogi K. Roles of participatory action-oriented programs in promoting safety and health at work. Saf Health Work. 2012;3:155–165.[PMC free article] [PubMed] [Google Scholar]
5. Itani T., Tachi N., Takeyama H., Ebara T., Takanishi T., Murata K., Inoue T., Suzumura H., Kurungkraiong S., Khuvasanont T., Batino J.M. Approaches to occupational health based on participatory methodology in small workplaces. Ind Health. 2006;44:17–21. [PubMed] [Google Scholar]
6. Krungkraiwong S., Itani T., Amornratanapaichit R. Promotion of a healthy work life at small enterprises in Thailand by participatory methods. Ind Health. 2006;44:108–111. [PubMed] [Google Scholar]
Ilo Factory Improvement Programme
7. Kurniawati L. May 2014. WISE Program with participatory action-oriented training approach in Indonesia. Presentation material, The 10th International Fellowship Training Workshop on Participatory Approaches to Improve OSH Conditions in Asia. Incheon (Korea) [Google Scholar]
Ilo Factory Improvement Program 2017
Articles from Safety and Health at Work are provided here courtesy of Occupational Safety and Health Research Institute