1. 1 Measuring Decent Work Institutional capacity, processes and outcomes in measuring Decent Work: Case of Tanzania* International Labour Organization, ILO November 2010 * Tanzania Mainland Decent Work Country Profile (ILO, 2010); more details at: http://www.ilo.org/wcmsp5/groups/public/---dgreports/---integration/documents/publication/wcms_124584.pdf

2. The Process, Institutional Capacity & Selected Challenges 2 Measuring Decent Work in Tanzania

3. 3 Measuring Decent Work in Tanzania: The process 1.During the 18th ICLS meeting in December 2008, Tanzania volunteered to be one of the five pilot countries for the DW country profiles (the other four were Brazil, Austria, Ukraine and Malaysia); 2.Willingness to participate in the pilot exercise was reaffirmed in follow-up meetings between the ILO and the Tanzanian Government.

4. 4 Measuring Decent Work in Tanzania: The process 3.Tripartite process: the Ministry of Labour, Employment and Youth Development (MLEYD) worked in close collaboration with the Association of Tanzania Employers (ATE) and the Trade Union Congress of Tanzania (TUCTA); 4.The guidance by the National Bureau of Statistics (NBS) was crucial and secured; 5.Technical guidance from ILO Specialists: ILO CO- Dar es Salaam, ILO ROAF Addis Ababa, and ILO HQ Geneva.

5. 5 Measuring Decent Work in Tanzania: The process 6.March 2009: a project document is prepared in consultation with constituents and the National Bureau of Statistics; 7.April 2009: a consultant is contracted for the collection of baseline information on Decent Work indicators, and to undertake an initial analysis of the information gathered; an intern was also contracted to support the consultant in data collection and preliminary analysis.

6. 6 Measuring Decent Work in Tanzania: The process 8.May 2009: First tripartite meeting on developing a pilot DW country profile for Tanzania convened; key stakeholders reviewed the project document and the timeline and renewed their commitment to support the process; formed the Pilot Decent Work Country Profile Drafting Team; 9.May – June 2009: the drafting team organised various technical meetings to prepare the profile; 10.July 2009: First complete draft report presented for review and comments to a stakeholders tripartite meeting.

7. 7 Measuring Decent Work in Tanzania: The process 11.September 2009: the reviewed document was then presented to a National Stakeholders Consultative Meeting before being finalized for publication by a combined drafting team from the ILO Regional office, the ILO SRO in Addis Ababa, and the ILO Dar es Salaam office; 12.November 2009: experience of Tanzania DW profile presented to the ILO GB; 13.March 2010: publication of the profile; 14.June 2010: translation in Kiswahili and large dissemination in the country.

8. 8 Measuring Decent Work in Tanzania: Institutional capacity 1.Technical drafting team: 8 stakeholders’ representatives (2 from each constituent and 2 from NBS); 1 national consultant, 1 intern (statistician); 2.ILO support: Dar es Salaam (3 Programme Officers), Addis Ababa (4 technical specialists in macroeconomics, gender, and labour market information), ILO HQ Geneva (2 Officials and 1 consultant involved in preparing information on legal and institutional indicators); 3.Financial resources: around US$ 70,000 in total including publication and ILO missions.

9. 9 Measuring Decent Work in Tanzania: Selected challenges 1.Data availability and adequacy: e.g. 3 years’ trend and for many indicators data available for only 1 single year or not at all; most of the DW indicators come from LFS, and these are carried out only once every 5 years; difficult to prepare the profile on yearly basis as recommended by the GB; 2.Capacity in terms of adequate staffing and training at national level: only 4 staff (2 from MLEYD and 2 from NBS) had acquired enough training (from the ILO) to produce decent work indicators;

10. 10 Measuring Decent Work in Tanzania: Selected challenges (Cont’d) 3.Not all the data required to calculate or assess various DW indicators are collected by one institution, as there is no operational LMIS; gathering data for all main DWI requires therefore time and resources to access databases of several institutions; 4.To some extent the lack of adequate understanding of the ILO Decent Work Agenda limited somewhat the full participation of the national stakeholders such as in interpreting the DW indicators.

11. What do decent work indicators tell us in Tanzania? 11 Measuring Decent Work in Tanzania

12. 12 Introduction to DWI in Tanzania: Key findings  Tanzania is making some progress in decent work, but much remains to be done in measuring the multiple dimensions of DW, especially for the informal economy absorbing more than 90% of the employed population;  Not enough employment opportunities are being created;  Real earnings in non-agricultural sectors are increasing, but for most of the employed population, earnings remain not enough to pull them out of poverty (working poor);  Employment related policies and standards apply only for the formal sector, leaving a majority of the population vulnerable and unprotected by law.

13. 13 1. Employment opportunities

14. 14 1. Employment opportunities Some progress in: Employment-to-population ratios & unemployment rates; Share of own-account workers and contributing family workers in total employment (often called 'vulnerable employment'): dropped marginally from 90.4% to 87.7%; Share of workers in informal employment: declined slightly, from 95.0% to 93.3% (international definition). But the situation of the youth population, particularly those in urban areas, is critical, with over 24% unemployment.

15. 15 1. Employment opportunities Internationaldefinition Nationaldefinition

16. 16 2. Adequate earnings and productive work

17. 17 2. Adequate earnings and productive work Despite high employment-to-population ratios, earnings are still insufficient to pull a large number of people out of poverty: The working poor remain a significant challenge, with close to one third of workers still living in poverty (30.7% in 2006 against 32.5% in 2000/01); Low pay rates remain high (36.7% in 2006), especially for those workers predominantly in self- employment (40.3%).

18. 18 3. Decent hours

19. 19 3. Decent hours  The proportion of workers with decent hours of work is low, and has fallen from 55.3% in 1990/91 to 32.6% in 2006;  The proportion of workers with more than 48 hours per week is high, and has increased from 40.3% in 1990/91 to 54.3% in 2006;  And yet more and more Tanzanians lack an adequate volume of work, and therefore involuntarily work fewer hours than they want to: time-related underemployment rate has sharply increased from 4.4% in 1990/91 to 13.1% in 2006.

20. 20 4. Combining work, family and personal life

21. 21 4. Combining work, family and personal life Available data indicates:  Large gender discrepancies with respect to combining work, family and personal life. Data also suggest:  Women spend 212 minutes per day on unpaid household work (i.e. about 3.5 hours per day), and have much less time to spend on learning;  There is a lack of social care services to support the balance of work and family responsibilities.

22. 22 5. Work that should be abolished

23. 23 5. Work that should be abolished  Every fourth child was considered to be in child labour in 2006 (27.5 %), a decrease from 31.3 % in 2000/01, but still far from the MKUKUTA objective of less than 10% in 2010;  There are considerable differences between urban areas (10.7 % in 2006) and rural areas (where rate was 32.3 %);  Overall, fewer girls (24.0 %) than boys (30.8 %) are engaged in child labour.

24. 24 6. Stability and security of work

25. 25 6. Stability and security of work  Paid employees make up only 10% of total employment, and 57.8% of paid employees are in precarious types of work (casual, seasonal and temporary workers); this proportion is highest in rural areas (64.4%);  23.7% of self-employed workers (in the non- agricultural sector) stated that their work was not reliable; the proportion is highest for males (26.3%).

26. 26 7. Equal opportunity and treatment in employment

27. 27 7. Equal opportunity and treatment in employment  Occupational segregation by sex: there are still considerable gender disparities in occupations; male domination continues for higher occupational groups (83.5% of administrators, managers and legislators in 2006), while women are overrepresented in elementary occupations (58.5%);  There is however an improvement in the female share of employment in high-status occupations (TASCO groups 11- Legislators and administrators, and 12-Company directors and corporate managers), from 7.2% in 1990/91 to 17.4% in 2006;  Women's low share of wage employment shows little or no movement since 2000/01 (just 30%). Those few women who do earn wages, earn 40% less than men (2006). This is nonetheless an improvement from the 50.5% lower earnings of women in 2000/01.

28. 28 8. Safe work environment Reported fatal occupational injuries remain relatively low at an average of 22 fatal injuries per year, not including agriculture.

29. 29 9. Social security

30. 30 9. Social security  The share of the population covered by the social security schemes is very low (3.6% of the economically active, or approximately 675,000 persons in 2006);  Most Tanzanians work in the informal economy (93.3%, 2006) none of whom are reported as covered by social security;  Coverage is particularly low for women (2%) and those living in rural areas (1.4%).

31. 31 10. Social dialogue, workers’ and employers’ representation

32. 32 10. Social dialogue, workers’ and employers’ representation  While the number of members in trade unions affiliated to TUCTA (the main trade union federation) has grown by 34% in recent years, the increase in membership has not kept pace with the increase in employment (the rate declined to 22.6% in 2006 from 26.6% in 2000/01);  Females are underrepresented in trade unions, with only 1/3 of the membership in 2006, but have a higher union density (25.8%) compared to males (21.3% in 2006);  The Association of Tanzanian Employers (ATE) represents over 800 enterprises that, between them, employ roughly 14% of all paid employees.

33. 33 Measuring Decent Work in Tanzania THANK YOU !