1. Changing World of Work & its Implications for Collective Bargaining
ITCILO COURSE A Trade Union on Collective Bargaining 18 to 29 July 2011
Changing World of Work & its Implications for Collective Bargaining

2. Trends in the World of Work
The content of work, its organisation and the type and number of labour and industrial relations is being reshaped;
The two dominant drivers of this change are:
- Globalisation;
- Economic liberalization.
Also, globalisation and economic liberalization have significantly impacted the institutions built around work;

3. Trends in the World of Work
The opening of national economies, the intensification of financial & trade flows, the unprecedented advances in information and communication, increased flexibility in the labour market, and changes in management styles have increased competitiveness;
This competitiveness has led to fragmentation and growing reliance on:
- Outsourcing;
- Deregulation of the labour markets;
- Informalization of economic activities.
Dominance of a model of employment where a core of secure, stable and protected workers co-exists with a peripheral workforce lacking security of tenure and long-term career prospects

4. Trends in the World of Work
As a consequence:
- Non-standard forms of employment have surfaced and grown;
- Labour relations have become atomized;
- Labour rights are increasingly perceived as “costs” hampering competitiveness and encouraging non-registered work;
- Overall, the quality of employment has deteriorated.
Neither “atypical” forms of employment nor the “informal” economy can be viewed as residual categories anymore.

5. Main Features of the World of Work
Erosion of labour rights and gains;
Introduction of significant changes in collective and individual labour relations;
The role of collective bargaining process in defining the terms and conditions of work has been weakened;
Trade union membership has declined over the past decade almost everywhere – confirming the loss of strength and bargaining power;

6. Main Features of the World of Work
Union membership is discouraged by the legal ambiguity which characterizes:
- News forms of employment;
- Workers’ fear of dismissal or of not getting further employment if they unionize; and
- Scepticism about the advantages of joining trade unions.
Trade unions are confronted with methodological, organisational and institutional difficulties in reaching out to atypical and informal economy workers

7. Implications of New Policies
Shift from development cooperation to free trade;
More competition between unequal partners;
High income countries have more than 80% of the world incomes, receive more than 3/4th of the foreign investment and almost 3/4th of the world trade is between them.
Equality of “access” (to international trade) does not mean equality of “opportunity”; unequal capabilities lead to unequal outcomes;

8. Implications of New Policies
‘New’ freedom of mobility of ‘Capital’ pits workers in different countries against each other – affecting also labour solidarity;
Changing nature & terms of employment pose challenges for unions, collective bargaining, social protection systems & also undermines labour law & TU rights;

9. Implications of New Policies
Richest 20% pockets 86% of the world’s GDP; and the poorest 20% a mere 1%;
3 billion people earn the same income as 61 million.
1.3 billion people — over one-fifth of the world’s population — live on less than $1 a day & lack access to clean water;
More than 5 million children die every year under the age 5 of years due to lack of access to health care and lack of income security;
80% of the world population has no adequate social security, 50% has none;

10. Implications of New Policies
In Africa, every day, about 10,000 women & men are being added to the numbers of working poor (living on less than US$1 per day);
Economies are growing, wealth is being generated but conditions of the majority of the people/workers are not improving, especially women – gap between countries, between people keep increasing;
Jobs??? Not only unemployment but also underemployment, low paid, exploitative & hazardous working conditions; Jobs without rights;
TU memberships declining in most countries;
Workers Rights to organise? to bargain collectively?
What else? (Participants to share their experiences)

11. ILO’s Response to Globalization – Decent Work For All!
All those who work, have rights at work!
Decent Work approach conceptualized to cover all shades of workers;
Sets floor of social & labour standards that should apply to all;
Interventions in different but connected aspects of the world of work
 Needs to be a global goal if the potential of globalization is to bring benefits to all is to be adequately realised

12. DECENT WORK AGENDA
Restatement of ILO’s historical mandate in today’s context;
Represents tripartite consensus within ILO as a way to respond to the challenges posed by the globalizing world;
It is a development strategy that reflects people’s aspirations for decent jobs, better opportunities, voice & representation;
Operationalised in DWCP

13. WHAT IS DECENT WORK? Work that is productive, gives fair income,
security in the workplace & social protection for the family,
equal opportunities & treatment,
better prospects for - personal devt & social integration,
freedom to organise & participate in decision making
The concept of decent work encompasses both
individual and collective dimensions (C 87 & 98)

14. DECENT WORK AS A GLOBAL GOAL
Rights at Work
Human Rights
Employment &
Enterprise Creation
Poverty Eradication
Equity & Social Cohesion
Social Protection
Social Dialogue
Governance & Democracy

15. Decent Work: nationally defined goal thru tripartite dialogue, based on national context & needs
No ceiling, perpetual progress
Relative
multiple paths
Social Floor basic rights at work

16. Decent Work to be achieved thru actions on 4 pillars
Productive employment &
sustainable enterprises
Social protection/ Standards & basic
social security for all rights at work
Promotion of social dialogue
including collective bargaining
(+ Gender Mainstreaming)

17. Decent work: mainstreaming gender
A gender perspective helps to:
Analyse economic and social roles
Identify forces leading to inequality and discrimination
Assess quality and quantity of labour market
Improves economic & social efficiency

18. How can DW be promoted? The employment objective:
Full, productive, freely chosen employment - as a means for working one’s way out of poverty
to be achieved through (for example):
‘Employment-rich’ & pro-poor growth,
Fiscal, monetary & trade policies,
Policies, including technologies, that enhance productivity
Environment conducive for entrepreneurial activity, SMEs, Cooperatives
Promoting skills development (i.e. employability)
Special programmes for women, youth & other marginal groups in the society
Employment services, etc

19. How can DW be promoted? Fundamental Rights at Work:
Principle: All those who work, have rights at work!
Freedom of association & recognition of the right to collective bargaining
No forced/compulsory labour
No child labour
Elimination of discrimination in employment and occupation
…. a global social floor

20. Core Labour Standards C. 87 C. 98 C. 100 C. 111 C. 29 C. 105 C. 138
Freedom of Association, 1948
Right to Collective Bargaining, 1949
C. 87
C. 98
Equal Remuneration, 1951
Discrimination (Employment and Occupation), 1958
C. 100
C. 111
Forced Labour, 1930
Abolition of Forced Labour, 1957
C. 29
C. 105
Minimum Age, 1973
Elimination of Worst Forms of Child Labour, 1999
C. 138
C. 182

21. How can DW be promoted?
Social protection objectives including policies that provide safety nets & reduce the level of risk to workers:
Lives, health and well-being
Income and job security
Occupational safety and health
Social security
protection against health contingencies
maternity protection
old-age and survivor pension
Social inclusion - development of policies that address fairness at work (e.g. Anti-discrimination, excessive hours);

22. How can DW be promoted? Ensuring representation and voice
Promoting Tripartitism & including institution-building
Strengthening dialogue, consultation processes and capacities of social partners .
Not just to ensure participation but also as an instrument of good governance - participatory approach for needs identification, planning, budgets, implementation & review;
Preconditions for Social Dialogue: ???

23. What is DWCP?
Translation of DWA into practical action at the national level;
Expression of ILO Programme & Budget in a country (time bound and resourced programme) - Framework for delivery of ILO services to our constituencies;
“Results-Based Management”- specifies the Office's intended results during a specific time period (country programme outcomes);
Dialogue about “priorities” at the national level;
Opportunity for constituents to influence how the ILO works.

24. What is DWCP? Vary from country to country
Starts with problem analysis
Identifies a limited number of priorities
In line with national development plans, Common Country Assessment (CCA), UN development Assistance Framework (UNDAF), ILO’s Strategic Policy Framework (SPF) and Programme and Budget (P&B)
Sets intended Country Programme outcomes (CPs)

25. A six-step cycle Step 1 Defining the country context
Step 2 Establishing the country programme priorities
Step 3 Defining intended outcomes, indicators, targets and strategies
Step 4 DWCP implementation planning
Step 5 Implementation, monitoring and reporting
Step 6 Review and evaluation

26. How does DWCP work?
Member states (through tripartite consultations) set specific “Decent Work Objectives/Priorities” (just 2-3 priorities) to be achieved with-in a fixed time frame
ILO supports the Member States to achieve the objectives/priorities

27. Africa’s Decent Work Agenda (2007-2015)
Promote pro-jobs, pro-poor economic growth – to reduce extreme poverty by half by 2015 & promote social inclusion
 Decent & productive work,
 Social dialogue & tripartitism
 Respect for C 87 & C 98
 Social security floor for all
 Promotion of SMEs, women’s participation &
entrepreneurship,
 Decent Work opportunities for Youth,
 Skills development – for employment, productivity &
competitiveness, including education for all initiatives
 Measures to tackle HIV-AIDS – at community & workplace
--- and ???

28. Challenges How to realise Decent Work?
Growth first? And decent work later?
What is the place of fundamental rights of workers in growth strategy?
Are workers rights a matter of only ‘being good’ to workers? A human right issue only? Or do these rights have a development role to play? (FoA & CB rights)
What role do unions and workers representatives have to play in promotion of decent work?
Do unions have the capacity to play a participative role in economic development and promotion of decent work?

29. Decent Work Strategies for the Informal Economy
Adapted to local conditions, integrated policies that address:
Growth strategies and quality employment generation
Regulatory environment, including ILS & core rights
Organisation, representation & social dialogue
Gender equality and the informal economy
Entrepreneurship, skills, finance, management, market access
Extending social protection including social security
Local (rural and urban) development strategies

30. THE WAY FORWARD
Formulate convincing policy alternatives and fight for them.
Demand change for a better future for all.
Fight against neo-liberalism from four strategic fronts:
- Academic: challenge the dominance of neoclassical economics & promote heterodoxy.
- Ideology: contest the hegemony of the market, the notion that private sector is efficient & the call for public private partnerships.
- Policy: advocate for policies that will break with the financial and privatizing frenzy.
- Political: restore the power of workers & unions at the workplace & in the public debate.

31. Thank you! 