CHAPTER I

BACKGROUND OF THE STUDY

1.1 Introduction
From coffee and electronics to apparel and footwear, most of the products we enjoy and use
every day are made by men and women in factories and on farms around the world. These
workers harvest the cotton used to make our shirts, sew buttons and zippers onto our jackets,
grow the cocoa our children drink, and make high-tech soles for our running shoes.
Unfortunately, many of them work in deplorable conditions.
Government adopts different laws to provide economic and social justice to the workers in the
industries. Generally these laws provide guidelines to the employers/industrialists in dealing with
the matters of wages, wage incentives, facilitates for workers and the working conditions of
labour.
The International
with labour issues,

Labour

Organization (ILO)

particularly international

is

labour

a United

Nations agency

standards,

social

dealing

protection,

and

work opportunities for all. In 1969, the organization received the Nobel Peace Prize for
improving peace among classes, pursuing decent work and justice for workers, and providing
technical assistance to other developing nations. The ILO registers complaints against entities
that are violating international rules; however, it does not impose sanctions on governments.

1.2 Objectives
The major objectives of our study are as follows:
1. To study the mission and objectives of the ILO.
2. To study the functions, activities, structure and programs of ILO.
3. To study the international labor standards.
4. To study the impact of ILO on India.

1.3 Methodology
Our study is based on the secondary method of data collection as we were required to collect the
information about the organization. The major sources of the information are Journals, websites,
publication etc.

1.4 Literature Review

1. Structure Matters: Sectoral drivers of growth and the labour productivity-employment
relationship (December 4, 2012)
By: Kucera, David; Roncolato, Leanne
Authors have used accounting methods to decompose aggregate labour productivity and
employment growth into their sectoral components as well as into within-sector and employment
reallocation effects for a sample of 81 developed and developing countries using data going back
to the mid-1980s. Key findings are that aggregate labour productivity growth in Asia as a whole
is driven by as much services as by industry, in spite of strong differences between countries
(e.g., with industry dominant in China and services dominant in India) and that within-sector
effects on aggregate labour productivity growth are more important than employment
reallocation effects, a pattern that holds for all regions. At the aggregate level, the paper
identifies a stronger positive relationship between output and employment growth in developed
than developing countries, a stronger negative relationship between labour productivity and
employment growth in developing than developed countries, and that jobless growth is more
of a problem for developing countries in Asia than the more slowly-growing countries of Latin
America-Caribbean.
2. Why is female labour force participation declining so sharply in India? ( August 11,
2014)
By: Kapsos, Steven; Silberman, Andrea; Bourmpoula, Evangelia.
Through an examination of labour market trends, a series of scenario exercises, and
econometric analysis, we analyse four prominent hypotheses of the root causes of declining
female participation. The findings in this paper indicate that a number of factors were responsible
for the recent sharp decline in estimated labour force participation rates among working-age
2

women. Some factors, such as increased attendance in education and higher household income
levels, are no doubt a positive reflection of rapid economic development. Additionally, we find
evidence that changes in measurement methodology across survey rounds is likely to have
contributed to the estimated decline in female participation, due to the difficulty of
differentiating between domestic duties and contributing family work. However, the key longrun issue is the lack of employment opportunities for Indias women, owing to factors such as
occupational segregation.
3. Labour formalization and declining inequality in Argentina and Brazil in 2000s: A
dynamic approach (February 3, 2014)
By: Maurizio, Roxana
Inequality and labour informality are still distinctive characteristics of Latin America. However,
most of the countries have succeeded in reversing the upward trends in both informality and
inequality in the 1990s. These positive dynamics have been noteworthy in Argentina and Brazil.
This paper analyses the processes of labour formalization in these countries and its interrelation
with the evolution of income inequality over the 2000s. It contributes to two current debates. The
first one refers to the role of labour market flexibilization in employment formalization. The
second one is related to the reduction of income inequality. Most of the literature places
emphasis on the evolution of the returns to education. This paper complements this approach by
analysing the contribution of formalization to the reduction of inequality in these countries.
4. Understanding the drivers of the youth labour market in Kenya (September 30, 2014)
By: Escudero, Vernica; Lpez Mourelo, Elva
This paper identifies the macro and microeconomic determinants of youth unemployment and
inactivity rates. It finds that although the size of the youth cohort does have significant
implications for the status of youth in the labour market, aggregate labour market conditions
have a greater influence. The paper also finds a large gap between the youth and the overall
employment elasticities in the country. This implies that although fostering economic growth and
ensuring economic sustainability are important, they are not sufficient to address youth
challenges. Efforts will need to be focused on improving the youth employment content of
growth. The results from the micro econometric analysis show that boosting tertiary school
3

attendance and providing targeted vocational training to young people (particularly women)
would be the most effective measures for improving youth employability in the country.
5. Macroeconomic policy advice and the Article IV consultations: Comparative Overview
of European Union Member States (July 31, 2013)
By: Weisbrot, Mark; Jorgensen, Helene
This paper examines 67 IMF Article IV consultations in 27 EU member states between 2008 and
2011, and shows that there is an overwhelming emphasis on fiscal consolidation, reduction of
social expenditures, and measures that weaken the bargaining power and income of labour, and
make it difficult to promote growth and employment. These findings are very similar to that
brought out earlier for 50 low and middle-income countries. The review of Article IV agreements
supports the view that policy mistakes by the European authorities, including IMFs priority of
fiscal consolidation, have prolonged and deepened the crisis in Europe and contributed to a
reform agenda that worsens the impact of the crisis on vulnerable parts of the population. The
paper suggests that IMF might wish to engage in Independent Evaluation Office review of its
policy advice in Europe. The paper finally notes that there have been some important changes in
2012 and 2013, wherein IMF is engaging seriously with some of the deficiencies in Article IVs.
6. Employment and Economic Class in the Developing World (June 19, 2013)
By: Kapsos, Steven; Bourmpoula, Evangelia
This paper introduces a model for generating national estimates and projections of the
distribution of the employed across five economic classes for 142 developing countries over the
period 1991 to 2017. The national estimates are used to produce aggregate estimates of
employment by economic class for eight developing regions and for the developing world as a
whole. We estimate that 41.6 per cent of the developing worlds workers were middle class and
above in 2011, more than double the share in 1991. Yet, regional figures show that widespread
poverty and vulnerability to poverty persists in many developing regions. Further growth in the
developing worlds middle class, which both reflects and supports broader economic
development, will require increased productivity levels and an expansion in the number of
quality jobs
7. Trade and Employment in a Vertically Specialized World (April 23, 2013)
4

By: Jiang, Xiao

With the steady growth of global production networks, each countrys trade now has a
more complex relation to the international division of labour. This paper decomposes the
employment effects of a countrys trade into five components, specifically the labour
content (1) in exports, (2) in imports, (3) in the import content of exports, (4) in the
export content of imports, and (5) in intermediates contained in imports from a third
country. The last three components are strictly due to a countrys participation in global
production networks. Based on the countries included in the panel, the analysis shows
that in 2009 about 88 million jobs were generated worldwide through their participation
in global production networks (GPN) trade, which is about 14 per cent of the total
number of jobs generated by international trade. Countries that demanded the most labour
as a result of GPN trade are the large developed economies with the exception of China.
With regard to the import content of exports, the analysis shows that in 2009, it led to the
demand for about 44 million jobs within the 39 countries. Third-country intermediates
contained in importsgenerated labour demand of about 39 million jobs and the export
content of imports created demand for about 5 million jobs.
8. The comments of the ILO's Supervisory bodies: Usefulness in the context of the
sanction-based dimension of labour provisions in US free trade agreements
(March 21, 2013)
By: Gravel, Eric; Delpech, Quentin
This paper looks at recent complaints under the labour chapters of three US trade
agreements the CAFTA-DR, the US-Bahrain and the US-Peru FTAs and undertakes a
preliminary analysis of the use of the comments of the ILOs supervisory bodies in the
regulation mechanisms of labour provisions contained in those trade agreements. The
paper analyses the way both labour unions and the competent authorities in the United
States have used or relied on the comments of the ILOs supervisory bodies in the
submission process related to the sanction mechanisms of labour provisions.

It also examines the similarities between, on the one hand, the comments of the ILOs
5

supervisory bodies on each countrys application of relevant ILO instruments and, on the
other hand, the terms of the official submissions by labour unions and the reviews of the
competent US authorities. It further highlights the manner in which arguments presented
by labour unions in their submissions have relied extensively on the comments of ILO
supervisory bodies. The paper concludes by drawing insights as to the possible
implications in the future for the ILO in the context of the labour chapters of bilateral or
regional trade agreements.
9. Macroeconomic policy advice and the Article IV consultations: A Development
perspective (August 15, 2012)
By: Islam, Iyanatul; Ahmed, Ishraq; Roy, Rathin; Ramos, Raquel
This paper undertakes a content analysis of 2009-2010 IMF Article IV consultations for a
sample of 30 low-income and 20 middle-income countries on the following themes: (a)
fiscal adjustments (b)inflation targets (c) employment generation, poverty reduction and
expansion of social protection. Insufficient attention appears to have been given to
employment generation, poverty reduction and expansion of social protection. New
generation Article IVs might need to be modified to respond to this lacuna. This might be
best achieved when the IMF works with other development partners to broaden the
content and scope of the IMFs regular consultations with member states.
10. Income Inequality, Redistribution and Poverty: Contrasting rational choice and
Behavioural perspectives (25 June 2012)
By: Luebker, Malte
Based on the standard axiom of individual utility maximization, rational choice has
postulated that higher income inequality translates into greater redistribution by shaping
the median voters preferences. While numerous papers have tested this proposition, the
literature has remained divided over the appropriate measure for redistribution. Revisiting
the original contribution by Meltzer and Richard, the present paper argues that the
median voter hypothesis implies that relative redistribution should increase in line with
inequality. An empirical test based on 110 observations from the Luxembourg Income
Study fails to find any support for the hypothesis. By contrast, voters actual preferences
offer a better guide to understanding redistributive outcomes. The findings challenge the
6

narrow concept of human motivation that underpins rational choice, and point to the
importance of fairness orientations that have been emphasized in behavioural economics.
11. Minimum Wages and Low Pay: An ILO Perspective (1994)

By: Zafar Shaheed

Briefly identifies the different Conventions and Recommendations of the International
Labour Organization pertaining to national wage policy matters. Introduces some of the
issues which need study when considering the social and economic effects of minimum
wages, outlining the different roles that minimum wage fixing seeks to achieve.
Concludes by considering some of the broader issues relating to labour standards, low
pay and competitiveness. Argues that, in a market environment where competition is
based increasingly on process and product development, a lowpay strategy concentrating
on the price of labour and not on research and development and product design and
quality will be deficient. Suggests that economic innovation and dynamism cannot be
derived from making labour cheaper, but by rendering it more productive, and that, to
achieve this, a national general minimum floor to wages and other terms and conditions
of employment are necessary.
12. The examination of ILO norms in the labour market of tourism sector (2005)
By: Mithat Zeki Diner, Fsun Istanbullu Diner
In resolving the social and economic problems within the global dimension, countries try
to realize social policies according to ILO norms, because nowadays many factors
influence the future of the labour movement. Turkey became a member of ILO in 1932
and approved 40 conventions of this organization. Despite the approved conventions, the
Turkish social security system has still some problems. Besides that, the tourism sector
plays a very important economic role for the Turkish economy. In this research, we tried
to carry out the application of ILO norms in the Turkish tourism sector, because the
norms are important steps to be realized in the course of E. U. membership for Turkey.
This work was supported by the Research Fund of the Istanbul University. Project
Number: 1605/30042001.

13. A Comparative Study between the ILOs Guiding Principles and Drug Testing at
Workplaces in Stockholm, Sweden (1994)
By: Gunborg Brnnstrm, Beatrice Hopstadius
The International Labour Organization (ILO) recommends that companies should have a
policy to reduce alcohol and drug problems. The policies should include education,
information, help, support and testing. Describes a pilot study to examine how many of
the member companies in the Alna council are testing for drugs, for what reason, and
how this is stipulated in a policy. Compares the result with the guiding principles of the
ILO. Concludes that Alna companies are not following the ILOs principles on how to
regulate drug testing in a policy, but their policies include a comprehensive view of
alcohol and drugs in business and industry, as recommended by the ILO.
14. labour in Latin America: theory, policy, practice (2009)
By: Jennie Gamlin, Maria Eugenia Pastor
The purpose of this paper is to examine the theory, policy and practice of child labour in
Latin America. Interventions to reduce child labour are more likely to be successful if
they are locallydriven, supported by legislation and based on theoretical understandings
of childhood that reflect the realities and needs of the children, families and communities
whose lives they aim to improve. The ILO's 2006 child labour statistics and examples of
policies in Latin America support the hypothesis that theoretical developments in the
concept of childhood have influenced successful interventions aimed at its reduction.
This theorypolicypractice partnership appears to have been a catalyst for the
development of successful governmentprivateenterprise civil society programmes
to reduce child labour.

15. Channels of buyer influence and labor standard compliance: the case of Cambodia's
garment sector (2010)
By: Chikako Oka
Given the continued growth in the globalization of production, working conditions in
global supply chains have come under increased scrutiny. Although there has been much
8

debate about corporate codes of conduct and monitoring procedures, the question of how
buyers influence their suppliers working conditions at the factory level remains poorly
understood. Using a unique data set based on monitoring by the International Labour
Organization (ILO) and original survey data collected in Cambodia's garment sector, this
study shows that the main channel linking buyers and supplier compliance performance is
the nature of their relationships. Market-based relationships mediated through sourcing
agents are systematically associated with poorer compliance performance. In particular,
when a reputation-conscious buyer is sourcing from a factory, it has a positive effect on
compliance, and their presence appears to condition relationship variables. Deterrence
and learning channels are not supported by the evidence. The findings signal the need to
pay more attention to the nature of buyersupplier relationships if we seek to improve
labor standard compliance. Market-based relationships motivate neither buyers nor
suppliers to invest their time and resources to tackle the root causes of poor working
conditions. Rather, the results here indicate the need to develop collaborative
relationships marked by open dialogue, trust, and commitment, which in turn help to
foster an environment supportive of continuous improvement in working conditions.
16. Reflections on labour market deregulation in South Africa (1996)
By: David Tajgman
Discusses how, from 1919 the ILO (International Labour Organization) has been meeting
the call for labour market deregulation with the plea that labour is not a commodity and
that treating it as such can only result in and exacerbate social injustice. On its reentry
into the international community, South Africa has plunged head on into the global debate
on the subject: should it deregulate its labour market in order to achieve international
competitiveness? Would deregulation create employment? Argues against labour market
deregulation in South Africa. Posits that new markets in which the country can be
internationally competitive have yet to become apparent and that it would be
inappropriate, in light of the countrys economic and human resource base, to cheapen
labour in the search for that market. Concludes that such a move in South Africa would
widen the incomes gap, subsidize labour inefficiency and undermine longterm
productivity gains. While the low road to international competitiveness might yield
shortterm results, it is urged that the longterm social costs would be too high. In sum,
9

argues that labour market policy should place more attention on improvement of human
resources and labour market institutions and on the broadening of domestic and regional
markets.
17. Training and labour needs of young workers in Vietnamese organisations (2014)
By: Goodwin John , OConnor Henrietta , Quinn Martin
The purpose of this paper is report on findings from a survey of Vietnamese employers in
2008 highlighting key tends in training and future labour needs. The survey shows that
Vietnamese organisations understand the importance of training for their young workers
but require more support from government and the VCCI to ensure effective training.
18. Child labour and supply chain: profitability or (mis)management (2009)
By: Ambika Zutshi, Andrew Creed, Amrik Sohal
The purpose of this paper is to provide a realistic assessment, with an historical
perspective, of the current practises and progress made by organisations towards
elimination of child labour in global supply chains. Child labour is one of a number of
areas of concern in global supply chains. Continued exploitation of child labour indicates
an imbalanced state and consequently forces can be unleashed through standardization,
collaboration and communication amongst all stakeholders to ensure protection of the
vulnerable. This paper is part of the broader analysis informing incremental changes to
supply chain management to preserve the rights and welfare of children in the present and
future generations.
19. The tradelabour and tradeenvironment linkages: together or apart (2011)
By: Montserrat GonzlezGaribay
The purpose of this paper is to challenge the common wisdom that environmental and
labour concerns have been treated in a similar way by the multilateral trade regime by
assessing the two subjects' patterns of inclusion in regional trade agreements and in the
World Trade Organisation (WTO). The article finds that the common knowledge placing
both labour and the environment in the same position at the WTO originates from the
alliances between organised labour and environmentalists during the North American
10

Free Trade Agreement negotiations. However, that alliance did not translate into the
inclusion of both subjects at the WTO, which incorporated the environment while
rejecting labour.
20. Female labour force participation: the case of Trinidad and Tobago (2012)
By: Karen Anne Roopnarine, Dindial Ramrattan
The purpose of this paper is to investigate empirically some of the factors which
influence the ability and/or desire of women to join the labour force in Trinidad and
Tobago. The results of the model revealed that the level of schooling, age, household
headship, and being single have positive influences on female participation in Trinidad
and Tobago. Conversely, the presence of children in the household, accessing social
security programmes, and chronic illness had negative effects on participation.

1.5 Scope of the Study

This study will help us understand the different labour laws in different countries & how the
policies of different countries affect labourers and labour relating issues and their wellbeing. The
scope of our study is restricted to the time that will be spend behind this study and collection of
data which is mainly restricted to internet & library sources as ILO being an international
organization, the first-hand information concerning the organization is difficult to get.

In line with the framework for measuring the labour force, the measurement of
underemployment and indicators of inadequate employment should be based primarily on the
current capacities and work situations as described by those employed. Outside the scope of
this resolution is the concept of underemployment based upon theoretical models about the

potential capacities and desires for work of the working age population.
Underemployment reflects underutilization of the productive capacity of the employed
population, including those which arise from a deficient national or local economic system. It
relates to an alternative employment situation in which persons are willing and available to
engage.

In

this

resolution,

recommendations

concerning

underemployment are limited to time-related underemployment.

11

theme

assortment

of

Indicators of inadequate employment situations that affect the capacities and well-being of
workers and which may differ according to national conditions, relate to aspects of the work
situation such as use of occupational skills, degree and type of economic risks, schedule of
and travel to work, occupational safety and health and general working conditions. To a large
extent, the statistical concepts to describe such situations have not been sufficiently

developed.
Employed persons may be simultaneously in underemployment and inadequate employment
situations.

12

CHAPTER II
INTRODUCTION TO ILO
2.1 Origin and History
The ILO was created in 1919, as part of the Treaty of Versailles that ended World War I, to
reflect the belief that universal and lasting peace can be accomplished only if it is based on social
justice.The Constitution was drafted between January and April, 1919, by the Labour
Commission set up by the Peace Conference, which first met in Paris and then in Versailles. The
Commission, chaired by Samuel Gompers, head of the American Federation of Labour (AFL) in
the United States, was composed of representatives from nine countries: Belgium, Cuba,
Czechoslovakia, France, Italy, Japan, Poland, the United Kingdom and the United States. It
resulted in a tripartite organization, the only one of its kind bringing together representatives of
governments, employers and workers in its executive bodies.
The Constitution contained ideas tested within the International Association for Labour
Legislation, founded in Basel in 1901. Advocacy for an international organization dealing with
labour issues began in the nineteenth century, led by two industrialists, Robert Owen (17711853)

of

Wales

and

Daniel

Legrand

(1783-1859)

of

France.

The driving forces for ILO's creation arose from security, humanitarian, political and economic
considerations. Summarizing them, the ILO Constitution's Preamble says the High Contracting
Parties were moved by sentiments of justice and humanity as well as by the desire to secure the
permanent peace of the world. There was keen appreciation of the importance of social justice in
securing peace, against a background of exploitation of workers in the industrializing nations of
that time. There was also increasing understanding of the worlds economic interdependence and
need for cooperation to obtain similarity of working conditions in countries competing for
markets.

Reflecting

these

ideas,

the

Preamble

States

the

following

things:

Whereas universal and lasting peace can be established only if it is based upon social
justice;

13

And whereas conditions of labour exist involving such injustice hardship and privation to
large numbers of people as to produce unrest so great that the peace and harmony of the
world are imperilled; and an improvement of those conditions is urgently required;

Whereas also the failure of any nation to adopt humane conditions of labour is an
obstacle in the way of other nations which desire to improve the conditions in their own
countries.

The areas of improvement listed in the Preamble remain relevant today, for example:

Regulation of the hours of work including the establishment of a maximum working day
and week;

Regulation of labour supply, prevention of unemployment and provision of an adequate

living wage;

Protection of the worker against sickness, disease and injury arising out of his
employment;

Protection of children, young persons and women;

Provision for old age and injury, protection of the interests of workers when employed in
countries other than their own;

Recognition of the principle of equal remuneration for work of equal value;

Recognition of the principle of freedom of association;

Organization of vocational and technical education, and other measures.

Early days
The ILO has made signal contributions to the world of work from its early days. The first
14

International Labour Conference held in Washington in October 1919 adopted 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.
The ILO was located in Geneva in the summer of 1920 with France's Albert Thomas as the first
Director of the International Labour Office, which is the Organization's permanent Secretariat.
Under his strong impetus, 16 International Labour Conventions and 18 Recommendations were
adopted

in

less

than

two

years.

This early zeal was quickly toned down because some governments felt there were too many
Conventions, the budget too high and the reports too critical. Yet, the International Court of
Justice declared that the ILO's domain extended also to international regulation of conditions of
work

in

the

agricultural

sector.

A Committee of Experts was set up in 1926 as a supervisory system on the application of ILO
standards. The Committee, which exists today, is composed of independent jurists responsible for
examining government reports and presenting its own report each year to the Conference.

Depression and War

The Great Depression with its resulting massive unemployment soon confronted Britain's Harold
Butler, who succeeded Albert Thomas in 1932. Realizing that handling labour issues also
requires international cooperation, the United States became a Member of the ILO in 1934
although

it

continued

to

stay

out

of

the

League

of

Nations.

American John Winant took over in 1939 just as the Second World War became imminent. He
moved the ILO's headquarters temporarily to Montreal, Canada, in May 1940 for reasons of
safety

but

left

in

1941

when

he

was

named

US

Ambassador

to

Britain.

His successor, Ireland's Edward Phelan, had helped to write the 1919 Constitution and played an
important role once again during the Philadelphia meeting of the International Labour
15

Conference, in the midst of the Second World War, attended by representatives of governments,
employers and workers from 41 countries. The delegates adopted the Declaration of
Philadelphia, annexed to the Constitution, still constitutes the Charter of the aims and objectives
of the ILO. In 1946, the ILO became a specialized agency of the newly formed United Nations.
And, in 1948, still during the period of Phelan's leadership, the International Labour Conference
adopted Convention No. 87 on freedom of association and the right to organize.

The Post-War Years

America's David Morse was Director General from 1948-1970 when the number of Member
States doubled, the Organization took on its universal character, industrialized countries became
a minority among developing countries, the budget grew five-fold and the number of officials
quadrupled. The ILO established the Geneva-based International Institute for Labour Studies in
1960 and the International Training Centre in Turin in 1965. The Organization won the Nobel
Peace

Prize

on

its

50th

anniversary

in

1969.

Under Britain's Wilfred Jenks, Director-General from 1970-73, the ILO made advanced further
in the development of standards and mechanisms for supervising their application, particularly
the

promotion

of

freedom

of

association

and

the

right

to

organize.

His successor Francis Blanchard of France, expanded ILO's technical cooperation with
developing countries and averted damage to the Organization, despite the loss of one quarter of
its budget following US withdrawal from 1977-1980. The ILO also played a major role in the
emancipation of Poland from dictatorship, by giving its full support to the legitimacy of the
Solidarnosc Union based on respect for Convention No. 87 on freedom of association, which
Poland

had

ratified

in

1957.

Belgium's Michel Hansenne succeeded him in 1989 and guided the ILO into the post-Cold War
period, emphasizing the importance of placing social justice at the heart of international
economic and social policies. He also set the ILO on a course of decentralization of activities and
16

resources

away

from

the

Geneva

headquarters.

On 4 March 1999, Juan Somavia of Chile took over as Director General. He emphasized the
importance of making decent work a strategic international goal and promoting a fair
globalization. He also underlined work as an instrument of poverty alleviation and ILO's role in
helping to achieve the Millennium Development Goals, including cutting world poverty in half
by

2015.

In May 2012 Guy Ryder (UK) was elected as the tenth Director-General of the ILO. He began
his five-year term in October 2012.

2.2 Missions and Objectives

The International Labour Organization (ILO) is devoted to promoting social justice and
internationally recognized human and labour rights, pursuing its founding mission that labour
peace is essential to prosperity. Today, the ILO helps advance the creation of decent work and the
economic and working conditions that give working people and business people a stake in lasting
peace, prosperity and progress. Its tripartite structure provides a unique platform for
promoting decent work for all women and men . Its main aims are to promote rights at work,
encourage decent employment opportunities, enhance social protection and strengthen dialogue
on work-related issues.
The ILO has four strategic objectives

Promote and realize standards and fundamental principles and rights at work
Create greater opportunities for women and men to decent employment and income
Enhance to coverage and effectiveness of social protection for all
Strengthen tripartism and social dialogue

In support of its goals, the ILO offers unmatched expertise and knowledge about the world of
work, acquired over more than 90 years of responding to the needs of people everywhere for
decent work, livelihoods and dignity. It serves its tripartite constituents - and society as a whole in a variety of ways, including:
17

1. Formulation of international policies and programmes to promote basic human rights,

improve working and living conditions, and enhance employment opportunities
2. Creation of international labour standards backed by a unique system to supervise their
application
3. An extensive programme of international technical cooperation formulated and
implemented in an active partnership with constituents, to help countries put these
policies into practice in an effective manner
4. Training, education and research activities to help advance all of these efforts

2.3 Structure
Tripartite Constitution
The International Labour Organization (ILO) is the only tripartite U.N. agency with government,
employer, and worker representatives. This tripartite structure makes the ILO a unique forum in
which the governments and the social partners of the economy of its Member States can freely
and

openly

debate

and

elaborate

labour

standards

and

policies.

Member States Today the ILO comprises 185 Member States. In addition to the States which
were Members of the International Labour Organization on 1 November 1945, any original
member of the United Nations and any State admitted to membership of the United Nations by a
decision of the General Assembly may become a Member of the ILO by communicating to the
Director-General its formal acceptance of the obligations of the Constitution of the Organization.
The General Conference of the International Labour Organization may also admit Members to
the Organization by a vote of two-thirds of the delegates attending the session, including twothirds of the Government delegates present and voting.
1. Alphabetical list of member States
2. Rules for admission of new Member States

18

Workers' Organization
Free trade unions are democratic, self-organizing institutions of working people wishing to
advance their rights as workers and citizens. Despite the denial of the right to organize in many
countries the international trade union movement is the worlds largest and most representative
organization

based

on

voluntary

membership.

Trade unions are key civil society institutions in most democratic countries. In a rapidly
globalizing world the challenge of securing decent work, safe conditions of work, living wages,
basic social security, gender equality and fair income distribution call for better global
governance and universal application and enforcement of international labour standards.
Since its creation, trade unions have regarded the ILO as an essential institution for promoting
the protection of workers through global social dialogue and standard setting. As the main link
between the International Labour Office and workers, the Bureau for Workers' Activities
(ACTRAV) - a specialized unit within the ILO Secretariat- coordinates all the activities of the
Office related to workers and their organizations, both at headquarters and in the field.
The Mandate of the Bureau for Workers' Activities is to strengthen representative, independent
and democratic trade unions in all countries, to enable them to play their role effectively in
protecting workers' rights and interests and in providing effective services to their members at
national and international levels, and to promote the ratification and implementation of ILO
Conventions.
Employer Organization
Employers' Organizations are institutions set up to organize and advance the collective interests
of employers. They are crucial for shaping an environment conducive to competitive and
sustainable enterprises that can contribute to economic and social development, and by providing
services that improve and guide individual performance of enterprises.
19

Employers organizations are a critical component of any social dialogue process, which can help
to ensure that national social and economic objectives are properly and effectively formulated
and

enjoy

wide

support

among

the

business

community

which

they

represent.

As one of the three constituents of the ILO, employers' organizations have a special relationship
with the Organization. The ILO's Bureau for Employers' Organizations - a specialized unit within
the ILO Secretariat - is responsible for the nurturing and development of that relationship. Its
task is to maintain close and direct relations with employers' organizations in member States, to
make the ILO's resources available to them and to keep the ILO constantly aware of their views,
concerns and priorities. The Bureau also runs a Technical Cooperation Programme, which
provides assistance to employers' organizations in developing and transition countries.
ACT/EMP works in close cooperation with the International Organisation of Employers
(IOE) on the international labour and social policy issues the ILO deals with.
formulated and enjoy wide support among the business community which they represent.
As one of the three constituents of the ILO, employers' organizations have a special relationship
with the Organization. The ILO's Bureau for Employers' Organizations - a specialized unit within
the ILO Secretariat - is responsible for the nurturing and development of that relationship. Its
task is to maintain close and direct relations with employers' organizations in member States, to
make the ILO's resources available to them and to keep the ILO constantly aware of their views,
concerns and priorities.
The Bureau also runs a Technical Cooperation Programme, which provides assistance to
employers' organizations in developing and transition countries. ACT/EMP works in close
cooperation with the International Organisation of Employers (IOE) on the international labour
and social policy issues the ILO deals with.

International Labour Office

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,
20

which it prepares under the scrutiny of the Governing Body and under the leadership of
the Director-General.
The Office 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.

ILO Director- General

ILO Director-General Guy Ryder took office on 1 October 2012. Guy Ryder sees the ILO as
absolutely central to the questions of the day: jobs, social protection, the fight against poverty,
and equality. For this reason, he wants to reinforce the ILO's place at the centre of international
decision-making

on

issues

that

affect

the

world

of

work.

The Director-General wants the ILO to play a role in difficult global situations such as
economic crisis and on the national agendas of countries undergoing change, especially where
the world of work is at stake. To support these goals, Guy Ryder has started a process of internal
reform to strengthen the ILO's technical capacity and improve its policy analysis.

ILO Administrative Tribunal

The Administrative Tribunal of the International Labour Organisation is the heir of the
Administrative Tribunal of the League of Nations, which was competent from 1927 to 1946 to
hear complaints against the Secretariat of the League of Nations and against the International
Labour Office. Since 1947 the Tribunal has heard complaints from serving and former officials
of the International Labour Office and of the other international organizations that have
recognized its jurisdiction. It is currently open to approximately 46,000 international civil
servants who are serving or former officials of some sixty organizations. The Tribunal is
composed of seven judges, all of different nationalities, who are appointed for a renewable
period of three years. The Tribunal's case law comprises nearly 3,000 judgments, available in
English and in French

21

ILO Centres and Institutes

The ILO is a major resource centre for information, analysis and guidance on the world of work.
Research accompanies and reinforces all of the Organizations standard-setting and technical
cooperation activities and the ILO is universally regarded as an authoritative source of
knowledge on the world of work. Its institutes and Centres are specialized departments of the
Organization which provide specialized support for ILOs offices and constituents.
International Institute for Labour Studies

The ILO International Institute for Labour Studies in Geneva promotes policy research and
public discussion on emerging issues of concern to the ILO and its constituents labour,
business and government.
The organizing theme of the Institutes programmes is the notion of decent work. The
Institutes programmes seek to contribute to the development of the analytical and empirical
foundations of decent work and a broader understanding of the policy instruments necessary to
implement it in practice.
The institute provides:
o International research programmes and networks linking academics with business, labour
and government practitioners, to explore emerging policy issues of potential relevance for
the ILO and contribute to policy formulation
o Education programmes to assist trade unions employers organization and labour
administrations in developing their institutional capacities for research, analysis and
policy formulation in the economic and social fields.

The Institute's means of action include research, workshops and seminars, internship
programmes, a visiting scholar programme and publications. The Institute's programmes
draw upon the ILO's operational experience, its field structure and its unique global databases
on development policy and social legislation in over 170 countries.

22

International Training Centre of the ILO

As skilled human resources are central to the pursuit of decent work, in 1965, the ILO
established its training arm in Turin, Italy, to assist countries in their social and economic
development through training. Working in close partnership with regional and national training
institutions, the Centre contributes to disseminating the ILOs principles and policies, and to
strengthening the capacity of national institutions to implement relevant programmes, in line
with its strategic objectives.
It offers training/learning opportunities and related services to decision makers, managers,
practitioners and trainers from governments, workers organizations, employers organizations
and their partner institutions. It has partnerships with regional and national training institutions
and its services are available to the United Nations system as a whole, including ILO staff.
To date, over 90,000 women and men from 170 nations have benefited from its services since it
opened in 1965. The annual number of activities exceeds 300 standard courses, customized
learning events, comprehensive training projects, advisory services, and training material design
and production. Around half the activities take place on-campus and the rest in the field. Besides
group training, the Centre organizes, on request, learning programmes for individuals who are
placed in public and private institutions and organizations. Increasingly, it uses information
technology, including the Internet, to offer distance learning and tutoring services.

The Inter-American Centre for Knowledge Development in Vocational Training

(OIT/CINTERFOR)

The Inter-American Centre for Knowledge Development in Vocational Training (ILO/Cinterfor)

is a technical service of the ILO, with the mission of the development of a permanent learning
and horizontal cooperation community among the national organizations in charge of vocational
training. It works as the core of a system integrated by vocational training-related institutions and
organizations belonging to ILO Member States in the world.

23

2.4 How the ILO works:

Tripartism and social dialogue
Underlying the ILOs work is the importance of cooperation between governments and
employers and workers organizations in fostering social and economic progress.
The ILO aims to ensure that it serves the needs of working women and men by bringing together
governments, employers and workers to set labour standards develop policies and devise
programmes. The very structure of the ILO, where workers and employers together have an
equal voice with governments in its deliberations, shows social dialogue in action. It ensures that
the views of the social partners are closely reflected in ILO labour standards, policies and
programmes.The ILO encourages this tripartism within its constituents and member States by
promoting a social dialogue between trade unions and employers in formulating, and where
appropriate, implementing national policy on social, economic, and many other issues.
The ILO accomplishes its work through three main bodies (The International labour Conference,
the Governing body and the Office) which comprise governments', employers' and workers'
representatives.The work of the Governing Body and of the Office is aided by tripartite
committees covering major industries. It is also supported by committees of experts on such
matters as vocational training, management development, occupational safety and health,
industrial relations, workers education, and special problems of women and young workers.
Regional meetings of the ILO member States are held periodically to examine matters of special
interest to the regions concerned.

Governing Body
The Governing Body is the executive body of the International Labour Organization (the Office
is the secretariat of the Organization). 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,
and elects the Director-General.

24

It 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).
The other Government members are elected by the Conference every three years (the last
elections were held in June 2014). The Employer and Worker members are elected in their
individual capacity.

International Labour Conference

The broad policies of the ILO are set by the International Labour Conference, which meets once
a year in June, in Geneva, Switzerland. This annual Conference brings together governments',
workers' and employer's delegates of the ILO member States. Often called an international
parliament of labour, the Conference establishes and adopts international labour standards and is
a forum for discussion of key social and labour questions. It also adopts the Organization's
budget

and

elects

theGoverning

Body.

Each member State is represented by a delegation consisting of two government delegates, an

employer delegate, a worker delegate, and their respective advisers. Many of the government
representatives are cabinet ministers responsible for labour affairs in their own countries.
Employer and Worker delegates are nominated in agreement with the most representative
national

organizations

of

employers

and

workers.

Every delegate has the same rights, and all can express themselves freely and vote as they wish.
Worker and employer delegates may sometimes vote against their government's representatives
or against each other. This diversity of viewpoints, however, does not prevent decisions being
adopted by very large majorities or in some cases even unanimously. Heads of State and prime
ministers also take the floor at the Conference. International organizations, both governmental
and others, attend as observers.

25

Development Co-operation
With over 50 years of experience in development cooperation on all continents and at all stages
of development, the ILO today has a bigger portfolio than ever with 630 programmes and
projects in more than 100 countries with the support of 120 development partners.
Development cooperation builds bridges between the ILOs standard-setting role and women and
men everywhere. It is essential to give people decent work opportunities and an important means
of assisting our constituents workers, employers and governments in making the Decent
Work Agenda a reality. Simply put, development cooperation supports the technical,
organizational and institutional capacities of ILO constituents for them to put in place
meaningful

and

coherent

social

policy

and

ensure

sustainable

development.

Programmes and projects can be funded by the ILO's regular budget or by virtue of voluntary
contributions from development partners. Voluntary contributions complement the ILOs own
resources and, in the period 2008-2014, made up 42 per cent of overall ILO funds. Voluntary
contributions are allocated to ILO country and global outcomes and are usually managed through
extra-budgetary projects

ILO supervisory system/mechanism

International labour standards are backed by a supervisory system that is unique at the
international level and that helps to ensure that countries implement the conventions they ratify.
The ILO regularly examines the application of standards in member states and points out areas
where they could be better applied. If there are any problems in the application of standards, the
ILO

seeks

to

assist

countries

through

social

dialogue

and

technical

assistance.

The ILO has developed various means of supervising the application of Conventions and
Recommendations in law and practice following their adoption by the International Labour
Conference and their ratification by States.
There are two kinds of supervisory mechanism:
Regular system of supervision
26

Special procedures

. The regular system for supervising the application of standards

The regular system of supervision is based on the examination by two ILO bodies of reports on
the application in law and practice sent by member States and on observations in this regard sent
by workers organizations and employers organizations.
I.
II.

The Committee of Experts on the Application of Conventions and Recommendations

The International Labour Conferences Tripartite Committee on the Application of
Conventions and Recommendations

Relevant constitutional provisions:

Obligation to report on ratified Conventions (Article 22 of the ILO Constitution)
Each of the Members agrees to make an annual report to the International Labour Office on the
measures which it has taken to give effect to the provisions of Conventions to which it is a party.
These reports shall be made in such form and shall contain such particulars as the Governing
Body may request.
Obligation to report on unratified Conventions (Article 19 (5e) of the ILO Constitution)
If the Member does not obtain the consent of the authority or authorities within whose
competence the matter lies, no further obligation shall rest upon the Member except that it shall
report to the Director-General of the International Labour Office, at appropriate intervals as
requested by the Governing Body, the position of its law and practice in regard to the matters
dealt with in the Convention, showing the extent to which effect has been given, or is proposed
to be given, to any of the provisions of the Convention by legislation, administrative action,
collective agreement or otherwise and stating the difficulties which prevent or delay the
ratification of such Convention.
Obligation to report on Recommendations (Article 19 (6d) of the ILO Constitution)
Apart from bringing the Recommendation before the said competent authority or authorities, no
further obligation shall rest upon the Members, except that they shall report to the DirectorGeneral of the International Labour Office, at appropriate intervals as requested by the
27

Governing Body, the position of the law and practice in their country in regard to the matters
dealt with in the Recommendation, showing the extent to which effect has been given or is
proposed to be given, to the provisions of the Recommendation and such modifications of these
provisions as it has been found or may be found necessary to make in adopting or applying them.
Ratified Conventions, unratified Conventions and Recommendations (Article 23 of the ILO
Constitution)
A. The Director-General shall lay before the next meeting of the Conference a summary of the
information and reports communicated to him by Members in pursuance of articles 19 and 22.
B. Each Member shall communicate to the representative organizations copies of the
information and reports communicated to the Director-General in pursuance of articles 19 and
22.
Special procedures
Unlike the regular system of supervision, the three procedures listed below are based on the
submission of a representation or a complaint.
I. Procedure for representations on the application of ratified Conventions.
II. Procedure for complaints over the application of ratified Conventions.
III. Special procedure for complaints regarding freedom of association (Freedom of Association
Committee)
General Surveys
International labour standards are universal instruments adopted by the international community
and reflecting common values and principles on work-related issues. While member States can
choose whether or not to ratify any conventions, the ILO considers it important to keep track of
developments in all countries, whether or not they have ratified them.
Member States report at regular intervals on measures they have taken to give effect to any
provision of certain conventions or recommendations, and to indicate any obstacles which have
prevented or delayed the ratification of a particular convention. The Committee of Experts
publishes an in-depth annual General Survey on member States' national law and practice, on a
subject chosen by the Governing Body.
28

Technical assistance and training

The ILO also provides assistance drafting national legislation and help countries address
problems in legislation and practice in compliance with international labour standards.

2.5 The ILO and the multilateral system

The ILO and the G20
The ILO actively supports the G20 in its role as the premier forum for international economic
cooperation. At the request of the G20, we contribute data, analysis and policy recommendations
on labour, economic and social issues in order to strengthen the global economy.
G20: Facts and figures
The G20 jobs gap in 2013 was about 54 million and could continue to widen to reach
over 60 million in 2018 unless current growth trends improve markedly.

In over half of the G20, the share of long-term unemployed has increased as a share of
total unemployment, in some cases dramatically. These unemployed face daunting reemployment odds.

Wage growth has significantly lagged behind productivity growth in most G20
countries, while wage and income inequality either remains high or has widened.

Real wages have stagnated, or even fallen, for many in advanced G20 economies. In
emerging G20 economies, high levels of under-employment and informality are
constraining both current output and future productivity.

Working poverty has declined in many emerging G20 countries, most notably China.

Expenditure on active labour market programmes failed to keep pace with the rise in
unemployment in many countries following the start of the crisis.

The ILO and the UN

Decent work has become a global goal whose achievement needs a reformed and better
performing United Nations and a stronger multilateral system. The ILO works to contribute to a
more coherent United Nations (UN) system-wide approach to sustainable development, both in

29

terms of policies and through operational practices in UN reform processes and country
programmes.
1. The ILO and the Millennium Development Goals
2. The ILO and the Post 2015 development agenda
3. The ILO and the U.N. Reform
4. CEB Toolkit for Mainstreaming Employment and Decent Work.

2.6 Benefits of ILO:

A path to decent work
International labour standards are first and foremost about the development of people as human
beings. In the ILO's Declaration of Philadelphia of 1944, the international community recognized
that "labour is not a commodity". Indeed, labour is not like an apple or a television set, an
inanimate product that can be negotiated for the highest profit or the lowest price. Work is part of
everyone's daily life and is crucial to a person's dignity, well-being and development as a human
being. Economic development should include the creation of jobs and working conditions in
which people can work in freedom, safety and dignity. In short, economic development is not
undertaken for its own sake but to improve the lives of human beings; international labour
standards are there to ensure that it remains focused on improving human life and dignity.
An international legal framework for fair and stable globalization
Achieving the goal of decent work in the globalized economy requires action at the international
level. The world community is responding to this challenge in part by developing international
legal instruments on trade, finance, environment, human rights and labour. The ILO contributes
to this legal framework by elaborating and promoting international labour standards aimed at
making sure that economic growth and development go along with the creation of decent work.
The ILO's unique tripartite structure ensures that these standards are backed by governments,
employers, and workers alike. International labour standards therefore lay down the basic
minimum social standards agreed upon by all players in the global economy.
30

A level playing field

An international legal framework on social standards ensures a level playing field in the global
economy. It helps governments and employers to avoid the temptation of lowering labour
standards in the belief that this could give them a greater comparative advantage in international
trade. In the long run such practices do not benefit anyone. Lowering labour standards can
encourage the spread of low-wage, low-skill, and high-turnover industries and prevent a country
from developing more stable high-skilled employment, while at the same time making it more
difficult for trading partners to develop their economies upwards. Because international labour
standards are minimum standards adopted by governments and the social partners, it is in
everyone's interest to see these rules applied across the board, so that those who do not put them
into practice do not undermine the efforts of those who do.

A means of improving economic performance

International labour standards are sometimes perceived as entailing significant costs and thus
hindering economic development. A growing body of research indicates, however, that
compliance with international labour standards often accompanies improvements in productivity
and economic performance. Higher wage and working time standards and respect for equality
can translate into better and more satisfied workers and lower turnover of staff. Investment in
vocational training can result in a better-trained workforce and higher employment levels. Safety
standards can reduce costly accidents and health care fees. Employment protection can
encourage workers to take risks and to innovate. Social protection such as unemployment
schemes and active labour market policies can facilitate labour market flexibility; they make
economic liberalization and privatization sustainable and more acceptable to the public. Freedom
of association and collective bargaining can lead to better labour-management consultation and
cooperation, thereby reducing the number of costly labour conflicts and enhancing social
stability.
The beneficial effects of labour standards do not go unnoticed by foreign investors. Studies have
shown that in their criteria for choosing countries in which to invest, foreign investors rank
31

workforce quality and political and social stability above low labour costs. At the same time,
there is little evidence that countries which do not respect labour standards are more competitive
in the global economy.
A safety net in times of economic crisis
Even fast-growing economies with high-skilled workers can experience unforeseen economic
downturns. The Asian financial crisis of 1997 showed how decades of economic growth could be
undone by dramatic currency devaluations and falling market prices. Unemployment doubled in
many of the countries affected. The disastrous effects of the crisis on workers were compounded
by the fact that in many of these countries social protection systems (notably unemployment and
health insurance), active labour market policies and social dialogue were seriously wanting. After
examining the social impact of the crisis, an ILO study concluded that strengthening social
dialogue, freedom of association, and social protection systems in the region would provide
better safeguards against such economic downturns.
A strategy for reducing poverty
Economic development has always depended on the acceptance of rules. Legislation and
functioning legal institutions ensure property rights, the enforcement of contracts, respect for
procedure, and protection from crime - all legal elements of good governance without which no
economy can operate. A market governed by a fair set of rules and institutions is more efficient
and brings benefit to everyone.
The labour market is no different. Fair labour practices set out in international labour standards
and applied through a national legal system ensure an efficient and stable labour market for
workers and employers alike.
Of course, in many developing and transition economies a large part of the workforce is active in
the informal economy. Moreover, such countries often lack the capacity to provide effective
social justice. Yet international labour standards can be effective tools in these situations as well.
Most standards apply to all workers, not just those working under formal work arrangements;
some standards, such as those dealing with homeworkers, migrant and rural workers, and
indigenous and tribal peoples, actually deal specifically with areas of the informal economy. The
extension of freedom of association, social protection, occupational safety and health, vocational
training, and other measures required by international labour standards have proved to be
effective strategies in reducing poverty and bringing workers into the formal economy.
32

Furthermore, international labour standards call for the creation of institutions and mechanisms
which can enforce labour rights. In combination with a set of defined rights and rules,
functioning legal institutions can help formalize the economy and create a climate of trust and
order which is essential for economic growth and development.
The sum of international experience and knowledge
International labour standards are the result of discussions among governments, employers and
workers, in consultation with experts from around the world. They represent the international
consensus on how a particular labour problem could be tackled at the global level and reflect
knowledge and experience from all corners of the world. Governments, employers' and workers'
organizations, international institutions, multinational companies and non-governmental
organizations can benefit from this knowledge by incorporating the standards in their policies,
operational objectives and day-to-day action. The standards' legal character allows them to be
used in the legal system and administration at the national level, and as part of the corpus of
international law which can bring about greater integration of the international community.

2.7 Role of ILO

1. The basic aims of the ILO are to improve working conditions around the world and Create the
conditions for full and freely chosen employment. Since taking office as Director-General in
March 1999, Juan Somava has used the term "Decent Work" to describe these goals. The ILO
aims to further its objectives by elaborating and promoting international Conventions which set
out minimum standards for working conditions and employment. The ILO also provides
technical assistance to its constituents with a view to promoting the principles contained in these
standards.
2. Of the ILO's 183 Conventions, 8 have been identified as particularly important and thus
declared 'core' Conventions. These Conventions deal with freedom of association and collective
bargaining; non-discrimination; and the prohibition of forced labour and child labour. Enshrined
in the ILO's 1998 'Declaration on Fundamental Principles and Rights at Work', these
Conventions are increasingly being recognised in the international community as basic human
rights at work. The Commission has repeatedly stated its strong support for the promotion of the
1998 Declaration.

33

3. In November 2000, the ILO for the first time in its history imposed potentially more farreaching measures against one of its Member States Burma/Myanmar, for its persistent
violation of the ILO's Forced Labour Convention. Specifically, the ILO took the unprecedented
step of asking both its Members and other international organisations to re-examine their
relations with Burma. The issue will be considered again at the June 2001 ILO annual
Conference. The Commission's own reply to Mr Somava on this matter recalled the measures
taken by the EU with regard to Burma, while also noting that the Commission was ready to
propose further measures (including on trade and investment) to Council if the situation did not
improve.

2.8 ILO approach

Rather than providing short-term solutions to development challenges, which often fail to
address root causes, the ILO takes a sustainable approach to economic and social development.
Underpinned by a rights-based agenda, the ILO has a unique advantage in its access to the
workplace, workers and business. This makes ILO ideally positioned to:
1. empower countries, improve their skills and know-how, better protect incomes and
provide social security schemes
2. formulate policies aimed at increasing productivity, improving access to jobs and
reducing vulnerability
3. Eliminate human rights abuses resulting from exploitative forms of employment,
including child labour and forced labour.
ILO actions in these areas have had an impact on millions of people in the workplace and in
communities around the world. Through projects funded by development partners, the ILO has
helped free tens of thousands of forced labourers and children trapped in child labour, and over 1
million workers have received technical assistance on how to address HIV/AIDS in the
workplace. Jobs have been created through enterprise development, labour laws have been
revised to provide better protection for workers while maintaining competitiveness, and
institutions have been established to facilitate dialogue between governments, employers and
workers and to avoid costly labour disputes.

34

35

CHAPTER III
MAJOR PROGRAMMES AND ACTIVITIES OF ILO

Activities of ILO:
I. Prohibition, prevention and elimination of child labour on the street

Example 1) Legislative prohibition: Including street-based occupations and tasks in the

determination of hazardous child labour lists.
By ratifying ILO Conventions Nos. 138 and 182, Member States made a commitment to
prohibit the engagement of children under 18 years of age in hazardous work (likely to
harm/jeopardize health, safety and morals of the child) and to establish a relevant list in
the form of enforceable legislation (e.g. ministerial ordinances or regulations etc.). This
list, commonly called the hazardous child labour list (HCL list), must be made after a
tripartite consultation involving government, workers and employers representatives. It
is important to consider street-based activities when determining the HCL list, since they
may not be seen as occupational safety and health issues. Some examples of specific
prohibitions follow.

Sri Lanka has explicitly prohibited

any type of work involving the collection or disposal of garbage or sewage or the
scavenging of garbage and any type of work between 8pm and 6am 1

Similarly, Nepal prohibits the collection and processing of garbage. 2

Example 2) Formal and non-formal education, and shelters (Moscow)
A study on working street children in Moscow concludes that education can be an important
factor in countering child labour and the street children phenomenon. Nevertheless, some forms

1 Sri Lanka, Hazardous Occupations Regulations No. 1 of 2010.

2 Nepal, Child Labour (Prohibition and Regulation) Act No. 14 of 2000.
36

of education, such as home education or overcrowded public educational establishments, can

also add to the likelihood of children ending up on the streets.
The study confirms that shelters can be an effective model for assisting street children. Shelters
in Moscow are created by the authorities, churches and NGOs.
According to the IPEC survey, the working street children phenomenon cannot be resolved
easily. Children develop street-smart skills and not every child is prepared to leave street work
for a different, more decent alternative. Thus, the study concludes that preventive measures
would be needed in order to prevent children from becoming working street children in the first
place.
Example 3) Comprehensive rehabilitation model of working street girls (St. Petersburg)
The action programme was designed to develop a rehabilitation model and apply it to 100 girls
on the street and/or at risk of sexual exploitation, aged 12-17, who are affected by lack of
education, continuous family crisis, and isolation. The girls were withdrawn from the streets and
provided with creativity development and training, with special emphasis given to family
counselling and rehabilitation. Simultaneously, policy-makers, city authorities, the police and the
public at large were sensitized to the issue of child labour, and more specifically to the special
situation of the girl child. Risks related to this specific group were also covered.
Example 4) Mobile schools: facilitating the transition from street to school (Romania)
In parallel with an IPEC action programme, the Mobile Schools Project was implemented from
April 2005 to December 2006. The mobile school is an educational instrument designed for
street children, who are at high risk of being economically exploited.
The methods and techniques used for activities to promote and encourage respect for childrens
rights include interactive role playing, socializing games, brainstorming, lectures and debates,
which all aimed at stimulating childrens active participation and ensure childrens right to
education. The main advantages of the project were its ability to reach isolated communities
where children are working instead of going to school, and its ability to help shape the skills and
abilities that support the childs school and social integration.

Areas of work:
Most of the countries in the South Asia sub-region have a large portion of labour force in the
informal economy with no coverage of labour laws or access to basic social protection. The
37

Decent Work Country Programme (DWCP) for India, Pakistan and Sri Lanka have been adopted
through a process of tripartite consultation as a mechanism to provide technical advisory services
by the ILO to the constituents. They have identified employment, including skills development;
social protection covering occupational safety and health, working conditions, gender equality
and extension of social security to informal economy as priority areas.
The Decent Work Technical Support Team in New Delhi with the team of Specialists is working
very closely with the ILO Offices in the sub-region on policy issues, action oriented research,
demonstration of pilot initiatives through a process of tripartism.
Besides, a number of countries in the sub-region are vulnerable to natural disasters like
earthquakes (India, Pakistan, and Nepal), tsunami (India and Sri Lanka), floods (India, and
Bangladesh) and droughts. Further, some of the countries (Afghanistan, Nepal and Sri Lanka) are
currently in post-conflict recovery and rehabilitation. The ILO has been actively involved with
all stakeholders on recovery and livelihood issues.

International Labour Conference

The broad policies of the ILO are set by the International Labour Conference, which meets once
a year in June, in Geneva, Switzerland. This annual Conference brings together governments',
workers'

and

employer's

delegates

of

the

ILO

member

States.

Often called an international parliament of labour, the Conference establishes and adopts
international labour standards and is a forum for discussion of key social and labour questions. It
also

adopts

the

Organization's

budget

and

elects

the

Governing

Body.

Each member State is represented by a delegation consisting of two government delegates, an

employer delegate, a worker delegate, and their respective advisers. Many of the government
representatives are cabinet ministers responsible for labour affairs in their own countries.

38

Employer and Worker delegates are nominated in agreement with the most representative
national organizations of employers and workers.
Every delegate has the same rights, and all can express themselves freely and vote as they wish.
Worker and employer delegates may sometimes vote against their government's representatives
or against each other. This diversity of viewpoints, however, does not prevent decisions being
adopted by very large majorities or in some cases even unanimously.

103rd Session of the International Labour Conference

28 May - 12 June 2014
World parliament of labour offers hope to millions of victims of forced labour, discusses
migration, ways out of informality and overcoming mass unemployment.

RECOMMENDATION ON SUPPLEMENTARY MEASURES FOR THE

EFFECTIVE SUPPRESSION OF FORCED LABOUR
The General Conference of the International Labour Organization, Having been convened at
Geneva by the Governing Body of the International Labour Office, and having met in its 103rd
Session on 28 May 2014, and Having adopted the Protocol of 2014 to the Forced Labour
Convention, 1930, hereinafter referred to as the Protocol, and Having decided upon the
adoption of certain proposals to address gaps in implementation of the Forced Labour
Convention, 1930 (No. 29), hereinafter referred to as the Convention, and reaffirmed that
measures of prevention, protection, and remedies, such as compensation and rehabilitation, are
necessary to achieve the effective and sustained suppression of forced or compulsory labour,
pursuant to the fourth item on the agenda of the session, and Having determined that these
proposals shall take the form of a Recommendation supplementing the Convention and the
Protocol; adopts this eleventh day of June of the year two thousand and fourteen the following
Recommendation, which may be cited as the Forced Labour (Supplementary Measures)
Recommendation, 2014.
1. Members should establish or strengthen, as necessary, in consultation with employers and
workers organizations as well as other groups concerned:
39

(a) National policies and plans of action with time-bound measures using a gender- and childsensitive approach to achieve the effective and sustained suppression of forced or compulsory
labour in all its forms through prevention, protection and access to remedies, such as
compensation of victims, and the sanctioning of perpetrators; and
(b) Competent authorities such as the labour inspectorates, the judiciary and national bodies or
other institutional mechanisms that are concerned with forced or compulsory labour, to ensure
the development, coordination, implementation, monitoring and evaluation of the

national

policies and plans of action.

2. (a)Members should regularly collect, analyse and make available, reliable, unbiased and
detailed information and statistical data, disaggregated by relevant characteristics such as sex,
age and nationality, on the nature and extent of forced or compulsory labour which would allow
an assessment of progress made.
(b)The right to privacy with regard to personal data should be respected.

PREVENTION
3. Members should take preventive measures that include:
(a) Respecting, promoting and realizing fundamental principles and rights at work;
(b) The promotion of freedom of association and collective bargaining to enable at-risk workers
to join workers organizations;

40

(c) Programmes to combat the discrimination that heightens vulnerability to forced or

compulsory labour;
(d) Initiatives to address child labour and promote educational opportunities for children, both
boys and girls, as a safeguard against children becoming victims of forced or compulsory labour;
and
(e) Taking steps to realize the objectives of the Protocol and the Convention.
4. Taking into account their national circumstances, Members should take the most effective
preventive measures, such as:
(a) Addressing the root causes of workers vulnerability to forced or compulsory labour;
(b) targeted awareness-raising campaigns, especially for those who are most at risk of becoming
victims of forced or compulsory labour, to inform them, inter alia, about how to protect
themselves against fraudulent or abusive recruitment and employment practices, their rights and
responsibilities at work, and how to gain access to assistance in case of need;
(c) Targeted awareness-raising campaigns regarding sanctions for violating the prohibition on
forced or compulsory labour;
(d) Skills training programmes for at-risk population groups to increase their employability and
income-earning opportunities and capacity;
(e) Steps to ensure that national laws and regulations concerning the employment relationship
cover all sectors of the economy and that they are effectively enforced. The relevant information
on the terms and conditions of employment should be specified in an appropriate, verifiable and
easily understandable manner, and preferably through written contracts in accordance with
national laws, regulations or collective agreements;

41

(f) basic social security guarantees forming part of the national social protection floor, as
provided for in the Social Protection Floors Recommendation, 2012 (No. 202), in order to reduce
vulnerability to forced or compulsory labour;
(g) Orientation and information for migrants, before departure and upon arrival, in order for them
to be better prepared to work and live abroad and to create awareness and better understanding
about trafficking for forced labour situations;

42

CHAPTER IV
INTERNATIONAL LABOUR STANDARDS
International labour standards(ILSs) refer to conventions agreed upon by international actors,
resulting from a series of value judgments, set forth to protect basic worker rights, enhance
workers job security, and improve their terms of employment on a global scale. The intent of
such standards, then, is to establish a worldwide minimum level of protection from inhumane
labour practices through the adoption and implementation of said measures. From a theoretical
standpoint, it has been maintained, on ethical grounds, that there are certain basic human rights
that are universal to humankind. Thus, it is the aim of international labour standards to ensure the
provision of such rights in the workplace, such as against workplace aggression, bullying,
discrimination and gender inequality on the other hands for working diversity, workplace
democracy and empowerment.
ILS is legal instruments, drawn up by the constituents (governments, employers and workers) of
the International Labour Organization (ILO), that set out basic principles and rights at work.
They are either Convention, which are legally-binding international treaties that may be ratified
by ILO member states, or Recommendations, which serve as non-binding guidelines. In many
cases, a Convention lays down the basic principles to be implemented by ratifying countries,
whilst a related Recommendation supplements the Convention by providing more detailed
guidelines on how it could be applied. Recommendations can also be autonomous, i.e. not linked
to any Convention.
Conventions and Recommendations are adopted at the International Labour Conference. Once an
International Labour Standard is adopted, member states are required to submit it to their
competent authority (normally the parliament) for consideration. In the case of Conventions, this
means consideration for ratification. Ratifying countries commit to applying the Convention in
national law and practice and to reporting on its application at regular intervals. In addition,
representation and complaint procedures can be initiated against countries for violations of a
Convention they have ratified.
43

The ILOs Governing Body has identified eight Conventions as fundamental, covering subjects
that are considered as fundamental principles and rights at work: freedom of association and
collective bargaining; the elimination of forced or compulsory labour; the abolition of child
labour; and the elimination of discrimination in employment and occupation. The principles of
these Conventions are also covered in the ILOs Declaration on Fundamental Principles and
Rights at Work (1998). In 1995, the ILO launched a campaign to achieve universal ratification of
these fundamental Conventions. Areas covered by other ILS include: OSH; labour
administration; employment policy; working time; wages, social security, migrant workers and
special categories of workers.

Why are ILSs relevant for business?

ILSs are addressed to Governments. Nevertheless, they are also relevant to business in the
following ways:

Business is affected by ILS through national legislation. When a country ratifies a

Convention, this instrument sets the framework for national law and practice on a certain
subject. If existing national law or practice does not comply with the Convention, new
labour laws, amendments of existing laws or new implementation directives may result.
As a consequence, business may be required to change its labour practices, which can
involve significant administrative measures and costs.

Even if ILS are not taken up by national law, the contents of collective agreements may
be inspired by them;

ILS can be a relevant source of practical guidance for business in areas not covered by
national law or collective agreements. Many companies operating internationally have
considered ILS, or the 1998 ILO Declaration, in developing their codes of conduct or
other CSR initiatives. Global initiatives for voluntary business engagement, such as the
UN Global Compact, draw on these sources in their labour principles and the Global
Compact business stakeholders engage to work towards their realization in their business
strategies and day-to-day operations. International Framework Agreements (IFAs)
44

negotiated between Global Union Federations (GUFs) and multinational enterprises

usually make specific references to the ILOs fundamental Conventions.
Convention No. 86:
In 1998, the 86th International Labour Conference adopted the Declaration on
Fundamental Principles and Rights at Work. This declaration contains four fundamental
policies:
a)
b)
c)
d)

The right of workers to associate freely and bargain collectively;

The end of forced and compulsory labour;
The end of child labour; and
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.

Convention No. 87 deals with various aspects of freedom of association and

protection of the right to organize.
Convention No. 87 is one of the eight fundamental International Labour Conventions
(the Fundamental Conventions). It sets out the general freedom of association and right
to organize in the specific context of the world of work. In doing so, the Convention
gives equal rights and protection to employers, workers and their respective
organizations.
Convention No. 87 is of utmost importance to employers as an institutional guarantee for
the autonomy and independence of employers organizations, and thus for the promotion
and defence of employers` needs and interests.
Convention No. 87 provides an institutional guarantee for the freedom of association,
including the employers freedom of association. It is therefore of utmost importance for
the setting up and operation of free and independent employers organizations.

45

Nevertheless, employers have expressed important concerns regarding certain

interpretations of the Convention made by the CEACR, in particular as regards a right to
strike.

Convention No. 131 requires ratifying countries to establish and enforce a system of
minimum wages which covers appropriate groups of workers.
The Convention is in furtherance of other ILO minimum wage-fixing Conventions, the
Minimum Wage-Fixing Machinery Convention, 1928, the Equal Remuneration
Convention, 1951 as well as Minimum Wage-Fixing Machinery (Agriculture)
Convention, 1951, although it is not intended to revise or replace these earlier
Conventions.
Convention No. 131 requires States to set and enforce minimum wages, taking into
account the needs of workers and economic factors. Despite its noble goal of ensuring a
decent living income for wage-earners, the Convention acts as an obstacle to the
important exercise of bargaining between employers and employees. Employers and
workers are in the best position to determine the appropriate level of remuneration for the
services provided by the worker. Given the diversity among different undertakings,
industries and geographical areas within a State, the government authorities are unlikely
to have enough information to make appropriate determinations with regard to wages.
Minimum wage levels have a direct and indirect impact on economic development,
productivity and levels of employment. Wage levels which are too high result in
increased production costs and may decreased competitiveness, which often leads to lost
jobs and fewer available employment opportunities. When unemployment rises, the
workers most affect are often those who are the most vulnerable including youth, women
and disabled persons the very groups that minimum wages are expected to protect.

46

Minimum wages may not be appropriate for particular groups of workers. Employers
organizations should identify these groups and provide to States their reasons for
exclusion from the minimum wage.
Some of these groups may include:
I.
II.
III.

Workers who are paid at a piece rate or those who work on commission.
Agricultural workers, domestic workers and home workers.
Occupations wherein the workers are highly-skilled or highly-educated, as such

IV.

workers have the power to negotiate wage levels that they feel are suitable.
Groups of workers in industries that are struggling or are in industries that the

V.

State has identified as being of certain importance or requiring assistance.

Groups of workers for whom employment should be promoted including older

VI.

workers, youth and disabled persons.

Persons working in non-profit-making institutions such as religious, charity or

VII.

political institutions.
Babysitters, companions for older persons or the sick and students undergoing
training.

List of Conventions:
From the 190 Conventions in total, there are 8 fundamental Conventions, binding on every
member regardless of ratification, and a further 71 Conventions that are up to date and in force.
The subjects covered by the Conventions concern, first and in the most numerous group,
individual rights at work, mainly on safety, wage standards, working time, or social security, and
the rights to not be forced to work or work during childhood. Second are collective labour rights
to participation in the workplace, particularly to join a trade union, collectively bargain and take
strike action, as well as direct representation within the management of organizations. Third,
there are a series of rights to equal treatment, that are referential to the terms and conditions of
people in comparable situations, with special protections for indigenous communities and
migrants. Fourth, a set of Conventions promote job security, through standards for dismissals,
protection upon an employer's insolvency, regulation of employment agencies and requirements
upon member states to promote full and fulfilling employment. Fifth, there are 6 Conventions
which require administrative apparatus by governments to enforce and promote labour standards,
47

such as through inspections, collecting statistics, developing training and consulting with unions
and employers before passing legislation. Seafarers are the subject of 12 specific Conventions
because of the frequently international nature of their work, and a further 6 Conventions relate to
conditions in the fishing, plantation, hotels, nursing, home and domestic work, where employees
may be particularly vulnerable.

48

49

50

51

52

53

CHAPTER V
ILO AND INDIA

5.1 Present status of Labour in India

India ratified the ILOs Convention on Indigenous and Tribal Populations, 1957 (No.107) in 1958. India
has the largest indigenous and tribal population in Asia (over 80 million), comprised of over 500 distinct
communities (the size of which varies from less than 50, to 7 million), speaking a plethora of different
languages. As a legally recognised social group, they are referred to as Scheduled Tribes (STs) and as
such are accorded special status in the Indian Constitution on account of their deprivation and centuries of
exclusion. While the government of India avoids the terminology indigenous to refer to these
communities, they are popularly known as adivasis (meaning original inhabitants).
Scheduled tribes are found across the country, but are mainly concentrated in the north-central belt of
India (often known as the tribal belt), which covers Jharkhand, Chhattisgarh, north-western part of Bengal
and North Orissa. Some states and Union Territories - such as the North-Eastern states are
predominately inhabited by adivasis. Along with being geographically and socially isolated, the adivasis
have historically been politically underrepresented and the regions they inhabit economically
underdeveloped. Scheduled tribe status under the Indian constitution means that seats are reserved for
adivasis in political fora such as the Parliament, along with job reservations in the civil service and
educational institutions. Policy for Scheduled Tribes is administered by the Ministry of Tribal Affairs
(MOTA).

54

However, despite over 50 years of targeted interventions the socio-economic development of most
adivasis has not seen a significant improvement. Legislative and policy initiatives such as the Fifth and
Sixth schedules, Pachanyat Extension to Scheduled Areas Act (PESA), draft National Policy on Tribals
and the Scheduled Tribes (Recognition of Forest Rights) Bill, reflect an important shift towards more
rights-based approaches to tribal development.
In India, PRO 169 has been working, among other things on:

Awareness raising on ILO standards on Indigenous and Tribal Peoples, among government,
donors and civil society.

Dialogue with government on ILO Convention

Technical support on policy development (as and when requested)

Mainstreaming socially excluded groups into ongoing ILO projects

Training and capacity building of representative indigenous and tribal organizations

5.2 ILO and India Decent Work Country Programme 2013-17

Over the last two decades, the Indian economy has accelerated, reaching an average growth rate of 8 per
cent during the 11th Five Year Plan period (2007-2012). The country showed resilience during the global
financial crisis of 2008-2009 and managed to experience strong growth in 2010. During this era, poverty
in India has fallen at a faster rate in comparison with earlier periods. In line with its growing socioeconomic status, India emerged as an important leader in regional and global initiatives, including the
G20, and strengthened its knowledge sharing with other emerging economies such as South Africa and
Brazil.

55

Table 6.1: Key indicators of Indian Labour Standard

As the economy has decelerated rapidly over 2012-13, the urgency in addressing employment as a central
policy objective will increase. The non-negligible likelihood of further deterioration over 2013-14 means
that jobs will be threatened. On the policy front, though many achievements have been made, bottlenecks
have emerged in the implementation of policies and delivery of programmes. In certain areas,
fragmentation and coordination of initiatives have become a challenge for policy-makers.

Labour market trends and challenges of improving the quality of employment

Moving from the macroeconomic situation reveals the greatest challenge: translating growth into the
creation of more decent jobs. This task became most evident during the latter half of the last decade: from
2004-5 to 2009-10, total employment in India increased from just 457.9 million to 459.0 million (usual
status (principal + subsidiary status), all ages). While this has been referred to as an episode of jobless
growth, transitions were, in fact, taking place: employment in construction went up by 18.1 million,
while the number of workers in the agriculture sector dropped by around 14 million. The more recent 68th
round of the NSS Employment and Unemployment Survey, however, indicates a return to stronger
employment growth: the total workforce in the country increased by almost 14 million from 2009-10 to
2011-12 (reaching 472.9 million).
Over the longer term, a fundamental issue is the speed and nature of structural transformation in India. In
this respect, around half of all workers continue to be engaged in agriculture while around just 11 per cent
56

are in manufacturing. At the same time, productivity needs to be enhanced in agriculture, along with
creating more non-farm employment opportunities in rural areas.
Improving employability through skills development
While India can potentially take advantage of this demographic dividend, many young people,
especially women, struggle to acquire the right skills demanded by employers to successfully navigate the
transition from school to work. Moreover, with the dependency ratio expected to rise from 2025, India
faces a pressing challenge to increase education and skill levels among its population to take advantage of
this unique moment in its history.
Promoting sustainable enterprises for inclusive growth
The 12th Plan clearly recognizes the role of industry and enterprises of all sizes as key drivers of
inclusive growth and job creation, while recognizing the need to further improve the business
environment for enterprises to overcome a range of constraints. The Plan calls for a rethinking of the role
of human resources and indicates that, although refurbishing of Indias labour laws is necessary, the
improvement of industrial relations and collaboration between employees and management, which goes
beyond merely deregulation, is also necessary.
Environment
Environmental challenges increasingly require labour markets and enterprises to react and adjust.
However, the larger goal of environmentally sustainable economies can only be attained with the active
contribution of the world of work and integrated approaches which turn the drive towards environmental
sustainability into a significant avenue for development with more and better jobs, social inclusion and
poverty reduction. Positive outcomes require country-specific approaches that address challenges
identified by integrating environmental, social and decent work elements and ensuring a smooth and just
transition to sustainable economies. An important initiative in India has been the development of a
National Action Plan on Climate Change, with eight National Missions to carry the Plan forward.

Promoting gender equality

There have been significant improvements in womens education, which is increasingly reflected in their
participation in different spheres of the world of work. However, entrenched cultural and social norms
that discriminate against women, weak implementation of legislations to promote gender equality in the
57

world of work, a dearth of supportive public infrastructure, and gender-based violence, including sexual
harassment at the workplace, prevent a large number of women from enjoying equal rights and equal
opportunities in life and at work. Womens labour force participation rate is significantly lower than
mens, and women are predominantly found in low-skill, low-pay jobs, i.e., domestic work.
Implementation of child labour related policies and legislation
As indicated in the 12th Plan, the active participation of both boys and girls in the labour market is falling
with the decline being commensurate with significant increases in school enrolments. The Plan also
mentions that the Child Labour (Prohibition and Regulation) Act 1986 will need to be amended in line
with the Right to Education Act 2009 as it makes a distinction between hazardous and non-hazardous
categories of work for children under 14 years. It further emphasizes the need for transition measures and
support for families, enhanced opportunities for skills development, vocational training, and rehabilitation
of children.
Protecting the rights of migrant workers
Inter-state and international migration in India is mostly influenced by social structures and patterns of
economic development. The 12th Plan recognizes migrant workers as a vulnerable group, along with
child labour and bonded labour, and lays emphasis for their social inclusion. While legislative
frameworks exist, the Government, in technical partnership with the ILO, is focusing on strengthening
inter-state coordination mechanisms between origin and destination states to promote rights of migrant
workers. This has provided concrete examples to reduce vulnerabilities and protect the rights of migrant
workers, with several states in India ready to implement such approaches.

Occupational safety and health

Comprehensive safety and health statutes for regulating occupational safety and health (OSH) at
workplaces exist in India for four sectors: mining, factories, ports and construction.
The adoption of National Policies on Safety, Health and Environment at the Workplace; HIV/AIDS in the
World of Work and on-going work in amending the Factories Act, 1948, in line with international labour
standards, are major steps of the Government of India towards improving the safety, health and working
conditions.

58

1.1. Alignment of the DWCP 2013-17 with the 12 th Five-Year Plan and key policies of the
Government of India
Indias 12th Five Year Plan (2012-2017) is structured around two key policy challenges: 1) accelerating
and sustaining economic growth; and 2) promoting greater inclusion to ensure that more people benefit
from the expansion in economic activity and increase in incomes.
These areas reflect major pillars of ILOs mandate and are represented in some of the main priorities of
the next DWCP (2013-2017). The priorities of DWCP 2013-17 are aligned with a number of important
priority areas of the 12th Plan and key policies and schemes.
12 Plan (chapter)
Employment

and

Selected

key

policies

and DWCP priority areas

flagship schemes
job Mahatma Gandhi National Rural

Employment

creation, including the Employment Guarantee Act

challenge of generating (MGNREGA); National
opportunities for women Manufacturing Policy; National
and youth, infrastructure

and

development

Missions, Pradhan Mantri Gram

Enterprise

state-level

Livelihoods

Sadak Yojana (PMGSY)

development MSME Act

Entrepreneurship

and promoting
productivity
Skills development

National

Policy

on

Skill Skills development

Development
Social protection and the Rashtriya Swasthya Bima Yojana
flagship government

(RSBY); Mahatma Gandhi

programmes

National Rural Employment

Social protection

Guarantee Act (MGNREGA);

National Child Labour Project
(NCLP)
Table 6.2: Alignment between 12th Five-Year Plan, policies and DWCP priority areas
Priority areas of the constituents
During the tripartite workshop for the independent evaluation and other discussions, constituents
highlighted key priority areas for the DWCP 2013-17 in the table below.

59

The action plan of the Fundamental Principles and Rights at Work, adopted at the International Labour
Conference 2012, was agreed upon as a common priority by all the partners. The ratification of the ILO
Core Conventions on Child Labour (C. 138 and C.182) and technical support for early ratification of C.
87 and C. 98 were also emphasized. Promotion of a national social protection floor, skills development,
decent employment, enterprise development, youth employment and the formalization of the informal
economy were considered as common priorities. The need for focussed attention on occupational safety &
health, labour administration, industrial relations, employment relationships, equality and enforcement
mechanisms was suggested. Enhanced efforts on knowledge management for better national and regional
cooperation, including South-South Cooperation, were highlighted.
Labour Standards and FPRW

Employment Promotion

Ratification of all Core Conventions

Further promotion and application of FPRW

Reduction of decent work deficits of unorganised workers

and enterprises
Skills development

Entrepreneurship development

Sustainable enterprise development, productivity and

competitiveness -

Social Protection and OSH

Social Dialogue

Youth employment

Womens participation in the labour force

Green Jobs
Social protection floor

Increased focus on OSH

Strengthened national and state level initiatives to cover

unorganised workers - Enhanced labour inspection

Strengthened national and state level machinery
-

Employment relationships

Industrial relations

Labour law reforms

Support system for unorganised workers - Trade union

registration
-

Cross-Cutting

Strengthening employers organizations

Improved implementation at national and state levels

Gender equality
Table 6.3: Overview of Priorities of Tripartite Constituents
-

60

ILO conventions, with focus on core conventions (ratified)

The constituents have been making serious efforts towards ratification of ILO conventions, especially
core conventions, since the last DWCP. The ILO will provide technical support to the constituents in
their efforts towards ratification of the remaining core conventions. The ILO will also support
promotional and advocacy efforts for ratification of other Conventions which India might consider
ratifying, i.e., Occupational Safety and Health Convention (C.155), Work in Fishing Convention, 2007
(C.188), Private Employment Agencies Convention 1997 (C. 181), Maritime Labour Convention 2006
(C.174). The ILO will also provide technical support to the constituents to review and modify existing
legal and policy frameworks, where required, to ensure consistency with ILS.
Indicators:
1

Number

Outputs:
of

national

Technical support for ratification of ILO

legislation/documents reviewed/modified in

conventions

line with ILO conventions

Awareness campaigns supported

Enhanced knowledge base on ILO

Number of ILO conventions ratified

during the DWCP period

conventions
Table 5.4: ILO Conventions, with focus on core conventions (ratified)

61

Chapter VI
Conclusion
The International Labour Organization (ILO) is the United Nations agency devoted to advancing
opportunities for women and men to obtain decent and productive work in conditions of freedom, equity,
security and human dignity. Its main aims are to promote rights at work, encourage decent employment
opportunities, enhance social protection and strengthen dialogue in handling work-related issues.
ILO coordinates the preparation of a flagship Global Social Protection Floor Reports that will serve as an
advocacy tool and as general guidance on global and regional policies and strategies to support the
implementation of the social protection floor in developing countries and address poverty issues in
developed countries. ILO encourage international dialogue among key actors and stakeholders on
appropriate policy issues.
The ILO conventions relating to the working environment have set the standards for legislation and
practices in many countries. The essential ILO conventions are regarding Freedom of Association and
Protection of the Right to Organise, application of the Principles of the Right to Organise and to Bargain
Collectively, Equal Remuneration for Men and Women Workers for Work of Equal Value, Discrimination
in Respect of Employment and Occupation, Employment Policy (fighting unemployment) and Minimum
Age for Admission to Employment. The conventions are binding on the countries which have ratified
them.
Over the last two decades, the Indian economy has accelerated, reaching an average growth rate of 8 per
cent during the 11th Five Year Plan period (2007-2012). The country showed resilience during the global
financial crisis of 2008-2009 and managed to experience strong growth in 2010. During this era, poverty
in India has fallen at a faster rate in comparison with earlier periods. In line with its growing socioeconomic status, India emerged as an important leader in regional and global initiatives, including the
G20, and strengthened its knowledge sharing with other emerging economies such as South Africa and
Brazil.
ILO is continually carrying out its activities to raise the labour standards globally. In India, it is focusing
in improving employability through skills development, promoting sustainable enterprises for inclusive
growth, promoting gender equality, implementing child labour related policies and legislation, protecting
the rights of migrant workers and occupational safety and health.

62

REFERENCES
Webography:

http://www.ilo.org
http://www.ilo.org/global/about-the-ilo/history/lang--en/index.htm
http://en.wikipedia.org/wiki/List_of_International_Labour_Organization_Conventions
http://www.ilo.org/wcmsp5/groups/public/---ed_norm/---relconf/documents/
meeting document/wcms_248908.pdf

63