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SDP_admin

Nov 19
0

Social Services and their Representation in Social Dalogue in Bulgaria, Cyprus, Hungary, Lithuania, Malta and Romania

By | Cyprus, Hungary

Summary

This study assesses the inclusion of social services in tripartite, bipartite and collective bargaining at a national level in six EU member states: Bulgaria, Cyprus, Hungary, Lithuania, Malta and Romania. It does this through extensive surveys, interviews and focus groups throughout the nations in the different companies and representives in social services. It concludes that social service organisations are largely absent from social dialogue on a national level, and they have little influence on policy creation because of this.

For the original source, please click here

Nov 19
0

Enhancing the Effectiveness of Social Dialogue Articulation in Europe (EESDA)

By | France

Summary

This study evaluates the current effectiveness and implementation of social dialogue in France. It does this through cross-sectoral analysis with interviews of key stakeholders and desk research. It concludes that, overall, social dialogue is deteriorating in effectiveness over time, despite increased involvement, and that it is being decentralised, preferring company decisions over sector decisions.

For the original source, please click here

Nov 19
0

Inclusive Growth through Collective Bargaining in Spain

By | Spain

Summary

This work details how social partners have incorporated inclusive growth into collective bargaining and how this has affected economic recovery in Spain after the financial crises in the early 2010’s. It combines desk research and fieldwork to assess this. It concludes that different social partners have different aims and successes in the inclusion of social growth, and that these differences need to be surpassed to move forward in the development of social inclusion and collective bargaining.

For the original source, please click here

Nov 19
0

Institutions, history and wage bargaining outcomes: International evidence from the post-World War Two era

By | Social dialogue

Summary

This work assess the impact of tripartite wage bargaining over time. Different models from different states are compared to one another to assess the most effective method for wage moderation and wage dispersion. The study demonstrates that government involvement leads to an overall modest increase in both metrics, but differences in different bargaining institutions leads to varying effects.

For the original source, please click here

Nov 19
0

Social Dialogue as a Driver and Governance Instrument for Sustainable Development

By | Social dialogue

Summary

This work critically discusses the role of social dialogue in the future of sustainability. It argues that social dialogue is a form of governance in itself that helps to realise sustainable development through its own practice and development. It is argued that, in order for social dialogue to have a positive effect, all parties must be willing and flexible in their participation.

For the original source, please click here

Nov 19
0

ILO principles concerning collective bargaining

By | Social dialogue

Summary

This source is a research paper detailing the ILO’s principles of collective bargaining. It elucidates the ILO’s stance, through research on its past decisions and publications and explains how they relate to topics such as collective bargaining, voluntary negotiation, the intervention of the authorities and others. It concludes that, at the time of writing, ILO principles of collective bargaining are essentially universally accepted.

For the original source, please click here

Jun 21
0

Social Dialogue: a corporate social responsibility ‘blind spot’

By | Social dialogue

Key takeaways from the report

  • Even though social dialogue is a fundamental right enshrined and promoted by international standards, it still appears as a corporate social responsibility ‘blind spot’.
    This is due to a global lack of company commitment on this issue, as revealed by the overall average score of 25/100 achieved by 2,400 companies under review.
  • Only a small minority of companies worldwide (4%) issued a formalised commitment to promote labour relations in partnership with employee representatives – the same rate
    as during the 2014-2015 period. Conversely, 62% of companies make no commitment to foster social dialogue
  • Companies headquartered in Europe perform slightly better than their peers on social dialogue, with an average score of 38/100, compared to 17/100 for North American
    companies, 19/100 for their peers located in Asia Pacific, and 26/100 for companies listed in Emerging Markets.
  • During the period 2016-2017, almost half of companies (48%) reported on issues covered by collective bargaining: 72% of companies listed in Europe reported on this, compared
    to 39% North American companies, 28% of Asian companies and 14% of companies located in the Emerging Markets.
  • A minority of companies have employee representatives at Board level: this is the case for 5% of companies in Europe, despite disparities among countries. Outside Europe,
    this practice remains marginal.
  • Given technological developments such as digitalisation and artificial intelligence, and emerging risks such as nanotechnologies, there is an urgent need to introduce emerging
    challenges in collective bargaining, such as the right to disconnection, and change of working conditions due to automation.

For the original source, please click here.

Apr 24
0

Innovation, Learning Organizations and Industrial Relations

By | Case-study, Denmark, Social dialogue

Abstract

Innovation may be seen as a process of knowledge creation and the speed and direction of knowledge creation reflects the organizational set-up of the firm as well as its investments in R&D and training. Establishing ‘a learning organization’ where horizontal interaction and
communication inside and across the borders of the firm is a major factor promoting knowledge creation in the context of a learning economy. An important issue is to what extent direct and indirect participation of employees in shaping the new form of organization is critical for its realization. On the basis of a unique data set covering 2000 Danish private firms it is demonstrated that firms combining several of the organizational traits of the learning organization are much more prone to introduce new products than the others. It is also demonstrated that such firms have involved employees in different forms of direct and indirect participation much more frequently than the
rest. As more sectors become exposed to the need to engage in incremental product and service innovation the economic potential of diffusing good practices in terms of organization and participation is growing and needs to be reflected in firm strategies and public policies aiming at promoting innovation and knowledge creation.

For the original source, please click here.

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Apr 24
0

Guiding Principles on Business and Human Rights

By | Guide, Social dialogue

The UN Guiding Principles on Business and Human Rights are a set of guidelines for States and companies to prevent, address and remedy human rights abuses committed in business operations.

They were proposed by UN Special Representative on business & human rights John Ruggie, and endorsed by the UN Human Rights Council in June 2011.  In the same resolution, the UN Human Rights Council established the UN Working Group on business & human rights.

HOW TO USE THIS PORTAL

Keep up to date on the latest news on implementation of the UN Guiding Principles. Use the implementation hub for key tools, guidance and examples of uses of the UN Guiding Principles by companies, governments, and others. Navigate the in-depth areas below for background & introductory information; guidance materials; examples of implementation & failure to implement; examples of how NGOs are using the Principles; commentaries on the Principles reflecting diverse viewpoints; lawsuits against companies referring to the Principles; events related to the Principles. Keep up to date on related events, including the UN Forum on Business and Human Rights.

For the original source, please click here.

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Apr 24
0

The Influence of General Strikes on Stock Market Behavior

By | Social dialogue

Abstract

Using a sample of 76 countries, this paper examines the impact of major strikes against government and its policies on stock market behavior. An occurrence of a general strike is detrimental to the value of equities, as documented by the ceteris paribus 5.12% fall in dollar-denominated stock market indices of the affected countries. This event is also accompanied by a statistically significant increase in risk, as measured by the standard deviation of returns and Value-at-Risk metrics. Taken together, these results imply that investors should try to avoid investing in stock markets of countries where general strikes are likely to transpire.

For the original source, please click here.

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