This toolkit is for all UNI affiliated unions who are engaged in lobbying efforts with their Governments and employers to achieve an ILO convention against violence against women and men at the workplace.
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To further understand the impact of its work, the Better Work Programme commissioned Tufts University to conduct an independent impact assessment. Since the programme’s inception, Tufts’ interdisciplinary research team has gathered and analysed nearly 15,000 survey responses from garment workers and 2,000 responses from factory managers in Haiti, Indonesia, Jordan, Nicaragua and Vietnam.
The analysis of these responses represents an in-depth evaluation of Better Work’s effectiveness in changing workers’ lives and boosting factory competitiveness. The researchers used different experimental strategies to evaluate the impact of the programme. These included a strategy to isolate the impact of the programme using randomised intervals of time – reflecting factories’ different periods of exposure to Better Work services – as well as a randomised controlled trial to evaluate the impact of the supervisory skills training.
By capturing this unique set of data and by establishing a rigorous analytical framework and methodology, the researchers were able to test – often for the first time – hypotheses on multiple issues including human resource management strategies, firm organization and global supply chain dynamics. Their assessment is an invaluable contribution to the world’s understanding of labour in global supply chains.
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This study intends to increase understanding on gender equality and discrimination in Cambodia’s garment industry with a view to improve the economic and social well-being of its mostly female workforce and inform the further development of a responsible corporate model of garment production. It examines the working and living conditions of garment workers and their perceptions on discrimination and harassment in the workplace in garment factories in the country. The report provides a number of recommendations for the ILO, the Government, employers and workers and their organizations, and for civil society. The recommendations call for strengthening gender equality and gender mainstreaming programmes within these organizations; improving technical capacity to address and improve working conditions alongside business needs; promoting pay equity, advancement and training opportunities, anti-harassment programmes, and maternity protection within the factories; and developing programmes and partnerships to address garment industry workers’ needs for better food and nutrition, health services including reproductive health services, access to water, sanitation and energy, and access to childcare and education.
Workplaces should be safe and free from harassment so that employees can carry out their work productively. Harassment can, however, occur in different forms and to different extent. The tripartite partners have come together to develop this Advisory, which serves as a practical guide for employers and employees to better prevent and manage harassment at the workplace. It emphasises the importance of proactive management and focuses on preventive measures to ensure a safe and conducive workplace. It also suggests key steps and remedial actions that employers and affected persons can take in responding to harassment when it occurs. Workplace harassment prevention is one facet of the broader Protection from Harassment Act which protects persons from a range of harassing behaviours through criminal sanctions and self-help measures for victims of harassment to protect themselves. Both employers and employees have an interest and responsibility in preventing harassment at the workplace and managing it properly if it happens. Let us work together to provide a safe and conducive environment for employers and employees to carry out their work without fear of being harassed.
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