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Abstract:

The assignment on ILO was designed by the course instructor of

Business Administration. By preparing this assignment we came to

know about the Organization ILO, it’s objective, functions in

Bangladesh, the names of conventions . The report is created with

the help of the websites information. ILO is an organization that

deals with labor issues, particularly international labor

standards and decent work for all. In 1969, the organization

received the Nobel peace prize for improving peace among classes,

pursuing justice for workers, and providing technical assistance

to developing nations. The objectives of ILO is ensuring minimum

standards of living of the laborers’, establishing policies that

will ensure minimum wage, standard working hours, and standard

work environment and so on. To achieve those targets or

objectives ILO has different departments such as- Policy,

Management and Reform, Field Operations and Partnerships,

Reporting to the Director- General, Administrative Tribunal and

Associations. ILO has started it’s functions in Bangladesh in

1972 after the Liberation War and through DWCP it has been trying

to improving training for workers, improving social protections

and rights for workers, protecting children from hazardous work

activities etc. Different Labor standards are developed by ILO

for the best protections of the labor rights. 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.

1.0 Introduction

The international labor organization (ILO) is the united nation

specialized agency which seeks the promotion of social justice

and internationally recognized human and labor rights. It was

founded in 1919 and it became the first specialized agency of UN

in 1946. In 1969 the organization received the novel prize for

improving peace among classes, partial justice for workers, and

providing technical assistance to developing nations.

The ILO formulates international labor standards in the form of

conventions and recommendations setting minimum standards of

basic labor rights: freedom of association, the right to

organize, collective bargaining, abolition of forced labor,

equality of opportunity and treatment, and other standards

regulating condition across the entire spectrum of work related

issues. The ILO registers complaints against entities that are

violating international rules; however, it does not impose

sanctions on governments. It provides technical assistance

primarily in the field of:

Vocational training and vocational rehabilitation.

Employment policy

Labor administration

Labor laws and industrial relations

Management development

Co-operatives

Social security

Labor statistics and occupational safety and health

It promotes the development of independent employers’ and workers

organizations’ and provides training and advisory services to

those organizations. Within the UN system, the ILO has a unique

tripartite structure with workers and employers participating as

equal partners with governments in the work of its governing

organs.

2.0 Objectives of ILO

He aims and objectives of the ILO were set forth in the preamble

to its constitution, drawn up in 1919. The preamble declares that

"universal and lasting peace can be established only if it is

based upon social justice" hence, the basic objective of the

organization. Objectives are-

Full employment and the raising of standards of living;

The employment of workers in the occupations in which they

can have the satisfaction of giving the fullest measure of

their skill and attainments and make their greatest

contribution to the common well-being;

The provision, as a means to the attainment of this end and

under adequate guarantees for all concerned, of facilities

for training and the transfer of labor, including migration

for employment and settlement;

Policies in regard to wages and earnings, hours and other

conditions of work calculated to ensure a just share of the

fruits of progress to all, and a minimum living wage to all

employed and in need of protection;

The effective recognition of the right of collective

bargaining, the co-operation of management and labor in the

continuous improvement of productive efficiency, and the

collaboration of workers and employers in social and

economic measures;

The extension of social security measures to provide a basic

income to all in need of such protection and comprehensive

medical care;

Adequate protection for the life and health of workers in

all occupations;

Provision for child welfare and maternity protection;

The provision of adequate nutrition, housing and facilities

for recreation and culture.

The assurance of equality of educational and vocational

opportunity.

2.1 Strategic objective of ILO

Promote and realize standards and fundamental principles and

rights at work

Create greater opportunities for women and men to decent

employment and income

Enhance the coverage and effectiveness of social protection

for all

Strengthen tripartism and social dialogue

3.0 Different departments of ILO:

Policy (DDG/P)

Management and Reform (DDG/MR)

Field Operations and Partnerships (DDG/FOP)

Reporting to the Director-General (DGREPORTS)

Administrative Tribunal (TRIB)

Associations

3.1 Policy (DDG/P)

1. International Labor Standards Department (NORMES)

1. Indigenous and Tribal Peoples

2. Project to Promote ILO Convention No. 169

3. Maritime Labor Convention

2. Employment Policy Department (EMPLOYMENT)

1. Policy Analysis and Research Unit (EMP/ANALYSIS)

2. Country Employment Policy Unit (EMP/CEPOL)

3. Employment-Intensive Investment Unit (EMP/INVEST)

4. Employment Trends Unit (EMP/TRENDS)

5. Skills and Employability Unit (EMP/SKILLS)

6. Programme on Crisis Response and Reconstruction

(ILO/CRISIS)

7. Youth Employment

3. Enterprises Department (ENTERPRISES)

1. Small Enterprise Development Programme (EMP/SEED)

2. Cooperatives Branch (EMP/COOP)

3. Multinational Enterprises Programme (EMP/MULTI)

4. Social Finance Programme (EMP/SFP)

4. Social Protection Department (SOCPRO)

5. Sectoral Activities Department (SECTOR)

6. Governance and Tripartism Department (GOVERNANCE)

1. Industrial Relations Department (DIALOGUE)

2. Labor Administration and Inspection Programme (LAB/ADMIN)

3. Programme on Safety and Health at Work and the

Environment (SAFEWORK)

4. Programme for the Promotion of the Declaration on

Fundamental Principles and Rights at Work (DECLARATION)

5. International Programme on the Elimination of Child Labor

(IPEC)

6. Better Work

7. Working Conditions and Equality Department (WORKQUALITY)

1. Conditions of Work and Employment Programme (TRAVAIL)

2. Bureau for Gender Equality (GENDER)

3. Programme on HIV/AIDS and the world of work (ILO/AIDS)

4. Disability

5. International Migration Branch (MIGRANT)

3.2 Management and Reform (DDG/MR)

1. Internal services and administration (INTSERV)

1. Facilities Management (FACILITIES)

2. Document, Publications Production, Printing and Distribution

Branch (PRODOC)

3. Internal Services (INTSERV)

2. Information and Technology Management (INFOTEC)

1. Information Technology and Communications (ITCOM)

2. Information management

3. Strategic Programming and Management (PROGRAM)

4. Financial Management (FINANCE)

5. Human Resources Development (HRD)

6. Official Meetings, Documentation and Relations

3.3 Field Operations and Partnerships (DDG/FOP)

1. International Training Centre (TURIN)

2. Partnerships and Field Support (PARDEV)

3. Multilateral cooperation (MULTILATERALS)

4. ILO Office for the United Nations

5. Field Programmes in Africa

6. Field Programmes in Latin America and the Caribbean (AMERICAS)

7. Field Programmes in Arab States (ARABSTATES)

8. Field Programmes in Asia and the Pacific (ASIA)

9. Field Programmes in Europe and Central Asia (EUROPE)

3.4 Reporting to the Director-General (DGREPORTS)

1. Director-General's Office (CABINET)

2. Bureau for Employers' Activities (ACT/EMP)

3. Bureau for Workers' Activities (ACTRAV)

4. Ethics Office (ETHICS)

5. Office of the Legal Adviser (JUR)

6. Office of Internal Audit and Oversight (IAO)

7. Evaluation Unit (EVAL)

8. Policy Integration Department (INTEGRATION)

9. ILO-Tokyo: ILO Office for Japan

3.5 Administrative Tribunal (TRIB)

3.6 Associations

1. International Social Security Association (ISSA)

2. Sports & Leisure Association of the ILO (S&L)

3. Staff Union (SYNDICAT)

4.0 Functions of ILO in BangladeshBangladesh became independent in 1971. After that Bangladesh has

been has an active member state of the ILO since 22june, 1972 and

has ratified 33ILO conventions including seven fundamental

conventions. ILO contributes in various sectors with effectively

such as child labor, equality and discrimination, informal

economy, international labor standards, labor migration, safety

and health at work, skills and employability, workers and

employers organizations, improving skills training and

entrepreneurship for enhanced employability and livelihoods,

improving coverage of social production and rights for workers in

selected sectors, combating child labor with priority focus on

the worst forms of child labor and Strengthen social dialogue and

tripartism. Most importantly the ILO is promoting green jobs

initiative in Bangladesh and protection of overseas workers

through safe migration.

Since the opening of the office, the ILO together with the

Government of Bangladesh, Bangladesh Employers federation (BEF),

and the National coordination Committee for workers Education

(NCCWE), has been working towards promoting decent and productive

employment opportunities for men and women in Bangladesh. In

addition ILO cooperates with many other key actors in civil

society, academic and research institutions, private sector and

media. As part of UN system in Bangladesh, the ILO supports the

Government of Bangladesh in implementing its Poverty reduction

Strategy (PRS) and in achieving the Millennium Development Goals

(MDGs).

The ILO-Dhaka Office facilitate all the logistic arrangement

including organizing a stakeholder workshop where relevant

internal and external colleagues (tripartite constituents and

partners) can analyze and discuss the ILO‘s work in the country

and for the review team to share the preliminary findings.

However, ILO implements the following functions in our country:

4.1 Decent Work Country Programme

The ILO regional office for Asia & the pacific & the ILO country

office for Bangladesh organized a review of the Bangladesh DWCP

(2006-2009) to take stock of the progress achieved, the

constrains encountered, lesions learned, & to identify where &

how improvements can be made for future programming. The

extensive & participatory consultations with ILO constituents

with ILO constituents & other partners were held throughout the

review process. The criteria used for the review of the overall

performance of the DWCP includes the role and relevance of ILO in

Bangladesh, its niche and comparative advantage, tripartite

participation and partnership, the focus and coherent of the

programme‘s design and strategies, the evidence of the direct and

indirect results of ILO‘s programe in Bangladesh, and knowledge

mgt. & sharing.

The following are the objective of the decent work;

To obtain baseline information for guidance in the

development of concrete interventions at a later stage,

including the assessment of needs for comprehensive

awareness raising interventions;

To develop a Long Term Perspective Plan by considering the

recommendations of the ILO-SDC Regional Symposium on

Deployment of Workers Overseas : A Shared Responsibility and

the IOM-UNWOMEN Regional Dialogue on Implementation of

International Instruments on Protecting Rights of Migrants

and prepare a short and long term road-map for their

implementation;

To consult broadly on major key issues and concerns that

will underline project interventions

To initiate training and capacity building of officers who

are likely to be involved in project implementation

To launch information campaigns on Government of

Bangladesh‘s overseas

employment program and its institutional frameworks.

4.2 Eliminated child labor

The Government of Bangladesh ratified the ILO Convention 182 on

the Worst Forms of Child Labor (WFCL) in 2001. Although

prohibited by the Labor Act (2006), nearly 3.2 million children

aged 5-17 work in Bangladesh (Bangladesh Bureau of Statistics,

2003). Out of these child laborers, 1.3 million are engaged in

hazardous work. The vast majority of them are found in informal

sectors, relegating workers in general and child laborers in

particular to hazardous and exploitative working conditions. To

address these conditions, the ILO International Programme on

Elimination of Child Labor (IPEC), ADB and UNICEF supported the

Government of Bangladesh in developing a National Time-Bound

Programme (TBP) towards eliminating all forms of worst forms of

child labor by 2015. The programme strategies include development

and implementation of the regulatory and monitoring mechanisms,

and provision of non-formal education, skills development

training for children trapped in the WFCL, socio-economic

empowerment programmes for their families, and workplace

improvement programmes.

4.3 Create equality and eliminated discrimination

Although the women‘s participation in the labor force is lagging

behind that of men, more and more women are entering the labor

force. However, they often work at the lowest level of the jobs

hierarchy in low pay, low status jobs with little employment

security. The majority of women workers are engaged in the

informal economy where the application of social protection and

legislation is negligent. Serious gender-based inequalities

continued to prevail in the labor market, as well as violence and

sexual harassment against women. According to the ILO Study in

2008, women earn an average of 21 per cent less per hour than

men. Equal opportunities for women existed neither in employment

nor in education nor in vocational training. In addition, women

continue to be mainly responsible for household duties and family

care which add many hours every day to their workload despite

their increasing role in earning money. It is important for men

and women to work together to promote gender equality at work and

at home, and to address social and cultural traditions regarding

the role of women in society and resulting occupational

segregation, in order to promote gender equality in practice.

The ILO Dhaka Office in cooperation with the Ministry of Labor

and Employment, the Bangladesh Employer’s Federation (BEF), the

National Coordination Committee for Worker’s Education (NCCWE),

and social partners, works to promote gender equality and to

eliminate discrimination in the world of work. The current

activities include:

Mainstreaming gender in the Decent Work Country Programme

(DWCP)

Promoting women‘s participation and gender equality in

trade union movement: A study and a consultative workshop

for planning

Promoting gender equality in the Bangladesh Employers‘

Federation (BEF)

Capacity building of government, employers‘ and workers‘

organizations on promoting gender equality and eliminating

violence against women including sexual harassment at work

Action against Sexual Harassment: ILO component of the UN

Joint Programme on Violence against Women

Promoting and protecting rights of female and male migrant

workers

4.4 Green jobs

The ‗Green Jobs Initiative in Bangladesh was officially launched

on December 4, 2008 jointly by the Ministry of Labor and

Employment, and the ILO. Green jobs are found in many sectors of

the economy, ranging from energy supply and recycling of waste to

agriculture, construction and transportation sectors. The ILO

Regional Office for the Asia and the Pacific is implementing the

green jobs initiative in three countries namely, Bangladesh,

China and India. In Bangladesh the project is being implemented

in collaboration with the tripartite constituents; the

Government, Bangladesh Employers Federation, National

Coordination Committee for Workers Education, and private

partners such as Grameen Shakti and Waste Concern.

The primary objective is to create linkages between employment

and environment policies and to bring them closer to sustainable

development. Green jobs reduce the environmental impact of

enterprises and economic sectors, ultimately to levels that are

sustainable, while also meeting the standards required for

‗decent work‘. At the regional level, the project aims to develop

a network of documentation and to share experiences and good

practices.

In Bangladesh, the following studies on green jobs have been

conducted:

1. “Preliminary assessment of green jobs in renewable energy,

waste management and construction” by Waste Concern;

2. “Assessment of green jobs in the agriculture sector” by

agriculture consultant.

Currently, the third study by Waste Concern is under process for

an in depth analysis on the three sectors: renewable energy,

waste management and construction, with particular focus on the

Value Chain Assessment (VCA) of the renewable energy sector. In

addition to this, Grameen Shakti is developing the training

manuals for women entrepreneurs, and conducting training of women

for promotion of green jobs in the solar energy sector.

4.5 Informal economy

Another function by ILO is informal economy. Through the Urban

Informal Economy (UIE) project, ILO is helping Bangladesh to

eliminate the Worst Forms of Child Labor (WFCL) in the country.

This is a national Time Bound Programme (TBP) which was developed

following the ratification of ILO Convention No. 182 on the

Elimination of the WFCL by Bangladesh in 2001. The UIE project

succeeded an ILO pilot project which began in 2001. The pilot

project focused on building a knowledge base on the sectors and

actors in the urban informal economy and on testing strategies

and models for validity and cost-effectiveness. The UIE project

commenced in January 2007 and its current phase will be completed

in December 2011. The UIE project, being implemented in Dhaka

Metropolitan, is funded by the Government of Netherlands. This

project will raise knowledge on child labor in the urban informal

economy. Approximately 48,000 children will be protected from

hazardous work and their workplaces will be free from hazardous

child labor. Approximately 26,000 relatively young children will

be prepared for formal primary/secondary education. Another

10,000 relatively older children will be prepared for and placed

in decent employment arrangements. About 28,000

guardians/household members and approximately 4,000 employers

will improve their social and economic security. The capacity of

national and municipal stakeholders is also being increased at

the conceptual, institutional and implementation levels.

4.6 International labor standard and tripartism

Bangladesh has been an important and active Member State of the

ILO since June 22, 1972. To date, Bangladesh has ratified 33 ILO

Conventions including seven fundamental Conventions as enshrined

in the ILO Declaration. The ILO Office works in close

collaboration with its tripartite constituents and social

partners towards achieving Bangladesh‘s decent work objectives.

Under the main outputs of the Bangladesh decent work country

programme, tripartite constituents are being sensitized about

gender issues, indigenous people, HIV/AIDS, safe migration and

labor market issues, for reflecting and promoting the principles

of ILO standards. Social protection and rights of workers is

protected in sectors such as readymade garments, ship recycling

industry and migration through occupational safety and health,

and awareness rising on HIV/AIDS. Tripartism is an integral part

of ILO's activities. Since the country has ratified C.144 on

Tripartite Consultation, ILO has found it easier to ensure the

principle of tripartism. The ILO Office works in close

collaboration with its tripartite constituents and social

partners towards achieving Bangladesh‘s decent work objectives.

4.7 Labor migration

The ILO Office in Bangladesh in cooperation with the Ministry of

Labor and Employment, the Ministry of Expatriate’s Welfare and

Overseas Employment, the Bangladesh Employer’s Federation (BEF),

the National Coordination Committee for Worker’s Education

(NCCWE), and social partners, is working to improve labor

migration policy and its application to promote decent work for

migrant workers. In addition, the ILO has published a number of

publications on migration. The past and current activities

include:

Regional Symposium on Deployment of Workers Overseas: A

Shared responsibility (Dhaka, 2008) with support from the

Swiss Agency for Development and Cooperation (SDC);

Awareness raising and advocacy for UN and ILO instruments

on migration in cooperation with the Welfare Association

for the Rights of Bangladeshi Emigrants (WARBE) (2008);

HIV/AIDS sensitization programmes for female migrant

workers prior to their departure overseas in cooperation

with the Bangladeshi Ovibasi Mohila Sramik Association

(BOMSA) (2008/09); and

Technical assistance to the Government of Bangladesh to

develop and implement improved labor migration policy

(2007-ongoing).

International labor migration has rapidly gained prominence as

one of the main employment generating sectors and the largest

source of foreign exchange earnings in Bangladesh. Over a period

of 33 years between 1976 and 2008, Bangladesh has sent through

regular channels alone more than 6.26 million migrant workers

mostly to Middle Eastern countries. In 2008, 875,055 migrant

workers (97 per cent men) found employment abroad. The

remittances sent by migrant workers through legal channels alone

also touched the peak in 2008, amounting to over US$ 9 billion.

4.8 Safety and health at working place

According to the ILO, it is estimated that 11.7 thousand workers

suffer fatal accidents and a further 24.5 thousand die from work

related diseases across all sectors each year in Bangladesh. It

is also estimated that a further 8 million workers suffer

injuries at work- many of which will result in permanent

disability. Although little research has taken place in

Bangladesh, it is internationally recognized that most

occupational deaths and injuries are entirely preventable, and

could be avoided if employers and workers took simple initiatives

to reduce hazards and risks at the workplace. The ILO Office in

Bangladesh in cooperation with the Ministry of Labor and

Employment,

Bangladesh Employer’s Federation (BEF), National Coordination

Committee for Workers Education (NCCWE), and social partners such

as the Occupational Safety and Health and Environment (OSHE)

Foundation and the Bangladesh Institute of Labor Studies (BILS),

work to foster a preventative safety and health culture by

strengthening national occupational safety and health (OSH)

systems.

This includes support in the following areas:

Development of a National OSH policy;

National OSH profile (2002) update;

Promotion on ratification of the ILO Convention 187 as well

as Convention 155 and Convention 161;

Capacity building of the key OSH stakeholders;

Promotion of safe and environmentally friendly ship

recycling; and

Promotion of better working conditions in the garment

industry.

4.9 Worker’s and employer’s organization

The ILO office in Bangladesh encourages tripartism by promoting

social dialogue with the government, employers and workers

organizations. It works with employers through their focal

representative body Bangladesh Employer’s Federation (BEF) and

the workers through National Coordination Committee for worker’s

Education (NCCWE). Both the constituents are supportive of the

Bangladesh decent work objectives.

The Bangladesh Employer’s Federation is a member of the

International Organization of Employers and it represents the

employers at the International Labor Conference held every year

in Geneva. The main objective of BEF is to provide guidance and

assistance to employers in the field of industrial relations and

to bring their concerted views on labor matters to the attention

of the Government. Joint ILO-BEF activities include green jobs,

human resource management, occupational safety and health,

industrial relations, and non-discrimination in employment. Mr.

Kamran T. Rahman is the current president and Mr. Farooq Ahmed is

the secretary general.

National Coordination Committee for Worker’s Education is a

united platform of 14 major national trade union federations in

Bangladesh who represent the maximum number of workers and

employees of the country. It is affiliated with International

Trade Union Confederation (ITUC) and World Federation of Trade

Union (WFTU), and also with the International Transport Workers

Federation (ITF). Mr. Abdul Matin Master is the current chairman

and Mr. Abdul Kader Howlader is member secretary.

4.10 Technical and vocational education

In cooperation with the Government of Bangladesh, the ILO is

implementing an EU funded project to reduce poverty through

reforms to the technical and vocational education and training

(TVET) system. These reforms will enable more people to acquire

employable skills and thus generate income through wage-earning

jobs or self-employment. The activities for this TVET reform

project, the first of its nature in Bangladesh, have been carried

out adopting five components dealing with specified major issues

of TVET focusing on Bangladeshi context. This was a five-year

project. Phase 1 covers 2008-2012, with Phase 2 continuing for

further three years. The project was funded by the European

Commission (EC), with support from the International Labor

Organization (ILO) and the Government of Bangladesh. Over 5 years

(2008-2012), 13600 Lac BDT (16 mil €) will be committed to the

project. Target groups include the Government of Bangladesh; the

Department of Technical Education; Bangladesh Technical Education

Board; public TVET institutions; Polytechnics; private technical

schools and centers, and NGOs delivering training. The final

beneficiaries are the employers; the under-privileged; regular

TVET students and graduates and trade unions. And the expected

outcomes were-

New national TVET policy that will allow the TVET system to

function more effectively at the central and decentralized

levels; New national qualifications framework for TVET; New skill

standards and curriculum in priority occupations; New quality

assurance arrangements for training organizations; Enhanced links

between industry and TVET; Strengthened TVET institutions through

improved knowledge and skills of managers and teachers;

Improved skills development resulting in enhanced productivity

and competitiveness in key growth and export-oriented industries

in the formal industrial sector; and Increasing access of

underprivileged groups to TVET Technical and Vocational Education

and Training (TVET) Reform Technical and Vocational Education and

Training (TVET) Reform in Bangladesh BGD/06/01/EEC. TVET is

considered an important tool to improve the employability of

individuals, increase productivity in industry and reduce

poverty. Bangladesh has an established TVET system, but it is

hampered by inadequate links with industry and outdated

curriculum and delivery strategies. The TVET Reform Project will

strengthen the TVET system so that it better serves the needs of

the developing Bangladesh economy.

4.11 IPEC Action in Bangladesh

IPEC activities in Bangladesh started in 1995 with the launch of

the country programme. The overall development objective of the

IPEC country programme in Bangladesh during the first stage (1995

- 99) was to identify strategies and workable models to combat

child labor. It also aimed to build the capacity of Government

employers' and workers' organizations, NGOs, and the other social

partners to deal with the problem of child labor and it

progressive elimination from society.

Initial interventions included an analysis of the child labor

situation in Bangladesh, preventing children from entering the

labor market, withdrawing children from hazardous work and

providing them services to rehabilitate them; monitoring of

workplaces; raising awareness and a capacity building of the

partner organizations.

From 1995 - 1999, 75 action programmes were implemented under the

IPEC country programme in Bangladesh through the Government, NGOs

and employers' and workers' organizations. More than 50,000

children benefitted directly or indirectly from these programmes.

During the course of the first stage, several modalities were

developed to address child labor effectively. Three large

projects were launched in 2000, with more focused and

comprehensive action in addressing the worst forms of child labor

in various hazardous sectors. To withdrawn children from

hazardous work, a comprehensive strategy was employed that

included mobilizing families and communities against child labor

providing non-formal education to former child laborers;

mainstreaming non-formal school graduates in to formal schools;

and providing families with alternative income generation

opportunities through skills training and access to credit. In

addition to these interventions, introducing child labor

monitoring systems at workplaces and communities and involving

the local government and the community in regulating child labor

contributes to addressing the worst forms of child labor in a

sustained and holistic manner.In addition in 2004, ILO-IPEC,

UNICEF and the Asian Development Bank assisted the Government of

Bangladesh in formulating a National Time-Bound Programme for the

elimination of the worst forms of child labor. It was endorsed by

the stakeholders in 2006 and in 2008.

4.12 HIV and AIDS in the Workplace

With funding from UNAIDS, the ILO supported HIV and AIDS

sensitization workshops with tripartite partners in Dhaka and

Chittagong in 2006 and 2007. The MOLE formed a tripartite

committee to oversee the development of a policy and guidelines

on HIV and AIDS in the workplace, but the committee appears to

have become inactive.

The ILO also supported small awareness-raising programmes on HIV

and AIDS for female migrants during the DWCP cycle. Overall, the

ILO‘s investment and impact in this area are both very small.

The ILO also supported small awareness-raising programmes on HIV

and AIDS for female migrants during the DWCP cycle. Overall, the

ILO‘s investment and impact in this area are both very small.

4.13 Disaster Recovery and livelihoods

The ILO supported several initiatives to promote livelihoods

following the natural disasters that occurred in Bangladesh

during the DWCP cycle. After the floods of 2004, ILO co-funded

NGO microcredit and training programmes for 800 small handloom

weavers whose livelihoods were severely affected in two upazillas

(sub-districts). Handloom weaving provides employment to millions

of people in Bangladesh. The microcredit enabled the weavers to

repair damaged equipment, buy raw materials from the market

(rather than from traders, with whom they were in a

disadvantageous relationship that resulted in them selling their

products at lower-than-market prices) and/or raise the plinth of

their facilities to enable production to resume and protect

equipment from future flooding. The training covered

entrepreneurship development and business management, disaster

preparedness, management, coping and design development. Most of

the direct beneficiaries were women. The results of the support

to the handloom weavers cannot be stated with confidence because

the project was monitored only by the implementing NGOs. They

reported that the weavers were quickly able to restart their

looms and resume their livelihoods and that the initiative

demonstrated a model that could be replicated in future disasters

affecting occupational groups and/or for supporting poor weavers

under normal circumstances. Following Cyclone Sidor in 2007, an

ILO team of national and international staff and consultants

conducted an assessment of the loss of non-agricultural

livelihoods in four severely affected districts. The Food and

Agriculture Organization of the United Nations simultaneously

assessed the loss of agricultural livelihoods. Using ILO‘s global

methodology for disaster-damage assessment for the first time in

Bangladesh, the ILO team used district-level government data (on

wages, establishments, population, etc.) for the baseline and

interviewed informants (business people, financial institutions,

local government officials, etc.) over a period of about six

weeks. The assessment contributed to the UN Resident

Coordinator‘s Early Recovery Framework and to the World Bank‘s

Damage and Needs Assessment. After the livelihoods assessment,

the ILO supported a cash-for-work project implemented by NGOs in

the four affected districts. For the purposes of both livelihoods

recovery and the injection of cash into devastated local

economies, the project engaged daily wage labor (about 3,800

people, mostly male) in the rebuilding of community

infrastructure. The results have not been evaluated.

4.14 Social protection

Existing social protection and social security schemes have

limited coverage and poor efficiency and effectiveness. A 2009

ILO-supported study by the Centre for Policy Dialogue (2009)

found that Bangladesh‘s labor laws and regulations are almost at

par with those of its competing countries (such as India and

China), but workers in Bangladesh are disadvantaged in their lack

of social security. Public sector employees, who constitute about

4 per cent of employed persons, have access to pension funds,

contributory provident funds, benevolent funds, group insurance,

maternity benefits and support for health care. Employees in the

formal private sector, who constitute about 17 percent of

employed persons, often have access to such resources, but their

coverage and quality vary greatly by sector and institution. For

workers in the informal economy, who constitute the vast majority

of the labor force, social protection and social security

benefits are virtually non-existent.

4.15 Promoting indigenous and tribal people’s right

Bangladesh is home to around 2 million indigenous people from 50

or more different ethnic groups with their distinct language,

culture and heritage. As in other parts of the world, indigenous

people in Bangladesh are among the most marginalized and excluded

groups in society. Poverty and unemployment levels are high and

their rich, vibrant and colorful cultures are increasingly being

eroded due to a number of factors such as loss of land and

forest/natural resource rights, displacement for purpose of

modernization and industrialization, and discrimination. As a

signatory to the ILO Convention 107 on Indigenous and Tribal

Populations, the Government of Bangladesh and ILO together with

other partners are working to promote indigenous and tribal

people‘s rights.

5.0 Core conventions of ILO

029- Forced Labor - 1930

087 -Freedom of Association and Protection of the Right to

Organize - 1948

098 -Right to Organize and Collective Bargaining - 1949

100 -Equal remuneration - 1951

105 -Abolition of Forced Labor - 1957

111 -Discrimination (Employment and Occupation) - 1958

138 -Minimum Age Convention - 1973

182 -Elimination of the Worst Forms of Child Labor - 1999

6.0 Conventions of ILO

No. 14 — Weekly Rest (Industry) Convention, 1921

77 — Medical Examination of Young Persons (Industry) Convention,

1946

78 — Medical Examination of Young Persons (Non-Industrial

Occupations) Convention, 1946

81 — Labor Inspection Convention, 1947

87—Freedom of Association and Protection of the Right to

Organize, 1948

94 — Labor Clauses (Public Contracts) Convention, 1949

95 — Protection of Wages Convention, 1949

97 — Migration for Employment Convention (Revised), 1949

98— Right to Organise and Collective Bargaining Convention, 1949

100 — Equal Remuneration Convention, 1951

102 — Social Security (Minimum Standards) Convention, 1952

105—Abolition of Forced Labor Convention, 1957

106 — Weekly Rest (Commerce and Offices) Convention, 1957

110 — Plantations Convention, 1958

111—Discrimination (Employment and Occupation) Convention, 1958

115 — Radiation Protection Convention, 1960

118 — Equality of Treatment (Social Security) Convention, 1962

120 — Hygiene (Commerce and Offices) Convention, 1964

121 — Employment Injury Benefits Convention, 1964 [Schedule I

amended in 1980]

122 — Employment Policy Convention, 1964

124 — Medical Examination of Young Persons (Underground Work)

Convention,1965

No. 128 — Invalidity, Old-Age and Survivors’ Benefits Convention,

1967

129 — Labor Inspection (Agriculture) Convention, 1969

130 — Medical Care and Sickness Benefits Convention, 1969

131 — Minimum Wage Fixing Convention, 1970

135 — Workers’ Representatives Convention, 1971

138 — Minimum Age Convention, 1973

139 — Occupational Cancer Convention, 1974

140 — Paid Educational Leave Convention, 1974

141 — Rural Workers’ Organizations Convention, 1975

142 — Human Resources Development Convention, 1975

143 — Migrant Workers (Supplementary Provisions) Convention, 1975

144 — Tripartite Consultation (International Labor Standards)

Convention, 1976

145 — Continuity of Employment (Seafarers) Convention, 1976 ∗

146 — Seafarers’ Annual Leave with Pay Convention, 1976 *

147 — Merchant Shipping (Minimum Standards) Convention, 1976 *

148 — Working Environment (Air Pollution, Noise and Vibration)

Convention, 1977

149 — Nursing Personnel Convention, 1977

150 — Labor Administration Convention, 1978

151 — Labor Relations (Public Service) Convention, 1978

152 — Occupational Safety and Health (Dock Work) Convention, 1979

154 — Collective Bargaining Convention, 1981

155 — Occupational Safety and Health Convention, 1981

156 — Workers with Family Responsibilities Convention, 1981

157 — Maintenance of Social Security Rights Convention, 1982

158— Termination of Employment Convention, 1982

159 — Vocational Rehabilitation and Employment (Disabled Persons)

Convention, 1983

160 — Labor Statistics Convention, 1985

161 — Occupational Health Services Convention, 1985

162 — Asbestos Convention, 1986

163 — Seafarers’ Welfare Convention, 1987 *

164 — Health Protection and Medical Care (Seafarers) Convention,

1987 *

165 — Social Security (Seafarers) Convention (Revised), 1987 *

No. 166 — Repatriation of Seafarers Convention (Revised), 1987

167 — Safety and Health in Construction Convention, 1988

168 — Employment Promotion and Protection against Unemployment

Convention, 1988

169 — Indigenous and Tribal Peoples Convention, 1989

170 — Chemicals Convention, 1990

171 — Night Work Convention, 1990

172 — Working Conditions (Hotels and Restaurants) Convention,

1991

173 — Protection of Workers’ Claims (Employer’s Insolvency)

Convention, 1992

174 — Prevention of Major Industrial Accidents Convention, 1993

175 — Part-Time Work Convention, 1994

176 — Safety and Health in Mines Convention, 1995

177 — Home Work Convention, 1996

178 — Labor Inspection (Seafarers) Convention, 1996 *

179 — Recruitment and Placement of Seafarers Convention, 1996 *

180 — Seafarers’ Hours of Work and the Manning of Ships

Convention, 1996 *

181 — Private Employment Agencies Convention, 1997

182— Worst Forms of Child Labor Convention, 1999

183 — Maternity Protection Convention, 2000

184 — Safety and Health in Agriculture Convention, 2001

185 — Seafarers’ Identity Documents Convention (Revised), 2003

MLC — Maritime Labor Convention, 2006 [this Convention does not

have a number]

187 — Promotional Framework for Occupational Safety and Health

Convention, 2006

188 — Work in Fishing Convention, 2007

189 — Domestic Workers Convention, 2011

CONCLUSION

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. In the globalizing world, the

capacity building of the ILO constituents in Bangladesh has

acquired critical importance with the urgent need to equip them

to collectively respond to the emerging challenges of

globalization. Future training courses should address these

issues objectively in order to improve the collective efficiency

and competitiveness of the social partners. The capacity of the

Ministry of Labor and Education needs to be improved in order to

reduce the gap between the existing labor laws of Bangladesh and

the ILO conventions and recommendations.