A partnership to promote workplace dialogue and sustainable economic development

Partnerships and dialogue can increase positive impacts and broaden the scope of operations of Swedish business in developing countries. Through a strategic partnership with Business Sweden, a Team Sweden member, the Swedish Workplace Programme (SWP) prepares global launch.

The partnership between the International Council of Swedish Industry, IF Metall and Business Sweden gives positive synergies that contributes to the impact of the Swedish Workplace Programme in countries where the programme is implemented. Best practices will be shared and activities coordinated. The Swedish Workplace Programme (SWP) is a Swedish Development Cooperation programme that aims to promote social dialogue and sustainability in workplaces by following the value chains of Swedish companies. Regional Programme Coordinators will share office with Business Sweden in South Africa, Kenya, Vietnam and Colombia.

“This partnership adds a new practical dimension on how to increase the sustainability footprint in value chains and contribute to develop relations and partnerships in regions”, says Alessandra Cornale, Global Programme Director, Swedish Workplace Programme.

” With most developing countries evolving towards sustainable manufacturing, mining and supply chains etc, it is necessary for Sweden and Swedish business to have a coordinated and inclusive approach. This specific programme is a perfect example of a successful implementation and collaboration, and shows how the different stakeholders under the Team Sweden umbrella complement each other”, says Ludvig Hermansson, Trade Commissioner South Africa, Business Sweden

Team Sweden is a network of 19 governmental authorities and organisations that collectively work to promote trade, investments and the internationalisation of Swedish business. Sustainable development is a cornerstone of Sweden’s trade promotion. The promotion of economically, socially and environmentally sustainable development and the 2030 Agenda is key. The cooperation in Team Sweden enables its member organisations to share best practices and coordinate activities.

Business Sweden, with its 44 offices across Europe, Americas, Middle East & Africa and Asia Pacific, is the Team Sweden member with the most employees abroad. Jointly owned by the Swedish state and the Swedish business sector Business Sweden acts on a mandate to help international companies gain access to the Swedish market and support Swedish business expansion abroad.

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EXECUTIVE SUMMARY

This executive summary presents the findings from the study “Workplace Cooperation: Finding Practical Solutions in the Colombian Context,” conducted by the FundaciĂłn Ideas para la Paz (FIP). The study evaluates the added value of the Swedish Workplace Programme (SWP) dialogue and cooperation model within the Colombian labor market.

Throughout 2022, FIP dedicated efforts to thoroughly understand the SWP model, including its concept, foundations, implementation process, and contributions to the labor market. In 2023, FIP documented the experiences of three companies—SKF Latin Trade, Securitas, and Epiroc—that implemented the SWP model in practice. The study also included face-to-face workshops to gather feedback from various stakeholders including civil society, businesses, government, academia, and international cooperation. The findings suggest that the SWP model has the potential to strengthen labor relations, contribute to decent work, and resolve workplace conflicts in Colombia.

The case studies highlight the importance of collaboration between employers and workers to promote decent work and sustainable development in Colombia. They demonstrate that social dialogue facilitates worker participation in labor decision-making, enhances their representativeness, and promotes cooperation between employers and employees, thus improving labor relations and contributing to the well-being of both employees and companies.

The SWP model is particularly noted for improving workplace relationships and commitment to jointly finding solutions to challenges faced by workers and the company. It empowers workers, enhances leadership, and helps integrate business policies into daily practices, reducing the initial disconnect between management objectives and the day-to-day realities of workers. The study also highlights the model’s capacity to manage conflicts constructively, transforming the perception of conflict as an opportunity for improvement. Structured dialogues deepen understanding of the underlying causes of conflicts, fostering empathy and facilitating effective resolution. This promotes a culture of collaboration and a democratic approach to decision-making, building trust.

Additionally, the model is recognized for enabling workers to make decisions, identify challenges, and propose solutions that impact their well-being, and bridging gender gaps in the workplace. Its inclusive approach adapts to the unique needs and characteristics of each company, promoting a stronger and more diverse organizational culture. It also drives good work performance and productivity by involving workers in problem identification and resolution, as well as in implementing improvements and efficiently identifying ESG (Environmental, Social, and Governance) risks for companies.

The document identifies the SWP model’s added value in empowering direct interaction among labor stakeholders in Colombia, overcoming historical or cultural reservations, and contributing to the development of stronger labor relations and improved workplace environments in the country.

Challenges and opportunities of the model are also discussed. The study points out the importance of addressing value chain risks, particularly in a global context where corporate clients demand decent work processes and due diligence. It emphasizes the need to integrate SMEs into this process and use anchor companies as drivers of social dialogue throughout the value chain. The role of the state in social dialogue and the importance of highlighting the benefits of the model for adoption across various business sectors are discussed.

The opportunities of the model include raising awareness of human rights in the workplace in line with the United Nations Guiding Principles (UNGP), to strengthen due diligence, manage risks, promote long-term sustainability, and improve organizational culture. The document also underscores the importance of involving workers in change processes, leveraging their insights for continuous improvement of processes, and fostering innovation opportunities. Lastly, it suggests replicating the model in value chains to address work environment risks and gender biases, involving suppliers and contractors, and integrating the model into corporate policies to strengthen existing programs and transform organizational culture towards resource efficiency and effective participation of employers and workers.