The World Day of Decent Work: Social Dialogue

Today, the 7th of October, is the World Day of Decent Work. The International Labour Organization (ILO) has developed an agenda for the world of work looking at job creation, rights at work, social protection and social dialogue.

The Swedish Workplace Programme (SWP) focus on social dialogue and workplace cooperation to contribute to the decent work agenda. SWP partners with companies and unions to support dialogue and cooperation at the workplace in benefit for all parties.

ILO defines decent work in four pillars:  

  • Full and productive employment
  • Social protection
  • Rights at work
  • Promotion of social dialogue

SWP focus on two of the pillars.

Rights at work

All employers need to take responsibility for recognising and respecting workers’ rights. It is also of importance that all voices are heard at the workplace by management who has the power to support the changes needed to create decent work. By using social dialogue, the voices are being heard.

Promote Social Dialogue

SWP promotes workplace cooperation through social dialogue.

Structured dialogues support management and employees in identifying improvements together in the workplace.

All voices are heard at the workplace

The SWP approach uses social dialogue as a tool to make everyone’s voice heard in the workplace. Management and employees are represented in committees where a dialogue structure is used at the workplace level. Using workplace committees, union or employee representatives have better opportunities to express their concerns and communicate their needs to the management.

This approach enables the workplace to be well-prepared to handle change, whether planned or unforeseen. 

SWP makes best practices available for workplaces by equipping management and employees with new perspectives, knowledge, and cooperation based on trust and respect. These practices are building blocks to jointly work with workplace challenges and thematic such as diversity and inclusion, skills development and health and safety.

SWP collaborates with companies to:
  • Establish and/or improve structures that support workplace dialogue to facilitate workplace collaboration and productivity 
  • Encourage workplaces to become more sustainable and go beyond compliance
  • Equip organisations with technical competence to develop appropriate initiatives in relation to challenges in the workplace
  • Provide platforms for dialogue and networks where companies can participate in joint strategic discussions on solutions to address sustainability challenges
  • Assist in developing structures for best practice that can be replicated 

Examples

Together with our partners we strengthen cooperation, dialogue and contribute to decent work. In the workplaces where SWP engages, numerous initiatives have been carried out and companies have improved preconditions for dialogue.

  • In Kenya, social dialogue has contributed to decreased conflicts. Management, trade union representatives and employees jointly solve challenges through the workplace committees supported by SWP. Watch the video to the right. 
Scania East Africa shares their journey to become social partners at the workplace.

  • The upskilling programme run by SWP in Kenya and South Africa, provide shop stewards skills needed in their role as employee representatives at the workplace. Within the upskilling programme union and company representatives meet to discuss the importance and impact of social dialogue. Watch the video to the right. 
Using social dialogue as a tool for better workplace cooperation. Watch the video where employers and unions discuss social dialogue in the upskilling programme run by SWP.

Below are examples of initiatives taken by companies that develop skills to improve conditions  in the workplace. SWP makes best practices available for workplaces to work with challenges and thematic such as diversity and inclusion, skills development and health and safety.

Diversity and Inclusion

SWP and Swedish companies in Colombia create awareness about Diversity and Inclusion .Watch the video to the right.

 

 

 

 

SWP promote conversations on how our differences present unique opportunities to grow and improve as a society.

SWP and the partners in Colombia support this in many ways. One activity is a dialogue with children and youth on their perspective of what a diverse society is.

Watch the video to the right created by SWP’s partners in Colombia.

Diversity and Equality

SWP and Atlas Copco in Colombia share their insights on inclusion for Diversity and Equality. Watch the video to the right.

Diversity and Equality 

SWP and SKF In Colombia challenge biases and stereotypes in the workplace and throughout broader society by generating inclusive dialogue about gender.

Watch the video about the equality awareness initiatives by SKF Latin Trade.

Highlights about important themes for Decent Work

Training to enable Social Dialogue

Link to a highlight about the upskilling programme 

OHS is one of the keys for Decent Work

Link to a highlight about the importance of Occupational Health and Safety

More recent highlights

CONTACT US

Tel. + 08-7830050

info@swpglobal.org

GLOBAL OFFICE

World Trade Center

Klarabergsviadukten 70

111 64 Stockholm

WHISTLEBLOWER FUNCTION
Data Privacy Policy
Close

EXECUTIVE SUMMARY

This executive summary presents the findings from the study “Workplace Cooperation: Finding Practical Solutions in the Colombian Context,” conducted by the Fundación 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.