The world of work has been changing rapidly in this era of globalization, putting the industrial relations systems in many countries under stress.

The rising number of industrial disputes has put heavy pressure on the under-resourced, under-staffed dispute resolution machinery in many countries.

Increasingly, governments are realizing that improving the labour relations environment and enhancing the prospects of industrial peace are essential for overcoming the economic and social development challenges facing the countries.

Many measures have been taken to prevent or resolve industrial disputes. Their success has varied. Processes like conciliation and mediation have increasingly been used, because they help relieve pressure on the court system, which is often overloaded with cases, leading to delays and rising costs for both workers and employers.

ILO standards provide useful guidance regarding conciliation and mediation. In particular, the ILO’s core standards, namely freedom of association and the right to collective bargaining, lay the basis for democratic, stable labour relations.

The standards create a framework in which workers and employers can negotiate mutually beneficial agreements concerning workplace issues. In addition, ILO Recommendation No. 92 advocates setting up free mechanisms for voluntary conciliation and mediation in labour disputes.

In conjunction with international specialists, the ITC-ILO has developed a number of tools to strengthen the capacities of social partners. The tools have been used widely and successfully at all levels.

The ITC-ILO methodology provides social partners and government officials with effective methods of preventing and resolving labour disputes. This methodology, based on cases studies, role plays and games-based exercises, allows participants to understand conciliation and mediation, to analyse conflicts and effective methods of resolving them, and to practise mediation.