The Academy on Social Dialogue and Industrial Relations will provide a unique opportunity to become familiar with the latest trends and developments concerning tripartite social dialogue mechanisms, collective bargaining and dispute resolution systems. Participants will personalize their own two-week course by choosing from several elective modules, and will benefit from an innovative and dynamic learning environment.
Social dialogue is defined by the ILO to include all types of negotiation, consultation or simply exchange of information between, or among, representatives of governments, employers and workers, on issues of common interest relating to economic and social policy. It can exist as a tripartite process, with the government as an official party to the dialogue or it may consist of bipartite relations only between labour and management (or trade unions and employers’ organizations), with or without indirect government involvement. This Academy on Social Dialogue and Industrial Relations will develop ILO constituents’ knowledge and skills to engage in successful social dialogue at all levels.
This two-week interactive and stimulating activity is designed and implemented with the ILO.
The primary goal of the ILO is to promote opportunities for women and men to obtain decent and productive work in conditions of freedom, equality, security and human dignity. Social dialogue plays a key role in achieving this objective. It is both a mean to strengthen democratic decision making and to achieve decent work; as well as an end in itself.
The main aim of social dialogue is to improve the quality of decisions and policies and through the involvement main stakeholders in the world of work. Successful social dialogue structures and processes have the potential to resolve important economic and social issues, deal with
economic crises, encourage good governance, reduce inequality and promote growth.
The extent of social dialogue has a direct impact on the climate of social peace and stability as well as the overall governance of the labour market and the economy as a whole. There is no “one size fi ts all” model of social dialogue that can be readily exported from one context to another; there is a rich diversity in institutional arrangements, legal frameworks and traditions and practices of social dialogue throughout the world. Adapting social dialogue to the specific situation is key to ensuring full ownership and sustainability of the process. As much as social dialogue may differ from country to country, the overriding principles of freedom of association and the effective recognition of the right to collective bargaining remain the same.
Social dialogue may take different forms. At national level as well as other levels (regional, sectoral), tripartite social dialogue allows government, employers and workers’ organizations (through their representatives) as equal and independent partners to seek solutions to issues of common concerns. At national, sectoral, enterprise or territorial level, collective bargaining allows an employer or a group of employers on the one hand and one or more workers’ organizations on the other to jointly: determine working conditions and terms of employment, regulate relations between employers and workers, and/or regulate relations between employers or their organizations and workers’ organizations. This unique and distinct form of social dialogue plays a key role in the governance of labour market.
This Academy is a unique opportunity to discuss and analyse the different forms of, and approaches to social dialogue and industrial relations, leading to improved knowledge and skills to effectively contribute to social dialogue in their own environment.